Faith at Work (Religious Perspectives): Protestant Accents in Faith and Work," with Timothy Ewest. in Handbook of Faith and Spirituality in the Workplace: Emerging Research and Practice, Ed. Judi Neal
David Miller & Tim Ewest - 2013
All roads do not lead to Rome, and despite the wishful thinking of many, all religions do not believe the same thing. To be sure, there is a lot of shared belief among the world's religions (Kung & Kuschel, 1993), particularly in prescriptions for how we ought to live our lives, and what constitutes a good life (Stackhouse, 1995). Differences between religions begin to emerge when discussing questions of the culmination of history or end times (eschatology ), the aim (or telos) of life, and the cultural manifestations (orthopraxy) of religious beliefs (orthodoxy). This is particularly relevant when considering how religious beliefs, customs, and traditions shape and inform workplace behaviors. Historic and contemporary Protestantism is not monolithic; it has many faces today, shaped in large part by its dialectical development over the centuries between itself and culture (Niebuhr, 1951/2001). We explore the role of Protestant thought on the faith at work movement (Miller, 2007) by beginning with a brief history of Protestantism, the emergence in North America of Protestant accents concerning a theology of work, followed by a consideration of the limitations and revisions of corresponding contemporary contextual definitions. With this foundation, we denote five primary Protestant theological accents seen today that shape and influence faith at work in the modern workforce.
The Integration Box (TIB): An Individual and Institutional Faith, Religion, and Spirituality at Work Assessment Tool" with Timothy Ewest in Handbook of Faith and Spirituality in the Workplace: Emerging Research and Practice, Ed. Judi Neal
David Miller & Tim Ewest - 2013
If you listen, you can hear the voices of employees at all levels and employers of all kinds, in all industries, and in all parts of the country (and increasingly, the world) expressing a desire to live a holistic life. They want to bring their whole self to work, not just their race, ethnicity, gender or gender orientation, but also their faith. Voices echoing and confirming this phenomena can also be heard from scholarly research (Fogel, 2000; Nash & McLennan, 2001; Williams, 2003; Giacalone, Jurkiewicz & Fry, 2005; Hicks, 2003; Miller, 2007; Lambert, 2009; Miller & Ewest, 2010), anecdotal media stories (Conlin, 1999; Gunther, 2001; Grossman, 2008; Warner, 2011; Dobnik, 2012), industry journals (Rosenberg, 2008; Walsh, 2010; Glancey, 2010), as well as from the marketplace itself (Julian, 2002; Maxwell, Graves & Addington, 2005; Beckett, 2006; Campbell, 2009; Pollard, 2010). And yet, despite this cacophony of voices and clear demand, there is not a satisfying response to how companies can assist their employees in their pursuit of a holistic life...
David Miller & Tim Ewest - March 2013
This paper seeks to offer a review of and constructive framing for workplace considerations and contexts, where increasing religious pluralism, opacity, and a desire for integration of faith and work is becoming more widespread. This paper also seeks to offer an organizational frame, by delineating and extending Miller’s (2007) original conception of a "faith-friendly" workplace, extending it into three other categories and providing an assessment rubric. As a whole, this paper seeks to point the way forward for scholars and organizations who are seeking to study, understand, and constructively respond to the growing interest in workplace spirituality, as part of diversity management and other organizational rubrics.
Casey Shutt - September 2012
This paper investigates how evangelicals integrate their faith with their work. Utilizing qualitative methods including ethnography and interviews with forty evangelicals, I argue that when thinking about faith in the workplace, evangelicals consider evangelism to be of the utmost importance. Yet it is a style of evangelism that is careful to avoid overstepping any unwritten boundaries present in a religiously pluralistic context, which produces an irony related to David W. Miller’s four categories of integration. Evangelicals, as expected, place great emphasis upon evangelism yet evangelicals regularly employ a different category of integration, ethics, in order to accomplish evangelism.
