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Religion is becoming increasingly salient in and around, but not confined to, the American workplace. The rise of openly faith-based organizations and discourse surrounding the role and importance of spirituality are just a couple of the indicators that religion, in its various guises, is playing a role in organizational life. With few exceptions, however, scholarly research has sidestepped the issue of religion, and, perhaps unwittingly, discourse surrounding spirituality seems to imply that religion is a benign and positive force. Rather than implicitly or explicitly assuming that religion is a benign, positive force in organizations, in this paper, we suggest that organizational scholars need to rigorously address the potential consequences of religion at work in a dispassionate manner that acknowledges both the benefits/adaptive outcomes and the challenges/maladaptive outcomes. Specifically, adopting primarily a psychological approach, we theorize about two fundamental tensions produced by contemplations about religion and the concept of God at work and the conditions under which benefits versus challenges may prevail. These exemplary tensions, virtuousness versus “more-virtuous-than-thou” and prosociality and ethicality versus egocentrism, highlight the fact that religion has the potential to result in both adaptive and maladaptive outcomes for organizations and their members. Importantly, for each tension, we theorize about the initial conditions under which beneficial/adaptive or challenging/maladaptive outcomes will prevail. We also explore the critical role that the wider context plays in understanding these tensions and how religion affects organizational life.
Chan‐Serafin et al. (Sun,) studied this question.