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![This figure represents the sum of longitudinal trends in religiosity as adolescents entered emerging adulthood, showing net decline. Author calculation based on findings reported in [12].](publication/301332401/figure/fig1/AS:380939868884992@1467834550652/This-figure-represents-the-sum-of-longitudinal-trends-in-religiosity-as-adolescents.png)
This figure represents the sum of longitudinal trends in religiosity as adolescents entered emerging adulthood, showing net decline. Author calculation based on findings reported in [12].
Source publication
The study evaluates a pilot course designed to respond to findings from the National Study of Youth and Religion (NSYR) and similar findings reporting changes in U.S. life course development and religious participation through an intervention based on sociological theories of morality. The purpose of the study is to investigate the impacts of a bus...
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Citations
... These are important trends for educators to consider in educating future organizational leaders. However, studies of the inclusion of leadership, religion, and spirituality (LRS) as a topic in management education have primarily taken the form of qualitative explorations of single classes or courses (e.g., Trott 2013), descriptions of teaching approaches (e.g., Delbecq 2000), and studies of face-to -face classes (e.g., Herzog et al. 2016), providing little evidence of the potential for such courses to normalize LRS as a potentially taboo topic or increase students' preparedness to lead in multi-faith workplaces. ...
... Numerous authors describe how management educators have introduced LRS topics into their individual courses, broadly focusing on issues like authenticity, respect for and ethical behavior toward people of other beliefs, defining and differentiating spirituality, workplace spirituality and religion, and interfaith dialog (e.g., Barnett, Krell, and Sendry 2000;Bugenhagen 2009;Crossman 2015;Delbecq 2000;Fry 2009;Herzog et al. 2016;Marx et al. 2008;McCormick 2006;Pielstick 2005;Trott 2013). However, the renewed academic interest in religion and spirituality has a plural and inclusive nature (Jacobsen and Jacobsen 2012), incorporating Muslim, Buddhist, Hindu, humanist, and other perspectives (Delbecq 2000). ...
... Despite evidence of spirituality and religion's potential role in management education, Crossman (2015) points out that only 2% of the top 100 world ranked universities explicitly address spirituality at the course level in business or management programs. There is also little empirical evidence of the effectiveness of such instruction (Crossman 2015;Herzog et al. 2016). Herzog et al. (2016) is the only systematic study we found. ...
Workplace demographic changes and evidence of religious discrimination suggest that management educators should prepare students for multi-faith workplaces. However, quantitative research is lacking on the impact of courses designed to prepare students for multifaith workplaces or organizations where spirituality is expressed. This quasi-experimental study examined the effects of a two-hour online lesson on leadership, religion, and spirituality on undergraduate students’ perceptions of the topic in pre-, post-, and eight-week post-lesson surveys. Two factors emerged representing students’ perceptions. Changes in interest and openness to learning about leadership, religion, and spirituality were sustained over eight weeks. Changes in fear or apprehension about engaging this topic in the classroom or workplace were transient, decreasing initially, but returning to pre-lesson levels at eight weeks. This study’s findings suggest that a single lesson shows potential to increase students’ openness and interest in learning about the intersection of leadership, religion, and spirituality.
... In a quasi-experimental study of the effectiveness of an undergraduate class facilitating business students' identification of their own moral values and awareness of the moral values of culturally (religiously) different others, Herzog, Beadle, Harris, Hood, and Venugopal (2016) found that the course (designed to prepare students for the religiously plural workplace) resulted in students being clearer about their own beliefs even while increasingly appreciating the beliefs of others. surveyed graduate business students in leadership and management programs and found the majority were interested in including spiritual topics in their formal academic programs; however, some feared negative classroom interactions due to potentially aggressive or proselytizing peers, or instructors who are unable to facilitate sensitive dialogue. ...
... Some programs might allow for a more elaborate inclusion of the 12 competencies, such as the courses discussed by Herzog et al. (2016) and Trott (2012) which engage additional aspects of Strange and Rogers's (2003) intellectual, convictional, and experiential teaching approaches. Education abroad programs or courses that require students to become immersed in a foreign culture, role plays engaging interfaith conflicts (Marx et al., 2008), practicing meditation (Delbecq, 2000), or students interviewing workers about spirituality in their workplace (Trott, 2012) are examples of experiential exercises. ...
... Education abroad programs or courses that require students to become immersed in a foreign culture, role plays engaging interfaith conflicts (Marx et al., 2008), practicing meditation (Delbecq, 2000), or students interviewing workers about spirituality in their workplace (Trott, 2012) are examples of experiential exercises. Reflective essays on the role of one's beliefs, calling, or values in the workplace (Herzog et al., 2016) are examples of convictional learning activities. Even when limiting teaching to the intellectual approach, students often spontaneously reflect on their own convictions and are encouraged by the acknowledgement that religion and spirituality are central to the identities of many leaders (Allen & Williams, 2017;Judge, 1999) and form part of the leadership development process (Fry, 2009). ...