David Miller & Tim Ewest - January 2011
This paper seeks to review the growing body of qualitative and theoretical research on the field of workplace spirituality, with particular attention to determining the nature, aims, and unmet needs specific to scale development for spirituality in the workplace and faith at work. Extending the earlier and broader literature review work of Gorsuch and Miller (1999), Hill and Hood (1999), the Fetzer Group (1999), Moberg (2002), Mohamed, et al (2004), Day (2004), and Lund Dean and Fornaciari (2007), this paper also seeks to advance the direction of future psychometric scale development in the burgeoning and interdisciplinary academic field of workplace spirituality and faith at work. By suggesting a new rubric for understanding the literature (manifestation, development, and adherence), and analyzing the scale validity and reliability the authors hope to expand the conceptual imagination for new scale research.
Specifically, this paper argues that the previous research has begun to address important aspects of research scale development, although it has been limited in its applicability to workplace contexts, does not address diverse religious traditions, and falls short of understanding how and the degree to which individual or collective spirituality integrates and manifests itself in the workplace. Moreover, while much scale research has been directed towards personal fulfillment, faith maturity and wellness (Hill and Hood, 1999; Moberg, 2002), only recently have scales been developed with an eye towards workplace spirituality and faith at work.
"Rethinking the Impact of Religion on Business Values: Understanding its Reemergence and Measuring its Manifestations", David W. Miller and Timothy Ewest, in Journal of International Business Ethics, Vol. 3, No. 2, 2010, pp.49-57.
David Miller & Timothy Ewest - January 2011
Caux International and CIBE 25th Global Dialogue and Conference, "A Values Based Economy for China and the World - Caux Rountable - Beijing, China
This paper argues that religious values have impacts on and in the workplace, as was suggested as early as Weber (1905), and that these impacts are still extant, worthy of continued research, and are possible to measure. Moreover, the recent emergence of intense scholarly interest in the study of the connections between religion/spirituality and the workplace is driven not only by a desire to understand the variables and interrelationships of the phenomenon, but increasingly also by other interdisciplinary questions of interest to scholars and practitioners alike, such as leadership studies, ethics, diversity and inclusion, cultural competence, human rights, globalism, and changes in immigration patterns, organizational and economic structures, and geo-politics. Finally, if religion/spirituality should be a going concern for business professionals, the paper suggests a comprehensive pattern of how religious/spiritual identity manifests itself at work, and understanding this would allow business professionals and management to potentially measure and adjust for the spiritual climate of their organization. The paper concludes by offering The Integration Box (TIB) theory as a means to understand and potentially evaluate how individuals integrate faith and work, as well as a means for organizations to understand, and respond constructively to the phenomena of religious values in the workplace.
David Miller & Tim Ewest - December 2010
Spirituality & Religion Inaugural Conference: Spirituality & Management: Strangers no more - International Association of Management - Vienna, Austria
This paper considers the evolution of leadership theory from an outward focus oriented on behavior to an inward focus oriented on the interpersonal and spiritual dimensions of leaders. While the empirical existence and personal importance of faith, spirituality, and religious identity in the life of leaders and employees is becoming more widely accepted, there are still several outstanding descriptive and prescriptive questions pertaining to the level and kinds of integration of spirituality in the workplace. To address some of these concerns we propose Miller’s (2007) theory, The Integration Box (TIB) theory, as a means to understand and measure the primary manifestations and levels of how individuals of multiple faith traditions integrate their religion/spirituality and work, as well as a means for organizations to understand, and respond constructively to the phenomena of these metaphysically inspired workplace spirituality manifestations and values.
David Miller - June 2010
Christian Scholars' Conference 2010 - Lipscomb University - Nashville, TN
Once taboo, employees are increasingly bringing their faith, religious, or spiritual identity to work. But what does this mean and how does it manifest itself? How do you measure or understand it? What are the policy ramifications? How will it impact corporate commitments to ethics, attracting and retaining top talent, and diversity and inclusion? This paper explores these and related questions, with particular attention to the development of a validated instrument to measure the individual and institutional manifestations of faith, religion, and spirituality at work. Dr. Miller will present his assessment tool, The Integration Box, as a work in process.