{"id":4392,"date":"2025-12-17T15:54:19","date_gmt":"2025-12-17T15:54:19","guid":{"rendered":"https:\/\/www.tarleton.edu\/cob\/?p=4392"},"modified":"2026-02-10T20:37:22","modified_gmt":"2026-02-10T20:37:22","slug":"religiosity-relational-compassion-workplace","status":"publish","type":"post","link":"https:\/\/www.tarleton.edu\/cob\/2025\/12\/17\/religiosity-relational-compassion-workplace\/","title":{"rendered":"Religiosity and Relational Compassion in the Workplace"},"content":{"rendered":"\n<p>Heller N,&nbsp;Cavazos DE,&nbsp;Martinson B (2025;), &#8220;Assessing differences in workplace relational compassion between religious and non-religious employees&#8221;.&nbsp;<em>Evidence-based HRM: a Global Forum for Empirical Scholarship<\/em>, Vol. ahead-of-print No. ahead-of-print.&nbsp;<a href=\"https:\/\/doi-org.zeus.tarleton.edu\/10.1108\/EBHRM-01-2025-0002\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/doi-org.zeus.tarleton.edu\/10.1108\/EBHRM-01-2025-0002<\/a><\/p>\n\n\n\n<p><strong>Keywords:<\/strong> Relational compassion, religiosity, industry classification<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"572\" src=\"https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/12\/Religiosity-and-Relational-Compassion-in-the-Workplace-1024x572.png\" alt=\"Religiosity increases perceived workplace compassion in private and nonprofit sectors but not in government or healthcare.\" class=\"wp-image-4986\" srcset=\"https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/12\/Religiosity-and-Relational-Compassion-in-the-Workplace-1024x572.png 1024w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/12\/Religiosity-and-Relational-Compassion-in-the-Workplace-300x167.png 300w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/12\/Religiosity-and-Relational-Compassion-in-the-Workplace-600x335.png 600w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/12\/Religiosity-and-Relational-Compassion-in-the-Workplace-768x429.png 768w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/12\/Religiosity-and-Relational-Compassion-in-the-Workplace-1536x857.png 1536w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/12\/Religiosity-and-Relational-Compassion-in-the-Workplace-2048x1143.png 2048w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/12\/Religiosity-and-Relational-Compassion-in-the-Workplace-1568x875.png 1568w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">This infographic shows that religiosity is associated with higher perceived relational compassion in private and nonprofit workplaces, with weaker effects in government and healthcare.<\/figcaption><\/figure>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<div class=\"wp-block-cover\" style=\"min-height:93px;aspect-ratio:unset;\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"600\" class=\"wp-block-cover__image-background wp-image-4394\" alt=\"Dr. Nate Heller, Professor of Management.\" src=\"https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/04\/heller-nate.jpg\" style=\"object-position:48% 46%\" data-object-fit=\"cover\" data-object-position=\"48% 46%\" srcset=\"https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/04\/heller-nate.jpg 400w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/04\/heller-nate-200x300.jpg 200w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/04\/heller-nate-267x400.jpg 267w\" sizes=\"auto, (max-width: 400px) 100vw, 400px\" \/><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim\" style=\"background-color:#725e6c\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-large-font-size\"><\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/scholar.google.com\/citations?hl=en&amp;user=wL6P9M0AAAAJ\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Google Scholar<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.tarleton.edu\/mgmt\/faculty-staff\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Faculty Profile<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<div class=\"wp-block-cover is-light\" style=\"min-height:108px;aspect-ratio:unset;\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"300\" class=\"wp-block-cover__image-background wp-image-4395\" alt=\"Dr. David Cavazos, Professor of Management.