The Ministry as an Occupational Labor Market

McDuff, Elaine; Mueller, Charles W.

doi:10.1177/0730888400027001005

Cited by 37 publications

(15 citation statements)

References 34 publications

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“…Social comparisons (with others or self) affect wants, aspirations, and judgments of what is feasible for oneself (Major, 1994), and when social comparison leads to feelings of unfairness, the individual may intend to leave the firm. As pointed out by McDuff and Mueller (2000), clergy intentions to leave one church for another are based on a rational assessment of work conditions in their current church. Thus, we predict that despite their professional service calling, clergy will seriously consider leaving their organization if they are experiencing gender discrimination and unfairness in their church.…”

Section: Direct Effectsmentioning

confidence: 99%

Perceptions of Discrimination and Justice

Foley

Ngo

Wong

2005

Group & Organization Management

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This article examines the relationship among perceived gender discrimination, organizational justice, and work-related attitudes (i.e., job satisfaction, organizational commitment, and intentions to leave) for a sample of Protestant clergy in Hong Kong. The moderating role of gender on the relationship is also explored. The results of regression analysis showed that (a) justice and discrimination perceptions were significantly related to job attitudes; (b) compared to men, women who perceived more gender discrimination had a lower level of organizational commitment; (c) compared to women, men who perceived more distributive justice had a higher level of job satisfaction; and (d) perceptions of justice influenced intentions to leave through their impact on job satisfaction and organizational commitment. Theoretical and practical implications are discussed.

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Section: Direct Effectsmentioning

confidence: 99%

Perceptions of Discrimination and Justice

Foley

Ngo

Wong

2005

Group & Organization Management

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“…At first glance, the difference between someone claiming to be called to work with a group or on a particular project as opposed to a person being called by a group or organization might seem semantic, but the differences are real and significant. Although other researchers (McDuff and Mueller 2000;Wildhagen, Mueller, and Wang 2005) have clearly demonstrated that the notion of religious calling as the sole or even primary determinant that is taken into account when religious professionals are deciding which jobs to take is more myth than reality, this does not diminish the notion of a calling as an important feature of religious organizations. Institutional theorists have long demonstrated the important role that organizational myths and ceremonies have in determining organizational structure and how powerful they can be at ushering institutionalization (Meyer and Rowan 1977).…”

Section: Resisting Institutionalization 19mentioning

confidence: 95%

Resisting Institutionalization: Religious Professionals in the Emerging Church*

Packard

2011

Sociological Inquiry

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This article discusses how organizations can resist normative institutional pressures associated with the use of formally trained and credentialed professionals. This research draws on neoinstitutional theories of isomorphism and utilizes a framework of religious training developed by Finke and Dougherty (2002), which emphasizes both the social and religious capital gained during professionalization, to show that resistance to normative institutional pressures is possible. The data demonstrate that organizations which act to reformulate the role of religious professionals in a way which limits both the opportunities and ability of clergy to implement and maintain organizational routines and processes can successfully avoid normative institutional forces. This research draws on over 50 interviews and 100 hours of fieldwork with people in the Emerging Church, a religious movement that has arisen in the last 25 years as a response to increasing distrust of institutional authority. This study helps to close the gap between institutional studies of organizations and the sociology of religion by suggesting that some, currently overlooked, organizational activities can be more accurately understood as deliberate attempts to resist institutionalizing forces.

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“…The pastoral job position has similarities with what is labelled secondary labor markets (SLAMs). McDuff and Mueller (2000) point to the fact that pastors' wages are generally low, there is no significant investment by employers, entry requirements are fairly general, there are no mechanisms promoting firm-specific tenure (i.e., there is little job security with a particular church), turnover is expected, and there is no potential for promotion within a particular church. All these factors naturally do not promote a secure employment but rather gives the impression that the pastor is easily expendable (turnover is expected) as pastors come easy without any significant costs and are easily disposed of only to be replaced with the next candidate on the same terms (Rosendahl, 2019).…”

Section: Theoretical Framementioning

confidence: 99%

Role Stress – Experiences of Swedish Non-Lutheran Clergy

Rosendahl

2022

European Journal of Social Sciences

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Background: About fifty percent of Swedish Non-Lutheran Clergy leave the vocation before retirement resulting in huge personal, financial, psychological, emotional, spiritual and social costs. The factors behind this substantial flood out has scarcely been researched. From the multifaceted problematic aspects of pastoral work, the aim of this study was to explore the clergy’s experiences of work stressors with the focus on Role-stress. Method: A qualitative approach with 19 open ended interviews was used and the interview material underwent qualitative content analysis. Results: Multiple external role-senders together with the individual pastor’s experienced, internal expectations and demands, generated different types of Clergy role-categories that surfaced during the analysis. These roles were accompanied by several role-stressors as apparent with the roles Servants of men and Servants of God and the presence of Vision Conflict. Further the pastor as the Church’s ultimately responsible person is plagued by Role-ambiguity and Role-confusion, and as the Proven trustworthy administrator struggling with Role-conflict. Family-work and Work-family conflicts, especially for female pastors, contributed to Work overload, this consequence also effecting the male colleagues during the generic attempts to meet as many of the Church members’ expectations as possible. The accumulated Work overload, together with a lowered level of Work Satisfaction, boosted the Turnover intentions. Conclusions: Mutual succinct information between employer and employee, active continuous communication and refined and updated organizational structure need to be coordinated in order to lower the level of experienced role stress and thus reduce the present substantial number of Clergy leaving the vocation prematurely.

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The Ministry as an Occupational Labor Market

Cited by 37 publications

References 34 publications

Perceptions of Discrimination and Justice

Perceptions of Discrimination and Justice

Resisting Institutionalization: Religious Professionals in the Emerging Church*

Role Stress – Experiences of Swedish Non-Lutheran Clergy

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