In light of mixed results surrounding religion's influence on workrelated outcomes, we explore theoretical and design alternatives in an effort to better understand and explain outcomes surrounding religious diversity. We integrate theory on social norms into the religious diversity literature in an effort to explain previous mixed findings and negative reactions toward religious group identity members in a work context. Using an experimental design that allows for the distinct treatment of workplace religious expression and religious identity, our results suggest that negative reactions are exhibited toward both in-group religious identities (i.e., Christians) and out-group religious identities (i.e., Muslims) when individuals are described as engaging in workplace religious expression. We identify perceived inappropriateness of workplace religious expression as a significant mechanism through which negative reactions toward workplace religious expressions emerge. Theoretical and practical implications are discussed.

Responding to Jackson and Joshi’s (2011) call for specific models of the effects of particular diversity types and against the backdrop of the rising desire for the public expression of religious identities in the workplace (Hicks, 2003), we develop a framework that systematically explores when and how the expression of diverse religious identities induces relational conflicts in organizational units. In developing this framework, we integrate the respective literatures on religion studies (e.g. Hicks, 2003), identity-disclosure (e.g. Ragins, 2008) and diversity within organizational groups (Jackson and Joshi, 2011). Our framework specifies three paths whereby the public expression of diverse religious identities can engender relational conflicts. As mediators, we discuss perceivers’ attribution of proselytism and religious discrimination, as well as identity threats. Moreover, we examine the moderating roles of actors’ and perceivers’ religious fundamentalism, perceivers’ religious identity salience and minority members’ attribution of majority members’ religious hegemonial claims. At the theoretical level, we delineate particularities of religious identity diversity that distinguish this diversity type from other deep-level diversity attributes. Concerning practical implications, we argue that it is important to not only foster self-expression, but also to be cognizant of the risks that the public expression of religious identities entails.

Using social identity and stigma frameworks, this study investigated the extent to which Christians exhibited biased reactions toward a Muslim co-worker. The authors hypothesized that Christians would view a potential Muslim co-worker as lower on competence and less desirable in terms of a working relationship and would be less attracted to an organization when a potential co-worker was Muslim, and that these in-group preferences would be moderated by participant religiosity. Though no main effect for religious group affiliation was found, moderator analyses revealed that highly religious individuals had a lower desire to establish working relationships with or work for a firm employing a prospective Muslim co-worker, while lower religiosity individuals exhibited no such preferences. Research and practical implications are discussed.

As individuals and organizations are more consciously exploring the intersection of spirituality and work the question arises as to what impact spirituality will have in terms of organizational recruitment. Drawing on the literature surrounding recruitment, as well as signaling theory, diversity, and person-organizational fit, we explore the potential influence of spirituality on organizational attractiveness. After considering the various organizational motivations for projecting spirituality into recruitment efforts, we develop attraction-related propositions associated with those distinct motivations. Finally, we propose that a singular approach to contextualizing spirituality will have the most positive effect on organizational attraction regardless of organizational motivation.

Despite rapid growth in using Web sites to recruit applicants, little theoretical or empirical research has examined how firm attributes influence the effectiveness of recruitment Web sites. We developed and tested a model that examines the relationships among the firm's reputation as an employer, the attributes of the firm's Web site, and applicant attraction using data on business students' reactions to the recruitment Web sites of 144 firms. Results indicated that the amount of company and job attribute information provided on a recruitment Web site, the Web site's vividness, and the firm's reputation as an employer have a three-way interactive effect on prospective applicants' perceptions of the recruiting organization. As such, certain Web site attributes were more effective for firms with poor reputations and others for those with a good reputation. The implications of these results for recruitment research and for firms using Web sites as recruitment tools are discussed. (C) 2010 Wiley Periodicals, Inc.

The article examines how and why religion affects employee attitudes and behaviors. Social psychological theory is extended to religious bias at work to empirically establish that differences in religious affiliations affect attitudes about working with other individuals. The moderating effects of religiosity are assessed to find out the boundary conditions vis-à-vis the extent to which co-worker religious affiliation impacts subsequent bias. Religiosity is defined as the strength of one's connections with and convictions to a particular religion. The potential moderating effects of perceiver religiosity are also discussed.