\" src=\"https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/04\/DR-CAVAZOS.jpg\" style=\"object-position:47% 41%\" data-object-fit=\"cover\" data-object-position=\"47% 41%\"\/><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim\" style=\"background-color:#caa4a7\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-large-font-size\"><\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/scholar.google.com\/citations?hl=en&amp;user=UIpPGzoAAAAJ\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Google Scholar<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.tarleton.edu\/mgmt\/faculty-staff\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Faculty Profile<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<div class=\"wp-block-cover\" style=\"min-height:117px;aspect-ratio:unset;\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"600\" class=\"wp-block-cover__image-background wp-image-4396\" alt=\"Dr. Brian Martinson, Professor of Management.\" src=\"https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/04\/martinson-brian.jpg\" data-object-fit=\"cover\" srcset=\"https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/04\/martinson-brian.jpg 400w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/04\/martinson-brian-200x300.jpg 200w, https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/04\/martinson-brian-267x400.jpg 267w\" sizes=\"auto, (max-width: 400px) 100vw, 400px\" \/><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim\" style=\"background-color:#7c6a84\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-large-font-size\"><\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/scholar.google.com\/citations?hl=en&amp;user=xSVzRnEAAAAJ\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Google Scholar<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.tarleton.edu\/mgmt\/faculty-staff\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Faculty Profile<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-wide\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">Introduction: Why Compassion at Work Matters More Than Ever<\/h3>\n\n\n\n<p>In today&#8217;s fast-changing, high-stakes business world, emotional intelligence is no longer a \u201cnice-to-have\u201d \u2014 it&#8217;s a necessity. And within this realm, compassion has quietly emerged as a powerful driver of employee satisfaction, performance, and even organizational loyalty.<\/p>\n\n\n\n<p>But what if the amount of compassion one perceives at work depends not only on company culture, but also on personal belief systems and industry type?<\/p>\n\n\n\n<p>That\u2019s exactly what a new study by faculty at the Dr. Sam Pack College of Business explores \u2014 providing the kind of nuanced insight that\u2019s not just academically relevant, but practically applicable to HR leaders, managers, and policymakers across sectors.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Literature Lens: Compassion Meets Culture and Industry<\/h3>\n\n\n\n<p>The concept of relational compassion \u2014 how much compassion employees <em>perceive<\/em> being shown to others in their workplace \u2014 is still in its infancy in scholarly research. While previous studies have focused on leadership compassion or organizational culture broadly, this study adds new depth by examining how personal religiosity and industry context influence perceptions of compassion.<\/p>\n\n\n\n<p>This matters because, as supported by existing literature (e.g., Dutton et al., 2014; Lilius et al., 2008), compassion has tangible business value. It reduces turnover, increases employee engagement, and enhances performance \u2014 a trifecta of organizational success.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Methodology: Crunching the Compassion Numbers<\/h3>\n\n\n\n<p>Using data collected across four major industries \u2014 Private Sector, Non-Profit, Government, and Healthcare \u2014 the research team applied generalized linear models to assess how religious affiliation interacts with industry context to shape perceptions of compassion at work.<\/p>\n\n\n\n<p>Respondents self-identified as either religiously affiliated or non-affiliated, creating two comparison groups within each industry.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Key Findings: Faith, Work, and Compassion Intersect in Surprising Ways<\/h3>\n\n\n\n<p>\ud83d\udca1 <strong>Private &amp; Non-Profit Sectors Lead the Way<\/strong><br>Religiously affiliated employees in the private and non-profit sectors reported significantly higher levels of perceived relational compassion compared to their non-affiliated counterparts. This finding suggests that shared values, perhaps underpinned by personal belief systems, may foster more compassionate workplace norms in these settings.