Religion, Religiosität und Spiritualität am Arbeitsplatz in deutschen Unternehmen

On the (ir)relevance of religion for human resource management and diversity management: A German perspective

“…Up to now, we argued on the more negative side of religious diversity – about discrimination following religious heterogeneity, about minority and majority status and about legal rules to stop discrimination. However, there are many threads of research discussions which point at potential advantages of firms if they consider spirituality and religion in HRM and diversity management (Alewell and Moll, 2019; Moll, 2017). These strands of discussion do not focus on Germany specifically, but most of the research papers stem from research in the United States or Asian countries.…”

“…However, they may inform our analyses nevertheless if we assume that positive effects of religion and religiosity at work discussed for these countries can be found in Germany, too. Given that the empirical knowledge about religion and religiosity at the workplace is still very deficient for Germany (Alewell and Moll, 2019; Moll, 2017), we will base our following discussion on this assumption, not without stating that there are research deficits which need to be filled by more empirical research for Germany.…”