Expressing religious identities in the workplace: Analyzing a neglected diversity dimension
针对工作场所中宗教身份公开表达日益增多的现象，构建了一个框架，系统探讨宗教多样性如何引发关系冲突，并分析了归因、身份威胁等中介机制及宗教原教旨主义等调节因素。
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.