Organizational Spiritual Maturity (OSM): The Root of Workplace Well-Being

Freer, Adam S.; Robertson, Peter J.

doi:10.1007/978-3-030-02470-3_78-1

Cited by 2 publications

(3 citation statements)

References 27 publications

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“…Freer (2017) proposed a similar concept, i.e. the organizational spirituality maturity, which may theoretically engender the manifestation of organizational qualities such as love, purpose for the common good, wisdom, integrity, continual evolution and spiritually mature leadership and management approach.…”

Section: Resultsmentioning

confidence: 99%

Organizational spirituality: a literature review and research agenda

Vasconcelos¹

2022

IJOA

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Purpose 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. Design/methodology/approach 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). Findings 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. Originality/value 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.

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Section: Resultsmentioning

confidence: 99%

Organizational spirituality: a literature review and research agenda

Vasconcelos¹

2022

IJOA

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“…Either way, dark side behavior is derived from an employee or group of employees and, at some point, it yields negative consequences for them and for the organization itself (Griffin and O’Leary-Kelly, 2004). Another definition of dark side organizational behavior proposes that it is “ any behavior within, of or across organizations that is harmful ” (Freer, 2017, p. 19, italics in the original). However, such perceptions do not consider that the potential detrimental effects to other stakeholders.…”

Section: Potential Mediatorsmentioning

confidence: 99%

“…On the other hand, a recent literature review indicates that dark side organizational behavior is related to counterproductive organizational behavior, egoistic climate, corrupt organizational behavior, organizational narcissism, dysfunctional organizational culture, collective wrongdoing and organizational corruption (Freer, 2017). In this regard, it is worth mentioning that organizational dark side has been especially explored through critical management studies (Linstead et al , 2014; Alcadipani and Medeiros, 2020), corrupt organizations (Aguilera and Vadera, 2008; Pinto et al , 2008) and dark open innovation (Manning et al , 2018) just to name a few theories (Freer, 2017, for a more comprehensive review). Additionally, it can also be seen through the intense debated related to the deleterious effects of modern capitalism (see, e.g.…”

Section: Potential Mediatorsmentioning

confidence: 99%

Organizational incivility: a conceptual framework

Vasconcelos¹

2023

SBR

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Purpose 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. Design/methodology/approach 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. Findings 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). Practical implications 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. Originality/value 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.

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Organizational Spiritual Maturity (OSM): The Root of Workplace Well-Being

Cited by 2 publications

References 27 publications

Organizational spirituality: a literature review and research agenda

Organizational spirituality: a literature review and research agenda

Organizational incivility: a conceptual framework

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