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Alvin Toffler foretold the technological “third wave”, in 1980. We suggest that there is an organizational fourth wave, the spiritually‐based firm. The movement toward spiritualizing the organization has apparently caught on and a number of highly diverse firms are attempting to instill a spiritual corporate culture. The intent of this paper is to explore basic attitudes and practices that appear to be essential for success in maintaining a spiritual corporate culture. Six key concepts have been selected based on our review of the literature, professional observations, and in‐depth personal interviews with leaders of spiritually‐based firms: honesty with self, articulation of the corporation’s spiritually‐based philosophy, mutual trust and honesty with others, commitment to quality and service, commitment to employees, and selection of personnel to match the corporation’s spiritually‐based philosophy. As these key concepts are discussed, specific examples of how these concepts are practiced within various firms are included.

The purpose of this paper is to ascertain whether the organizational spirituality (OS) also called for spiritually-based organization (SBO) concept continues to be, in fact, a source of refreshing ideas to the organizational studies.

Regarding that OS is a theme that does not pertain to the scientific mainstream, the criteria to select valuable work were broader. On this basis, this literature review focused on a set of distinct sources: empirical and theoretical-conceptual papers (i.e. peer-reviewed), books, book chapters and doctoral dissertations. The material should be written in English and matched specifically the terms “spiritually-based organization,” “organizational spirituality” and “spiritual organization” in the websites of prominent scientific publications such as Google Scholar, EBSCO, Emerald, Sage and Elsevier. The premise was to portray an ample overview about what the scientific research has been yielded on this topic covering the period of 23 years (i.e. 1999–2022).

Data revealed that a large portion of the scholarly work of OS has been largely published in journals of modest factor impact or in books/book chapters. Such evidence indicates that OS definitively is not embraced by the scientific mainstream, despite the relevance of this topic. Further, it appears that the study, research and writings about SBOs, despite their positive effects and features, do not draw the attention of the majority of academic community. As a result, this field of knowledge has been characterized by scant work. This conclusion sounds somewhat astonishing considering that companies strongly driven by financial and economic concerns have proved not to be useful to humankind well-being and the planet.

This review sought to concentrate only on scholarly work that could bring something noteworthy to the debate of the OS concept. By the same token, other related concepts such as workplace spirituality and spirituality in the workplace, which have been properly explored, were not approached here. The author surmises that such path may account for somewhat the reduced number of work found about this topic, despite the fact this review drew on Google Scholar as well.

The purpose of this paper is to discuss some key aspects through a theoretical interdisciplinary approach that may contribute to shape an organizational discrimination frame.

The paper depicts a theoretical interdisciplinary approach. Within this perspective, it undertook a literature review to identify some theoretical aspects – neglected or not appropriately addressed – that may somewhat nourish an organizational discrimination frame.

Overall, this paper examined more carefully five aspects (constructs), namely, moral imperative, organizational injustice, corporate social responsibility, non-spiritual business orientation and unethical leadership, that may contribute to shape a discrimination frame if not approached properly and suggested a set of research propositions. In addition, it offers some insights into a problem that deserves more theoretical development and pertinent managerial interventions.

The implications for business are enormous given that being labeled as an organization that encourages discriminatory company policies will certainly attract negative corporate image. Moreover, it stands to reason that firms which are portrayed as such a “devil” will have serious difficulties to survive in this new millennium. Thus, it can be predicted that organizations that are not committed to at least reducing discrimination inside their structures and human resources policies will attract growing negative feelings, perceptions and opinions.

This paper provides further theoretical underpinning for better understanding of the institutional discrimination that affects both society and organizations.

Taken together, the moral imperative, organizational injustice, corporate social responsibility, non-spiritual business orientation and unethical leadership variables delineate a theoretical framework as to how discrimination in the workplaces takes shape.

The purpose of this study is to identify the key features of a non-spiritual organization (NSO) and to show what it is capable of delivering to society.

This study relies on grounded theory method, given that it allows the researcher to apply flexible guidelines to collect and analyze qualitative data to build theories on the grounds of the data themselves. Therefore, qualitative data are derived from quotations, observations and excerpts from documents. The backdrop of this investigation was the accident caused by a Brazilian miner in the Rio Doce basin after the collapse of the Fundão dam in Bento Rodrigues, Brazil.