The United States has concurrently experienced changing religious demographics, an increase in religious discrimination charges, and a growing interest by scholars in the role of spirituality and faith in the workplace. Yet there is little empirical research to inform management educators about the competencies HR professionals (HRPs) need to work in religiously and spiritually diverse organizations. HRPs are likely be at the frontline of organizations’ attempts to respond and adapt to these trends. In this exploratory study, a panel identified future scenarios relevant to HRPs working in religiously and spiritually diverse US workplaces as well as the competencies needed to address the scenarios. Three rounds of qualitative data from an expert panel and an iterative analysis process yielded: 1) likely scenarios and challenges HRPs will face related to spiritual and religious diversity and expression in the workplace; and 2) competencies needed by HRPs in response to these challenges. The results provide guidance to management educators on curricular choices. In addition, approaches to including these competencies in management education courses and programs are presented.
This chapter reviews the concept of civic morality and its role in democracy. The first section defines civic morality, including what it is as well as what it is not. Simply stated, civic morality is the belief that one should engage in efforts to promote social and public goods along with actions intended to promote the well being of others beyond the self. These are neither solely personal individual beliefs that are not publicly shared nor government prescribed public acts. Second, the chapter explains why civic morality matters. Importance includes its role in fostering a social lubricant to collective action, trust in people and social institutions, and democratic participation. The third section summarizes major approaches to the study of civic morality. Interdisciplinary studies are best categorized across the levels of their units of analysis: micro, meso, and macro. Key takeaways are offered based on the findings of existing studies about the relationship of civic morality and other important social phenomena. Reviewed findings are related to philanthropy and generosity, generational changes and youth, socioeconomic inequalities, religiosity and culture, and social norms.
Numerous scholars have emphasised that interfaith initiatives can contribute to personal transformation and enhance social cohesion, but it is often unclear if and how these initiatives effectively bring about the intended changes. This article argues that setting up a shared framework of interfaith learning objectives is a necessary first step towards organising and evaluating interfaith initiatives. After conducting a systematic scoping review, we categorised and summarised the learning objectives of 93 interfaith initiatives. These learning objectives are presented in a matrix of twelve categories, reflecting the learning objectives set by the organisers of the 93 initiatives. This article is intended as a first step towards building a shared scholarly framework that can then be used to guide the organisation and evaluation of interfaith initiatives. The matrix can encourage organisers of interfaith initiatives to clarify their learning objectives and, consequently, develop more coherent and evaluable initiatives.
Purpose
In this theoretical-empirical study, we analyse work methodologies of Spanish Religious Orders, and their relationship with productivity, efficacy and efficiency.
Design/methodology/approach
In the literature review we have compiled all the applicable theories. Amongst them, Management by Values stands out and has served as the framework for the hypotheses. To test the latter, we have obtained data from face-to-face surveys, obtaining 112 valid answers. Ordinary Least Squares and Logit Model have been proposed.
Findings
A greater compromise of the individual with the organization generated greater values of productivity, and its higher value in the case of the female Orders when compared to the male Orders.
Research limitations
The conclusions presented here only refer to the data of religious organizations of Málaga (Spain) that have been analysed. Future research should consider the changes brought about by the possible merger of the different Orders and the analysis of the social work of the Church through its non-profit organizations (Cáritas or Manos Unidas).
Practical implications
This study can be translatable to profit-seeking organizations. If work methodology and coordinating tasks are appropriate for religious organizations, then they should also be beneficial for-profit companies.
Originality/value
Management by Values occupies an essential place in the direction and coordination of daily tasks and the life of religious communities. Their levels of productivity, efficacy and efficiency are a result of the strong link that joins the members to the aim of the organization.
The globalization, increased migration, and mobility of workforce necessitate the need to study religious diversity in organizations, which has not yet received adequate academic attention of management scholars. The paper attempts to define and understand the nuances of religious diversity with the help of certain theories from psychology and sociology domains. It aims to present the legal provisions of different countries regarding workplace religious discrimination and endeavours to synthesize and analyze the pros and cons of religious diversity at workplace. The paper follows a systematic literature review approach. The descriptive analysis of search results and thematic analysis of the literature reviewed has been presented. It is found that the theories from other domains can be borrowed to understand the root cause of different perceptions for religious diversity. The favourable and unfavourable outcomes of workplace religious diversity have been identified and categorized at two levels i.e. individual and organizational. It is realized that the favourable outcomes of bringing religion to workplace outnumber the unfavourable outcomes and therefore it is time to leverage workplace religious diversity. Lastly, the paper attempts to equip the human resource managers with certain strategies to better deal with religious diversity issues at the workplace.
This volume includes eight studies of faith and giving for youth and emerging adults.[...]
