Religion has been in general neglected or even seen as a taboo subject in organizational research and management practice. This is a glaring omission in the business and society and business ethics literatures. As a source of moral norms and beliefs, religion has historically played a significant role in the vast majority of societies and continues to remain relevant in almost every society. More broadly, expectations for responsible business behavior are informed by regional, national, or indigenous cultures, which in many (...) parts of the world are heavily influenced by religious belief systems and religious institutions. In this essay, we discuss examples of how religion has functioned as a macro social force affecting business and society, discuss some of the key questions and issues related to research in this domain, offer some observations about why religion may be problematic with regard to its effects on business, and conclude by summarizing the articles contained in the special issue. (shrink)

ABSTRACT:This article examines the issue of gender equality within Islam in order to develop an ethical framework for businesses operating in Muslim majority countries. We pay attention to the role of women and seemingly inconsistent expectations of Islamic and Western societies with regard to appropriate gender roles. In particular, we contrast a mainstream Western liberal individualist view of freedom and equality—the capability approach, used here as an illustration of mainstream Western liberalism—with an egalitarian Islamic view on gender equality. While the (...) article identifies an opportunity for this particular approach to reform patriarchal interpretations and practices of Islam toward gender egalitarian interpretations and practices, it also contests the notions of adaptation and well-being inherent within the capability approach. We suggest that a dialectical approach to understanding the relationships among religion, culture, and business provides a better guide to responsible business action in Muslim Majority countries than does the capability approach. (shrink)

With a view to consolidating the existing theory development and stimulating new conceptual thinking, this paper explores the implications of culture, religion, and the legal framework on women’s employment and their limited advancement in the hospitality industry, one of the important elements of the economy in Jordan. A related aim is to contrast the egalitarian Islamic approach to gender equality with gender discriminatory tribal traditions that restrict women’s employment and progression. Guided by religion, culture, and gender literature, this study uses (...) a qualitative, content-based analysis. Drawing on open-ended questionnaires distributed to a diverse workforce across four tourist locations in Jordan, the results portray how tribalism and Bedouin customs embedded in the participants’ interpretation and practices of their religion are maintaining gender gaps in employment and positions of power. The results also reveal that despite the Islamic guidelines towards fairness and justice in employment, the tribal and Bedouin traditions restrict women’s employment through patriarchal interpretations of Islam. Thus, the salient novelty and significance of this study were achieved through contributing to the theory development of the interrelations between religion, culture, and gender equality. (shrink)

Despite a plethora of empirical evidence on the potential role of senior management in the success of corporate social responsibility in Western-dominated organizational contexts, little attempt has been made to document the various managerial mindsets toward CSR in organizations in Muslim-dominated countries in the Middle East region. To address this existing lacuna of theoretical and empirical research in CSR management, this paper offers a qualitative case study of CSR in three manufacturing firms operating in Iran’s auto industry. Based on an (...) inductive analysis of the qualitative data, three types of managerial mindset toward CSR are identified: conformist, self-seeker, and satisfier. While it is evident that these different mindsets of Iranian managers seek to serve managerial ends and short-term self-interests, they fall short of core values of Islamic ethics and CSR. (shrink)

This study provides a ‘pyramid of hate’ perspective on issues and challenges facing minority religious communities in social and political climates that bestow permission to hate. Previous research shows that adverse social stereotypes and biases, together with non-inclusive policies and practices at the level of the state, create an enabling environment that signals the legitimacy of public hostility towards a minority community. This paper argues that such climates of hate within and outside the workplace may be better understood by paying (...) attention to the multiple levels of hate, i.e., biased attitudes, biased actions, discrimination and violence. In its extreme form, such climate may lead to indiscriminate massacres and genocide. This contextual study draws on interviews with 76 Shia Muslim professionals and employees in Pakistan to provide a ‘pyramid of hate’ perspective on issues of bias, discrimination and violence facing them. The study unveils a range of experiences, from subtle bias and stereotyping to blatant harassment, discrimination and hostilities facing Shia professionals and employees in Pakistan. The study is unique as it integrates the notion of pyramid of hate into management and organization studies and advances this theory by examining issues of sect-based bias, discrimination and violence within one religion. (shrink)

Drawing on the emerging research on Islamic work ethic (IWE) and informed by the social cognitive theory (SCT), this study seeks to examine how IWE influences employees’ behaviors through employees’ moral identity internalization, with religiosity moderating the IWE-moral identity Internalization nexus. To examine this moderated mediation model, we collected time-lagged data (_N_ = 427) from employees working in two public organisations in a Muslim majority country in the Middle East, e.g., Jordan. We used a partial least squares structural equation modelling (...) to examine our hypotheses. Our findings suggest that IWE encourages employees’ moral identity internalization, which subsequently prompts refraining from unethical pro-organisational behaviors (UPOB) and unethical pro-family behaviors (UPFB). The findings also show that employee religiosity plays an important role in the relationship between IWE and employees’ moral identity suggesting that IWE is more prone to influence employee disengagement in UPOB and UPFB through moral identity internalization when employee religiosity is higher. At the end, implications for theory and practice are offered as well as suggestions for future research. (shrink)

This article presents a theory of how the consumption of Islamic products may promote morally consistent behavior over time. We identify and examine three unique meta-characteristics (MCs) of Islamic ethics: ubudiyah (subservience to God), akhirah (focus on the hereafter or the long-term), and tawado (being modest while doing an ethical act). In four experiments, we show that after consumption of an Islamic banking product, MCs produce moral consistency or repeat ethical behavior, which is one major objective of an ethical system. (...) We also show that the absence of MCs results in moral inconsistency, that is, unethical behavior follows earlier consumption of an Islamic banking product due to the mediating psychological mechanism of moral licensing. Hence, it is not only the enactment of general ethical practices, rather the enactment of ethical practices in the specific context set by the MCs through which Islamic ethical system promotes ethical conduct and prevents unethical conduct. The findings have implications for Islamic ethical system and Islamic banking. (shrink)