Overall, data revealed a pattern in which five themes emerged naturally, namely, the antecedents, poor corporate values, lack of appropriate management tools, unjustified dynamics and dealing with the consequences. Further, the ethical imperatives of doing right, doing good and doing well may be only discursive elements for great corporations. At first sight, adhering to an NSO frame is a result of a strategic decision.

Taking into account the method that was used, the results cannot be generalized and herein resides the major limitation of this study.

It is very concerning that an acknowledged and awarded company is involved in such an episode. Such evidence prompts us to suspect that many so-called good companies may be deliberately hiding their shadows from society.

To the best of the author’s knowledge, this is the first empirical work toward untangling the meaning, nuances and contours of an NSO. In doing so, it helps understand the impact of this sort of companies on society and environment.

The purpose of this paper is to examine the current outcomes of the empirical research on workplace spirituality (WS) theory, that is, it provides an updated review about the knowledge of this managerial domain, as well as its limitations, problems and opportunities.

This study has searched for empirical articles of WS in the websites of relevant scientific publications such as Emerald, Sage, Taylor & Francis, as well as Google Academic, ProQuest and EBSCO. It has analyzed 882 published works, including books and book chapters. Overall, it has gathered 78 useful empirical studies.

Although WS theory is strongly linked to management studies, the research output has been published by a set of outlets from different domains. As a consequence, WS has made inroads through an interdisciplinary view. Findings indicated that quantitative method was the most preferred alternative by WS researchers, whereas qualitative and mixed-methods were less used. Data revealed the shortage of experimental studies in this area. As expected, the USA has been the most studied country in terms of the WS theory. Factor analysis is the most commonly utilized statistical technique followed by regression analysis. Data also suggested that Pearson correlation and structural equation modeling continue to be valuable statistic techniques for researchers in this area of knowledge. At last, the content analysis has identified five themes: positive effects, experiences/perceptions, uncertainties, measures and outcomes.

Unlike previous work, this study focuses exclusively on research output over a 16-year period (2000-2015). In doing so, it contributes to theory development by addressing the preferences of research designs, data collection methods, statistical techniques, countries surveyed, top journals of this field and major themes of research.

Overall, the purpose of this paper is to define and delineate the meaning of the concept of Organizational Incivility (OI) by examining its features, scope and implications. Furthermore, it depicts a set of research propositions aiming to guide future research.

Toward this end, this paper draws upon the literature of workplace incivility, unethical behavior, organizational dark side behavior and corporate social irresponsibility, which have been examined through distinct theoretical streams and frames them under the lens of OI concept. The ensuing analysis focuses on some well-known business-cases and their tragic consequences. In doing so, it also argues that the OI concept provides a solid theoretically based framework about how uncivil mindset have been specifically shaped at the organizational level.

Overall, it is proposed that OI is a by-product of conscious (bad) decisions in which the organizational leaderships are allured, at some point and for distinct reasons, to embrace moral disengagement and unethical choices. In doing so, the organizations overlook or neglect their commitments to society’s well-being and environmental preservation. As a result, the organizations start to play a dirty game without any sense of respect for those that rely on them (i.e. consumers and citizens).

The implementation of strict ethical codes and governance measures have proved not to be enough to contain the OI practices. In this regard, organizational leaderships should question themselves if their companies are truly aligned with a civilized conduct. In turn, government agencies, federal laws and institutions dedicated to preserve people’s well-being should play a more incisive role by identifying and stifling the organizational dark side.

On the face of it, it is argued that a myriad of demonstrations of organizational dark side that are identified worldwide can be theoretically explored through the lens of OI and therein lies the major contribution of this work. More specifically, it demonstrates that incivility can go, in fact, beyond organization frontiers spilling over the stakeholders in a negative manner and damaging the interactions. Further, it also contributes to theory by suggesting that OI is a process carefully designed by the organizational leaderships to achieve obscure goals and/or darker purposes.

The purpose of this study is to analyze the author’s experience related to several attempts of getting approved a paper of their authorship about gender and organizations by the lens of a researcher trying to meet his goal.

Throughout the endeavor, the author received substantial feedback and evaluations from editors and reviewers that allowed him to understand better the motivation of those that are dedicated to carry out such task; enhance his work whenever was possible; increase his resilience and self-motivation; and identify several inconsistencies of the peer-review process. Furthermore, that ample opinionated material allowed him to conduct the current autoethnographic study.

