Religious institutions can affect organizational practices when employees bring their religious commitments and practices into the workplace. But those religious commitments function in the midst of other organizational factors that influence the working out of employees’ religious commitments. This process can generate varying outcomes in organizational contexts, ranging from a heightened effect of religious commitment on employee behavior to a negligible or nonexistent influence of religion on employee behavior. Relying on social identity theory and schematic social cognition as unifying frameworks for the study of religious behavior, we develop a theoretically informed approach to understanding how and why the religious beliefs, commitments and practices employees bring to work have varying behavioral impacts.
The second author would like to gratefully acknowledge the support of James and Judith Chambery.
Weaver, G. and Stansbury, J. (2014), "Religion in organizations: Cognition and behavior", Religion and Organization Theory (Research in the Sociology of Organizations, Vol. 41), Emerald Group Publishing Limited, pp. 65-110. https://doi.org/10.1108/S0733-558X20140000041011Download as .RIS
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