Fifty shades of pray: Faith diversity management approaches impact employee satisfaction, support perceptions, and turnover
Summary Organizational policies and practices related to workforce diversity and inclusion have implications for employees of all backgrounds. With the changing composition of faith identities in the workforce, organizations must change to meet the needs of employees of all faith identities, includi...
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| Published in: | Journal of organizational behavior Vol. 43; no. 6; pp. 1103 - 1120 |
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| Main Authors: | , |
| Format: | Journal Article |
| Language: | English |
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Chichester
Wiley Periodicals Inc
01-07-2022
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| Abstract | Summary
Organizational policies and practices related to workforce diversity and inclusion have implications for employees of all backgrounds. With the changing composition of faith identities in the workforce, organizations must change to meet the needs of employees of all faith identities, including employees who do not identify with a faith tradition. Across two studies, we use Miller and Ewest's (2015) Faith and Work Organizational Framework to explore how different organizational approaches to faith diversity management impact the job outcomes of employees of differing faith identities. Results indicate that “faith‐friendly” organizations, characterized by a proactively inclusive approach, yield the highest employee satisfaction and perceptions of supervisor and organizational support and lowest intentions to turn over for employees of all and no faith identities. This was supported when examined with both a cross‐sectional survey and using experimental manipulation. Implications for theory and practice are discussed. |
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| AbstractList | Organizational policies and practices related to workforce diversity and inclusion have implications for employees of all backgrounds. With the changing composition of faith identities in the workforce, organizations must change to meet the needs of employees of all faith identities, including employees who do not identify with a faith tradition. Across two studies, we use Miller and Ewest's (2015) Faith and Work Organizational Framework to explore how different organizational approaches to faith diversity management impact the job outcomes of employees of differing faith identities. Results indicate that “faith‐friendly” organizations, characterized by a proactively inclusive approach, yield the highest employee satisfaction and perceptions of supervisor and organizational support and lowest intentions to turn over for employees of all and no faith identities. This was supported when examined with both a cross‐sectional survey and using experimental manipulation. Implications for theory and practice are discussed. Summary Organizational policies and practices related to workforce diversity and inclusion have implications for employees of all backgrounds. With the changing composition of faith identities in the workforce, organizations must change to meet the needs of employees of all faith identities, including employees who do not identify with a faith tradition. Across two studies, we use Miller and Ewest's (2015) Faith and Work Organizational Framework to explore how different organizational approaches to faith diversity management impact the job outcomes of employees of differing faith identities. Results indicate that “faith‐friendly” organizations, characterized by a proactively inclusive approach, yield the highest employee satisfaction and perceptions of supervisor and organizational support and lowest intentions to turn over for employees of all and no faith identities. This was supported when examined with both a cross‐sectional survey and using experimental manipulation. Implications for theory and practice are discussed. |
| Author | Park, Lauren S. Martinez, Larry R. |
| Author_xml | – sequence: 1 givenname: Lauren S. orcidid: 0000-0002-5277-6324 surname: Park fullname: Park, Lauren S. organization: Portland State University – sequence: 2 givenname: Larry R. orcidid: 0000-0003-3702-9774 surname: Martinez fullname: Martinez, Larry R. email: larry.martinez@pdx.edu organization: Portland State University |
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Organizational policies and practices related to workforce diversity and inclusion have implications for employees of all backgrounds. With the... Organizational policies and practices related to workforce diversity and inclusion have implications for employees of all backgrounds. With the changing... |
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| SubjectTerms | diversity management faith job outcomes Manipulation Organizational behavior Organizational change Organizational support Perceptions Workforce |
| Title | Fifty shades of pray: Faith diversity management approaches impact employee satisfaction, support perceptions, and turnover |
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