Call for papers!

Draft Call for paper: Deadline March 31, 2019 (Target publication date: October 2019)

Title: The past, the present and the future of integrating faith/religion/spirituality and work: challenges and perspectives.
Introduction to the special issue

Long confined to the private sphere by the dominant secular worldwide view, faith/religion/spirituality is making its grand return to the public sphere (Ewest, 2018; Hill & Dik, 2012; Miller, 2007). In particular, psychology of religion, management studies and sociology have combined to provide multiple explanations concerning how beliefs and their practice interact with workplace settings (Ashmos & Duchon, 2000; Caroll, 2013; Giacalone & Jurkiewicz, 2010; Hill & Dik, 2012; Neal, 2013). This interdisciplinary approach has demonstrated that religious and spiritual values shape attitudes and behaviors with determinant impacts both at individual and collective levels (LoRusso, 2018; Neubert, 2018; Pargament, et al. 2013). We can synthetize these studies into two main trends:

  1. Religion as an instrument at the workplace: This trend considers the way in which religion/spirituality impacts the workplace. In this case, religion/spirituality is analyzed as a determinant of work-related outcomes, such as work engagement, pro-sociality, coping with stress, and well-being (Dong, et al., 2017; Tracey, 2012; Weaver & Agle, 2002;). These studies consider religious and spiritual phenomena as being instrumental to work activities. That is to say, religion enters the space of workplace and impacts it.
  1. The workplace as an instrument to religion/spirituality: In this perspective, the workplace enters into the sacred world and serves religious/theological purposes. The main concepts related to this approach are work as a sacred calling and the religious/spiritual meaning of work (Duffy & Dik, 2013; Pargament, et al., 2013; Schnell, et al., 2013). For this trend of studies, the workplace is primarily understood as a sacred field where religiosity/spirituality is manifested, and secondarily, as an organizational place where products and services are produced and distributed.

These two trends integrating faith and work are tremendously valuable, in part, because of the interdisciplinary variety of methodologies and conceptualizations. This breadth is reflected by the observation that the number of relevant studies is increasing year after year, highlighting the reciprocal foci of religion and workplace.

Possible themes and topics

This call invites scholars to challenge classical ways of integrating religion/spirituality at work and to propose new concepts and new methodologies at the frontier of the psychology of religion, management and sociology. Here are three, non-exhaustive, avenues of potential interest:

  1. The definition of “Faith/Religion/Spirituality at work: a focus on the two components of the concept: the “religion” side and the “work” side.

Faiths/religions/spiritualities have received various and very different definitions, from faith at work to workplace spirituality (Murthy, 2017; Westerink, 2012;).
We invite theoretical papers that directly interrogate existing definitions: What is the specificity of the concepts related to religion/spirituality at work compared to the concepts of religion and the public life, for example? What are the lessons already learned (Vergote, 2005) and how could these definitions be improved to allow for a better understanding of religion/spirituality at work?

  1. Methodological challenges and perspectives in capturing and measuring faith/religion/spirituality at work.

The way faith/religion/spirituality is defined determines the way it is captured and measured in organizations (Kinjerski & Skrypnek, 2006; Lynn, et al. 2009; Miller, et al. 2018; Pandey, et al. 2009). Most studies measuring religion/spirituality at work use self-reported measures. Capturing religious activity within organizational settings implies, however, that external organizational variables must be taken into account.
We invite theoretical and empirical papers focusing on new methodologies, such as case studies, field-tests or ethnographic studies in organizations.

  1. Benefits and pitfalls of the integration of faith at work.

 

Is the integration of faith at work a “nice to have” activity at the workplace or a “must have” activity? Pros and cons are expressed in multiple studies (Hill & Dik, 2012).
We invite theoretical papers discussing the “nice to have” versus the “must have” scenarios regarding the role of faith/religion/spirituality at work both from the point of view of the individual and for the organization.

Submission Process and deadlines

Authors are encouraged to refer to the Archive of Psychology of Religion website for instructions on submitting papers for consideration. All submissions undergo standard peer review process. Submission to the special issue by March 31, 2019 is required through the online submission portal.  Please log in or create an account at author portal to access the submission portal. Upon submission, please indicate that your paper is for potential inclusion in this Special Issue. For any other questions, please contact Dr. Nicoleta Acatrinei at nicoleta.acatrinei@princeton.edu

References

Ashmos, D., & Duchon, D. (2000). Spirituality at work: A conceptualization and measure. Journal of Management Inquiry, 9(2): 134-145.

