ABSTRACT
The empirical knowledge on employer strategies regarding spirituality at work for specific countries is still very weak. Based on the theory of reasoned action and on conceptual thoughts from the sociology of religion, we develop a framework and hypotheses on German employers’ attitudes and stances concerning faith and spirituality at work. We develop expectations on which strategies we may find under what conditions. We develop our expectations based on sociological ideas regarding the integration and compensation functions of religion, the secularisation and individualisation hypotheses, and the market model of religion.
