Abstract
Previous research links religiosity/spirituality with a wide variety of organizational functions and practices, and, in particular, with management processes and leadership practices. Building on Huber’s concept of the centrality of religiosity, we propose that religiosity can also affect career choice and development—in particular, work orientation styles and work engagement. We also suggest that these relationships can be moderated by gender. The hypotheses were tested on a sample of 219 adult employees (Mage = 37.7, SDage = 9.2) in a cross-sectional study. Findings provide support the religiosity–career orientation style link and the moderating function of gender in the relationship of the centrality of religiosity with work orientation styles and work engagement. Specifically, the higher the centrality of religiosity, the stronger the calling orientation among women and the higher the job orientation among men. The higher the centrality of religiosity, the stronger the vigor, dedication and absorption among women and the lower the vigor, dedication and absorption among men. Our study supports the claim that being religious is related to the acceptance of traditional worldviews on gender roles at work. However, religiosity is a source of motivation to engage at work for women, whereas for men, high religiosity can reduce engagement in work.
Highlights
Over the last few decades, there has been a growing interest in the field of religion and work (Benefiel et al 2014)
We suggest that the concept of the centrality of religiosity can help clarify the question of whether or not religiosity could be viewed as a resource for individuals’ work orientation and work engagement
The current study shows that religiosity affects both work orientation styles and work engagement
Summary
Over the last few decades, there has been a growing interest in the field of religion and work (Benefiel et al 2014). Researchers have linked religiousness or spirituality (r/s) to a wide range of organizational variables, and the research so far has confirmed the positive impact of r/s variables on work unit performance (Duchon and Plowman 2005; for a review, see Benefiel et al 2014), organizational commitment, job involvement, organizational identification, rewards satisfaction and organizational frustration (Kolodinsky et al 2008). We expand previous research showing that among Polish employees’ religious involvement positively correlated with their attitude toward their coworkers and organization, as well as job satisfaction (Wnuk 2018). As Davidson and Caddell (1994) suggested that being a church member or being exposed to religious influences may not be enough to think of work as important
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