Organizational literature claims that allowing workers to express and explore their spirituality or faith in the workplace will enhance worker job outcomes like job satisfaction, organizational citizenship behavior (OCB), and organizational commitment (OC). Church workplace ministry proponents contend that churches need to develop intentional and strategic workplace ministries to better equip their members in the integration of their Christian faith in the workplace, and in so doing, develop Christians that are more satisfied in their work (job satisfaction), more servant oriented in their workplace (OCB), and more committed to their jobs (OC). Literature further argues that people express and integrate their faith differently, meaning that individuals have a primary faith integration type by which they manifest their faith at work. Miller (2003b) devised a faith integration typology comprised of four faith types called the Four Es: (a) Experiential, (b) Evangelization, (c) Ethics, and (d) Enrichment. This study conducted a comparison test to examine within the context of the Four Es if there was a difference in job satisfaction, OCB, and OC between Christians in the workplace that were involved in a church workplace ministry and Christians that were not involved. Four churches participated in the study and a series of 2 x 5 factorial ANOVAs were performed on the data gathered from 550 respondents to an online self-reporting survey. The ANOVA results indicated that there was a difference in job satisfaction and OC between Christians in the workplace based on their church workplace ministry involvement and faith integration types, but no difference existed in OCB between the two groups. In addition, the potential confounding effects of the demographic variables age, gender, tenure, and frequency of church attendance were tested in this study. Finally, this study also discussed the implications of its findings and made future research recommendations.
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