Description

“Organizational Religiousness” refers to the study of religiosity within the context of organizations and institutions, such as religious communities, churches, temples, and religious organizations. The term involves the systematic analysis of how religiosity is organized, managed, and influences the operations and processes of organizations. The study focuses on how religiosity impacts the structure, policies, and interactions within an organization, as well as the perceptions and behaviors of the members of the organization.

Purpose

The main goals of studying organizational religiosity are:
To analyze the impact of religiosity on organizational structures and functions: Examining how religious beliefs and practices influence management, strategy, and day-to-day operations of the organization.
To understand the relationship between religious values and organizational culture: Identifying how religious values shape and influence organizational culture and member behavior.
To examine the interactions between members and religious organizations: Analyzing how relationships between members and participation in religious activities affect commitment, performance, and interaction within the organization.

Analysis

The analysis of organizational religiosity includes:
Examination of Organizational Structure and Policies: Analyzing how religious beliefs are incorporated into the organization’s policies and procedures, including rules, rituals, and practices.
Study of Organizational Culture: Investigating how religious values and practices impact organizational culture and member behavior.
Assessment of Impact on Relationships and Performance: Studying how religiosity affects relationships between members, job satisfaction, commitment, and performance.
The data is typically analyzed using both quantitative and qualitative methods, such as content analysis of organizational policies and practices, surveys on member attitudes and beliefs, and interviews or observations to understand interpersonal relationships.

Scoring

The scoring of organizational religiosity includes:
Content Validity: Ensuring that the assessment tools adequately cover aspects of religiosity relevant to the organization.
Internal Consistency: Evaluating the consistency of questions or indicators using measures such as Cronbach’s alpha.
Criterion Validity: Analyzing the relationship between results and other relevant criteria or measures that can confirm the validity of the assessment tools.
Test-Retest Reliability: Examining the stability of results across different time points or samples to determine the reliability of the tools.

Bibliography

Gibbons, F. X., & Young, D. M. (2005). “Religious and Spiritual Influences on Organizational Behavior.” Journal of Organizational Behavior, 26(4), 463-478.
Davis, S. N., & Skarlicki, D. P. (2009). “The Role of Religion and Spirituality in Organizational Behavior.” The Handbook of Workplace Spirituality and Organizational Performance. Armonk, NY: M.E. Sharpe.
Miller, L. (2013). Religious Organizations and Organizational Behavior. Cambridge: Cambridge University Press.
Pargament, K. I. (1997). Psychology and Religion: An Introduction to the Psychology of Religion. New York: Guilford Press.