Carroll, S. T. (2013). Addressing religion and spirituality in the workplace. In K. I. Pargament, A. Mahoney, & E. P. Shafranske, (Eds). APA handbook of psychology, religion, and spirituality (Vol 2): An applied psychology of religion and spirituality (pp 595-612). Washington, DC: American Psychological Association.

Dong, M., Wu, S., Zhu, Y., Jin, S. & Zhang, Y. (2017). Secular examination of spirituality-prosociality association, Archive for the Psychology of Religion, 39(1), 61-81.

Duffy, R. D., & Dik, B. J. 2013. Research on calling: What have we learned and where are we going? Journal of Vocational Behavior83(3): 428-436.

Ewest, T. (Ed.) (2018). Faith and work: Christian perspectives, research and insights into the movement. In L. W. Fry (Series Ed.), Advances in Workplace Spirituality: Theory, Research and Application. Charlotte, North Carolina: Information Age Publishing.

Giacalone, R. A, & Jurkiewicz, C. L. (2010). Handbook of workplace spirituality and organizational performance (2nd ed.). Armonk, NY: M.E. Sharpe.

Hill, P. C. & Dik, B. J. (Eds.) (2012). Psychology of religion and workplace spirituality. In L. W. Fry (Series Ed.), Advances in Workplace Spirituality: Theory, Research and Application. Charlotte, North Carolina: Information Age Publishing.

Kinjerski, V., & Skrypnek, B. J. (2006). Measuring the intangible: Development of the Spirit at Work Scale. In M. Weaver (Ed.), Best paper proceedings of the sixty-fifth annual meeting of the Academy of Management Vol 1)): A1-A6.

LoRusso, J. D. (2017). Spirituality, corporate culture, and American business. New York, NY: Bloomsbury Academic Publishing.

Lynn, M., Naughton, M., & VanderVeen, S. (2009). Faith at Work Scale (FWS): Justification, development, and validation of a measure of Judeo-Christian religion in the workplace. Journal of Business Ethics, 85(2): 227-243.

Miller, D. (2007). God at work: The history and promise of the faith at work movement. New York, NY: Oxford University Press.

Miller, D. W., Ewest, T. & Neubert, M. J. (2018). Development of The Integration Profile (TIP) Faith and Work Integration Scale, Journal of Business Ethics. Advance online publication. doi:10.1007/s10551-017-3773-2

Murthy, J. (2017), Beyond “religion” and “spirituality”. Extending a “meaning systems” approach to explore lived religion. Archive for the Psychology of Religion, 39, 1-16.

Neal, J. (Ed.) 2013. Handbook of faith and spirituality in the workplace. New York, NY: Springer.

Neubert, M. J. (2018). With and without spirit: Implication for scholarship and leadership, Academy of Management Perspectives, Special Symposium, 2-31. Published online: 16 Mar 2018 doi.org/10.5465/amp.2016.0172

Pandey, A., Gupta, R. K. & Arora, A. P. (2009). Spiritual Climate Inventory. Pfeiffer Annual for Consulting, Ed. John Wiley & Sons, San Francisco, U.S.A., 115-127

Pargament, K. I., Mahoney, A., Shafranske, E. P. (Eds). (2013). APA handbook of psychology, religion, and spirituality (Vol 2): An applied psychology of religion and spirituality. Washington, DC: American Psychological Association.

Schnell, T., Höge, T., & Pollet, E. (2013). Predicting meaning in work: Theory, data, implications, The Journal of Positive Psychology, 8(6): 543-554.

Tracey, P. (2012). Religion and organization: A critical review of current trends and future directions, Academy of Management Annals, 6 (1): 87-134. doi:10.1080/19416520.2012.660761

Weaver, G. & Agle, B. (2002). Religiosity and ethical behavior in organizations: a symbolic interactionist perspective. Academy of Management Review, 27(1), 77-97.

Westerink, H. (2012). Spirituality in psychology of religion: A concept in search of its meaning. Archive for the Psychology of Religion, 34, 3-15.