ABSTRACT
The word ‘religion’ has its origin in a Latin word ‘ligare’ implying to join or to link (Hinnells, 1997) which is used for people to connect with the powers that control their destiny (Johnson, 1997). Religion, as a subject, focuses on the search for the sacred within formal institutions (Hill et al., 2000; Roof, 2003). Although it is defined as an institutional construct, beliefs in one’s own religion may be so deep rooted that it may make one intolerant of other religions (Harris, 2004). Just as all societies have their unique language, they have a unique religion as well (Bloom, 2007). An individual does not inherit religion but learns through social interactions and develops through the influence of culture in which one lives (Bloom, 2007). In all societies, religion is considered to be pertaining to an organized system of beliefs with common behaviours and rituals, endorsed by a group, making it more extrinsic and institutionalized (Hodder, 2007; Pargament, 1997). The discussions on religion and its effects have entered the modern business organizations (Cash et al., 2000). Management scholars and practitioners are evincing considerable interest in understanding the influence of religion in the workplace and on its members as religious diversity has been increasing in business organizations. The concern is timely due to rapid metamorphosis in the form of economic liberalization, increasing foreign investment, mergers and acquisitions, globalization, increasing number of expatriates, influx of multinationals in various countries affecting people and business performance.