Although religion is a significant factor in human behavior and is a protected area under the US Title VII prohibiting employment discrimination, religion is sorely understudied relative to research on other aspects of diversity. As evidenced by increasing legal action, the dynamics of religious diversity are poorly understood and managed in the workplace. In this paper, we compare and contrast religion to other forms of diversity by exploring the religion and work relationship. By doing so, we hope to stimulate interest in and provide direction for future research on this understudied, and increasingly important aspect of diversity.

Scholars across disciplines assert the importance of diverse faculty for the effective performance of vital higher education functions, including student learning and the generation and dissemination of knowledge. Further, a forecasted depletion of business faculty due to retirement and the persistent lack of diversity among business faculty have rendered insight into the factors determining entrance into the PhD pipeline, particularly in the case of minorities, relevant and timely. We examine factors that influence ethnic minorities' (Black/African-American and Latinos) decisions to pursue PhDs in business by surveying a sample of participants at the annual PhD Project prospective business doctoral student conference. Results suggest that nonwork factors (cognitive values, social support, financial concerns) were more significant in shaping PhD program pursuit behavior than current job-related factors (job satisfaction).

With the importance of religion to many individuals and the legal protections present in various countries, religious expression in the workplace is a phenomenon worthy of greater research and understanding. This study examined several potential antecedents of religious expression in the workplace. Results from a sample of employed individuals suggest that both individual and organisational factors, including individual religiosity, company culture and value congruence, influence the level of workplace religious expression.

Previous research theorized and tested a relationship between religiosity and job satisfaction with mixed results. In light of increased attention on religiosity and work, the assertions and results of the previous research are examined. Drawing on the growing understanding of religiosity and a deeper use of job satisfaction theory, potential explanations for the previously mixed findings are offered and alternative hypotheses are formulated and tested. Religiosity was found to influence what employees want from a job environment and their job satisfaction, but only when organizational context was controlled. By introducing and exploring the concepts of workplace acceptance of religious expression by organizations (OWARE) and individuals (IWARE), it was found that the interaction between an organization's stance and an employee's desire pertaining to the acceptance of workplace religious expression had the most significant influence on job satisfaction.

A student sample in various business courses was used to investigate whether general business training and ethics instruction affect students' ethical decision making and moral development. Multivariate tests examined the main effects of business ethics training and other relevant variables on students' ethical reasoning. Results suggest ethics training makes a difference on ethical reasoning. As a variety of variables were tested, main effects of business education on ethical responses were not uniform. The study revealed the multifaceted nature of ethics and calls for a comprehensive rather than a simplistic yes/по evaluation of ethics training.

After a history of mostly ambivalence and neglect, organization‐focused research has shown a steadily growing interest in religiosity and spirituality over the past decade. While organizational scholars have been slower to incorporate religion and spirituality into their research, psychologists have progressed enough to have a well‐developed specialty area, the psychology of religion. This paper delves into the psychology of religion literature by presenting and discussing existing measures, their construction and specific purposes. This paper seeks to encourage, hearten and assist those who are beginning to explore religion and spirituality in the organizational studies.

After a history of mostly ambivalence and neglect, organization-focused research has shown a steadily growing interest in religiosity and spirituality over the past decade. While organizational scholars have been slower to incorporate religion and spirituality into their research, psychologists have progressed enough to have a well-developed specialty area, the psychology of religion. This paper delves into the psychology of religion literature by presenting and discussing existing measures, their construction and specific purposes. This paper seeks to encourage, hearten and assist those who are beginning to explore religion and spirituality in the organizational studies.

The use of company web pages to attract prospective job applicants has experienced tremendous growth in recent years. To date, very little is known about the process by which recruitment web sites influence individuals’ desire to pursue employment with an organization. This study attempts to address this issue by using an experimental design to investigate the relationships among recruitment web site orientation, individuals’ expectations concerning the use of Internet technology, web site usability, and organizational attractiveness. Survey results from 252 business students indicated that web site orientation and outcome expectancy influenced organizational attractiveness perceptions through influencing the perceived usability of the website. The implications of such results for firms interested in using recruitment web sites to attract applicants are discussed.

Researchers and practitioners have suggested that the agenda for HR/IR has changed. The present study identifies essential competencies for HR/IR practitioners, and evaluates whether college programs are adequately developing these competencies. The results suggest that overall programs are doing an adequate job, but could still be more progressive in competency development.