The influence of religiosity and meaning making on work outcomes: A path analysis
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The influence of religiosity and meaning making on work outcomes: A path analysis Ioana David 1
&
Dragoș Iliescu 1
Accepted: 9 October 2020 # Springer Science+Business Media, LLC, part of Springer Nature 2020
Abstract This study explored the relationship between religiosity and contextual work performance and offered empirical evidence for the mediating role of faith at work, meaning making and work engagement. Participants included 246 employees of Orthodox Christian faith, from various occupational domains. A path analysis testing both direct and indirect effects of religiosity, faith at work, meaning making and work engagement on organizational citizenship behavior (OCB) was conducted, and the proposed model demonstrated a good fit. The study advances the idea that individual religious beliefs that are upheld and manifested in work settings could generate meaning and sense to work, which further could lead to positive work-related attitudes (i.e., work engagement) and finally to higher reported levels of an aspect of contextual performance (i.e., OCB). Keywords Religiosity . Faith at work . Meaning making . Work engagement . Organizational citizenship behavior
Religiosity in the workplace is a relatively recent topic in academic research (Benefiel, Fry, & Geigle, 2014; Hicks, 2003; Lynn, Naughton, & VanderVeen, 2011; Miller, 2007), that became increasingly prolific in the past few decades, alongside the one of spirituality at work (e.g., Ahmad & Omar, 2015; Ashmos & Duchon, 2000; Ayoun, Rowe, & Yassine, 2015; Duchon & Plowman, 2005; Hayden & Barbuto, 2011; Houghton, Neck, & Krishnakumar, 2016; Milliman, Czaplewski, & Ferguson, 2003; Mitroff & Denton, 1999; Pawar, 2016). Although the literature has outlined theoretical reasons for a positive influence of spirituality and religiosity on certain workplace behaviors (Houghton et al., 2016; Krishnakumar & Neck, 2002), mainly due to their perceived potential to render meaningful work experiences (Gotsis & Kortezi, 2008), empirical evidence to support these assertions is still sparse (Benefiel et al., 2014). There are some studies showing, in a rather empirical vein, a positive relation between religiosity and organizational citizenship behavior (Ahmad, Rahim, Chulan, Ab Wahab, & Noor, 2019; Kutcher, Bragger, Rodriguez-Srednicki, & Masco, 2010; Olowookere, 2014), however few comprehensive models regarding the mechanisms behind the impact of * Ioana David [email protected] 1
Department of Psychology, University of Bucharest, Bucharest, Romania
religiosity on job performance (or its components) have been explored in the literature (e.g., Haq, De Clercq, Azeem, & Suhail, 2018, who presented the moderating effect of perceived organizational adversity with respect to voluntarism in the relation between religiosity and change-oriented citizenship behavior). The present study offers evidence to support the hypothesis that religiosity is related to positive outcomes at work, when embraced and manifested in work contexts: religious employees are better employees
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