Appropriate Framework
To identify an optimal framework to explore the failure of Christians to understand the aim of their work resulting in the inability to serve God’s true commandments, the key causative factors of the issue should be taken into account. According to Grimes and Bennett (2017), many people lack sufficient knowledge to follow bible rules and promote workplace spirituality to match true Christians’ image and not forget their purpose in the earthly life. In this regard, the most convenient and appropriate model to utilize is a theoretical framework based on applying relevant aspects explaining specific labor conditions and individual initiatives. Ali and Anwar (2021) propose a model based on job satisfaction and includes several variables to identify specific correlations between them and determine the incentives driving employee behavior. Since the non-observance of God’s commandments in the workplace is caused by people’s internal beliefs, their personal motives and rationales should be viewed as the key factors influencing their organizational behavior. Therefore, such a theoretical framework is appropriate in this context and may help study the issue under consideration as accurately as possible.
Relevance of the Selected Framework
The selected theoretical framework is convenient for identifying relevant causes and preconditions based on the general theory rather than unique and individual ideas and beliefs. In the topic in question, while following a conceptual framework, the research process could be perceived as subjective and biased due to the personal nature of religion and its perception by different people. Imenda (2014) states that a theoretical framework is a set of generally accepted concepts explaining a particular phenomenon, event, or issue. As a result, the job satisfaction framework is a convenient methodology to apply to the case of inconsistencies in employee organizational behavior with biblical rules to identify which incentives are key in influencing workers’ perceptions of their labor conditions. According to Ali and Anwar (2021), whose frame is utilized, “job satisfaction is the most studied field of organizational behavior” (p. 22). This means that the variables involved are easy to evaluate and are generally accepted criteria for analysis to find appropriate relationships among them.
Example of the Framework
As an example of a theoretical framework to apply to research the issue raised, the sample in Figure 1 can be utilized. Rhodes and Pullen (2017) argue that entrepreneurs’ behavior is often contrary to biblical canons because business owners often see power as given to them without limit. This approach is a violation of God’s rules since, in accordance with the doctrine of Christianity, service to God is one of the humans’ main purposes on earth (Grimes & Bennett, 2017). Therefore, the framework in Figure 1 can be used to show that job satisfaction is not a static concept and is shaped by a number of other variables that, in turn, depend on relevant organizational rules and policies.
The presented structure may help address the gap in the research area and prove that a theoretical background is an essential component of valid activities. Serving God, whether in the workplace or in daily activities, reveals itself in the perception of incentives that affect people’s behavior. Therefore, analyzing different influences is an appropriate method for assessing the issue under consideration and drawing the necessary conclusions.
References
Ali, B. J., & Anwar, G. (2021). An empirical study of employees’ motivation and its influence on job satisfaction.International Journal of Engineering, Business and Management, 5(2), 21-30. Web.
Grimes, M. A., & Bennett, R. H. (2017). Christ-centered leadership: God-honoring leadership for committed Christians. Journal of Biblical Integration in Business, 20(1), 24-35.
Imenda, S. (2014). Is there a conceptual difference between theoretical and conceptual frameworks?Journal of Social Sciences, 38(2), 185-195. Web.
Rhodes, C., & Pullen, A. (2017). Critical business ethics: From corporate self‐interest to the glorification of the sovereign pater. International Journal of Management Reviews, 20(2), 483-499. Web.