Marketplace Chaplaincy, Spiritual Care, and Organizational Outcomes
DOI:
https://doi.org/10.65655/OCP.0079Keywords:
marketplace chaplaincy, workplace chaplaincy programs, workplace spiritual care, employee retention and turnover, ethical climate in organizations, workplace conflict reduction, employee well-being outcomesAbstract
Abstract: Background and theological framing. Marketplace chaplaincy has re-emerged as a form of workplace spiritual care that is intentionally pluralistic, voluntary, and ethically bounded, yet rooted in a Christian vision of compassionate presence and the dignity of persons made in God’s image . This dissertation positions chaplaincy as applied business theology, arguing that practices consistent with Galatians 6:2, Genesis 1:27, and 1 Peter 5:2–3 can be operationalized within organizations without coercion. Purpose. The study evaluates whether organizations with workplace chaplaincy programs differ from matched organizations without chaplaincy on four measurable outcomes: employee retention/turnover, workplace conflict incidence, ethical climate, and employee well-being . Methods. A quantitative, quasi-experimental matched comparison design was employed using strictly secondary (archival) data. Organizations were matched on observable characteristics (e.g., industry, size, region, and workforce demographics) to strengthen causal inference without random assignment . The final sample comprised 100 organizations (50 chaplaincy; 50 controls), with balance checks indicating baseline equivalence . Results. Compared with matched controls, chaplaincy organizations demonstrated significantly lower annual turnover (about a five percentage-point advantage), fewer formal HR-recorded conflict incidents, a modest but significant improvement in ethical climate ratings, and higher employee well-being . Findings were interpreted as associations, given the observational design and potential residual confounding . Conclusions and implications. The evidence supports marketplace chaplaincy as a credible employee-care intervention associated with improved organizational outcomes, plausibly operating through enhanced perceived support and greater meaning at work, with stronger effects in high-stress contexts and where leadership commitment is present . Practically, the dissertation recommends treating chaplaincy as a core element of ethical employee support while maintaining strict confidentiality and voluntariness consistent with Christian moral boundaries and pluralistic workplace realities .
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