Accordingly, the author’s findings identified three aggregate dimensions, namely, demotivating assessments, mixed perceptions and motivating assessments. Moreover, the author did not identify any trace of developmental review (help), bill of rights or notion of being an “artist,” as some scholars suggest, from both the reviewers’ or editors’ part, but only from a specific journal’s editor and one of its reviewers. On the one hand, the majority of the reviewers/editors showed a harsh view about the author’s work or even a lack of interest to ponder his arguments and difficulties to carry out that study. Even though the author alluded to the limitations and unsurmountable hurdles that he faced along the way, they showed neither sympathy nor comprehension to his comments. On the other hand, it was not an easy task to the author to sift the hints provided by them.

Nonetheless, the author also recognizes his own limitations that eventually affected his analysis and point of views. It is also worth noting that this method relies on a unique source (the author).

The author believes that his ideas and opinions have some base and merit. Rather, his findings embrace profound implications for reviewers and editors, particularly in terms of how they perform their work.

To the best of the author’s knowledge, this is the first endeavor focusing on peer-review system related to organizational studies and grounded in an autoethnography approach. Therefore, their contribution is derived from a researcher that is familiar with the system and its flaws.

This paper aims to understand water and wastewater industry leaders’ perceptions of the current and future role of workplace spirituality, including the challenges and benefits of incorporating workplace spirituality in government utilities.

The Delphi technique was used to gather input and gain consensus from an expert panel of executive level managers.

The panel achieved consensus that workplace spirituality is evident in a higher sense of purpose for those working in the water and wastewater industry which is likely to be the greatest future benefit of workplace spirituality in the industry. Other central themes included making a positive environmental impact, going beyond compliance, collaborating with the community, creating a connection to peers and encouraging organizational belonging. Consensus was also achieved regarding obstacles to workplace spirituality’s future role in the industry, including concerns about terminology and the need for supportive leadership.

The water and wastewater industry face challenges including climate change, rising costs, aging infrastructure, increased regulatory requirements and a rapidly changing workforce. Workplace spirituality seems likely to support the industry in facing these challenges and can be promoted through encouraging a sense of purpose and meaning, collaborating with the community and recruiting individuals with resonant values and sense of calling.

Workplace spirituality has received growing attention in the private sector. However, workplace spirituality research in the public sector is minimal. This expert panel of top leaders from US water and wastewater agencies provide insight into the role of workplace spirituality in the public sector.

While the attention to workplace spirituality is growing, there is debate as to what exactly this term “spirituality” means. There seems to be multiple views of workplace spirituality. It could be argued that there are different definitions for the meaning of “spirituality” due to the very strong personal nature of the word itself. We argue that this multiple view of spirituality is a positive thing for organizations if managers attempt to understand differing spiritual views and also encourage all views within an organization. In this paper, we summarize the different perspectives of spirituality, discuss the benefits of encouraging spirituality within organizations, and examine different perspectives of implementing a spirituality‐based culture within firms.

The main objective of this study is to examine the relationship between person-organization fit (P-O fit), job satisfaction (JS), workplace spirituality (WS) and turnover intentions in small and medium-sized enterprises (SMEs) and the moderate role of WS in these relationships.

Research data were collected by cross-sectional data collection methods. The sample contains 242 employees of SMEs in Indonesia. The analytical method used to test research hypotheses is moderate regression analysis.

The results show that P-O fit is an antecedent that can reduce turnover intention. JS has a negative effect on turnover intention and WS has a negative effect on turnover intention. WS moderates the relationship between P-O fit and turnover intention and the relationship between JS and turnover intention.

This study enhances the understanding of the importance of WS in reducing employee turnover intentions. This research also contributes to the research model based on fit theory and social exchange theory.

The practical implication of this research is to improve P-O fit in employees. Managers can manage the right people for the environment and the right environment for the individual. In other words, the organization must choose both. The most basic way to create a P-O fit for employees is to recruit employees suitable to organizational goals because, in general, SMEs rarely have a written vision and mission.

Through the of spirituality in the workplace, employees will experience a sense of meaning and purpose in their work, foster a sense of unity through positive relationships and achieve alignment between personal and organizational values. Consequently, this will diminish the inclination to seek employment elsewhere.

Although turnover intention in employees is considered necessary, there is still minimal research that discusses turnover intention and WS in SMEs. To the authors' knowledge, no one has tested WS on the relationship between PO fit and JS with turnover intention in SMEs.