Religious identity in the workplace: A systematic review, research agenda, and practical implications

Abstract

We conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace. We identified 53 relevant publications for analysis and synthesis. Studies addressed value differences associated with religion and occupation, identity tensions, unmet expectations, and the connection of religious identity to well‐being and work outcomes. Key variables in the connection between religious and occupational identities included personal preferences, the fit between religious identity and job‐related concerns, and the organization's policies, practices, and expectations. We highlight the personal and organizational consequences of being able to express religious identity at work and the conditions that promote high congruence between religious identity and its expression in the workplace. From these findings, we develop a research agenda and offer recommendations for management practice that focus on support for expression of religious identity at work while maintaining a broader climate of inclusion.

Do U.S. Faith-Based Social Service Organizations Resist Collaboration? Examining the Role of Religiosity and Operational Capacity in Interorganizational Partnerships

“…First, it extends our understanding of FBO religiosity (Ebaugh et al, 2006) and its significance to the collaboration context, gaining insight into why FBOs are less likely to collaborate. In doing so, it responds to the call for more research at the organizational level of religious identity to advance our understanding of religiosity (Héliot et al, 2020). Second, this study’s examination of operational capacity provides a more nuanced understanding of the organizational factors that influence nonprofit collaboration.…”

“…We examine religiosity because it is the distinguishing factor that sets FBOs apart from their secular counterparts (Ebaugh et al, 2007; Kearns et al, 2005). Systematic reviews have documented the powerful influence of religious identity and values on individual and organizational performance (Héliot et al, 2020), as well as the effectiveness of social service delivery (Ferguson et al, 2007). We examine operational capacity because it is a necessary precondition for nonprofit collaboration (AbouAssi et al, 2016; Bryson et al, 2006; Kim & Peng, 2018; Simo & Bies, 2007).…”

Interdisciplinary differences in patient safety culture within a teaching hospital in Southeast Asia

“…This further highlights issues with speaking out and discussion of errors identified in the teamwork and safety climate domains 25 . Patient safety climate within an inter‐professional team assessment in an operating room was evaluated and found job satisfaction to be below 60% with correspondingly low mean values for perceptions of management and working conditions 26 . The interrelatedness of the three domains within this study, was highlighted, despite higher job satisfaction levels, perception of management and working conditions were not comparable, suggesting that job satisfaction is less linked to the perception of management and working conditions in our culture, though both these domains remained above the acceptable threshold 26‐28 .…”

The (in)compatibility of identities: Understanding gender differences in work–life conflict through the fit with leaders

“…Who one is outside of work can vary in the degree to which it contrast with the stereotypes associated with one’s workplace identity. For example, religious identities can be more or less connected to occupational identities, depending on the degree of fit between religious and occupational values and behaviours (Héliot et al ., 2020). Similarly, ‘identity disconnects’ can occur when stigmatized identities are not disclosed at work (Ragins, 2008).…”