Centrality of Religiosity as a Predictor of Work Orientation Styles and Work Engagement: A Moderating Role of Gender
Previous research links religiosity/spirituality with a wide variety of organizational functions and practices, and, in particular, with management processes and leadership practices. Building on Huber’s concept of the centrality of religiosity, we propose that religiosity can also affect career cho...
| Authors: | ; |
|---|---|
| Format: | Electronic Article |
| Language: | English |
| Check availability: | HBZ Gateway |
| Journals Online & Print: | Drawer...
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| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Published: |
MDPI
[2020]
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| In: |
Religions
Year: 2020, Volume: 11, Issue: 3 |
| Further subjects: | B
centrality of religiosity
B Work engagement B work orientation styles |
| Online Access: |
Presumably Free Access Volltext (Verlag) Volltext (doi) |
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| 520 | |a Previous research links religiosity/spirituality with a wide variety of organizational functions and practices, and, in particular, with management processes and leadership practices. Building on Huber’s concept of the centrality of religiosity, we propose that religiosity can also affect career choice and development—in particular, work orientation styles and work engagement. We also suggest that these relationships can be moderated by gender. The hypotheses were tested on a sample of 219 adult employees (Mage = 37.7, SDage = 9.2) in a cross-sectional study. Findings provide support the religiosity-career orientation style link and the moderating function of gender in the relationship of the centrality of religiosity with work orientation styles and work engagement. Specifically, the higher the centrality of religiosity, the stronger the calling orientation among women and the higher the job orientation among men. The higher the centrality of religiosity, the stronger the vigor, dedication and absorption among women and the lower the vigor, dedication and absorption among men. Our study supports the claim that being religious is related to the acceptance of traditional worldviews on gender roles at work. However, religiosity is a source of motivation to engage at work for women, whereas for men, high religiosity can reduce engagement in work. | ||
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