<\/p>\n\n\n\n<p>\ud83d\udca1 <strong>Government and Healthcare: A More Complex Picture<\/strong><br>In contrast, differences in relational compassion between religious and non-religious employees were not statistically significant in government and healthcare industries. This could imply that these sectors \u2014 often more bureaucratic or regulated \u2014 may have compassion climates shaped more by policy than personal belief.<\/p>\n\n\n\n<p>\ud83d\udca1 <strong>Implications for Diversity, Equity &amp; Inclusion (DEI)<\/strong><br>Although Texas legislation (e.g., SB 17) has restructured formal DEI initiatives, this research underscores that cultural belonging and compassion remain critical to employee well-being \u2014 particularly in diverse and pluralistic workplaces.<\/p>\n\n\n\n<p>Why This Research Matters \u2014 For Leaders, Scholars, and the Workplace of the Future<\/p>\n\n\n\n<p>This study is more than an academic exercise \u2014 it\u2019s a call to action for business leaders and HR professionals. Understanding how <em>belief systems and industry environments interact<\/em> to influence workplace empathy can help organizations:<\/p>\n\n\n\n<p>\u2705 Design more inclusive leadership training programs<br>\u2705 Tailor well-being initiatives to their industry culture<br>\u2705 Shape HR policies that respect diverse worldviews<br>\u2705 Inform hiring, onboarding, and team-building practices<\/p>\n\n\n\n<p>And for researchers? It opens new pathways to explore how non-structural elements like belief and affiliation shape key workplace dynamics.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-wide\"\/>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"Compassion at Work More Than Just Culture\" width=\"800\" height=\"450\" src=\"https:\/\/www.youtube.com\/embed\/bWAJQO9iCbI?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-wide\"\/>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Alignment with U.N. Sustainable Development Goals<\/strong><\/h3>\n\n\n\n<p>This research aligns with several UN Sustainable Development Goals:<\/p>\n\n\n\n<p>\ud83c\udfaf <strong>Goal 3 (Good Health and Well-Being):<\/strong> Promotes compassionate workplace cultures tied to employee mental health.<br>\ud83c\udfaf <strong>Goal 5 (Gender Equality):<\/strong> Supports inclusive environments where diverse beliefs are respected.<br>\ud83c\udfaf <strong>Goal 8 (Decent Work and Economic Growth):<\/strong> Advances workplace strategies that foster engagement and retention through relational compassion.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Classification of Scholarship<\/strong><\/h3>\n\n\n\n<p>This study contributes to the Applied and Integration\/Application Scholarship domain by bridging rigorous data analysis with real-world organizational outcomes. It also aligns with DSPCOB\u2019s mission to prepare leaders who \u201cpositively impact organizations, foster economic growth, and contribute to their communities\u201d\u200b.<\/p>\n\n\n\n<p>By reshaping the understanding of leadership interactions in sales, this study provides organizations with actionable insights to enhance both performance and effective leadership development. Ultimately, the research fosters a deeper appreciation for the complexities of sales leadership and offers a foundation for future studies on leadership dynamics in high-performance environments.pact on brand perception while providing a roadmap for ethical and responsible AI adoption in luxury marketing.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Quality Indicators:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/abdc.edu.au\/abdc-journal-quality-list\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">ABDC Ranking:<\/a> B<\/li>\n\n\n\n<li><strong>JCR Impact Factor:<\/strong> 1.8<\/li>\n\n\n\n<li><strong>Google Scholar h-5 Score:<\/strong> NA<\/li>\n\n\n\n<li><strong>SciMago h-f Score:<\/strong> NA<\/li>\n\n\n\n<li><strong>ABS:<\/strong> No<\/li>\n\n\n\n<li><strong>Acceptance Rate (as reported in Cabell&#8217;s):<\/strong> 19%<\/li>\n\n\n\n<li>Indexed By:\n<ul class=\"wp-block-list\">\n<li><strong>Cabell&#8217;s:<\/strong> Yes<\/li>\n\n\n\n<li><strong>EBSCO:<\/strong> No<\/li>\n\n\n\n<li><strong>JIF:<\/strong> No<\/li>\n\n\n\n<li><strong>SCIMago:<\/strong> No<\/li>\n\n\n\n<li><strong>ERIC:<\/strong> No<\/li>\n\n\n\n<li><strong>Westlaw:<\/strong> No<\/li>\n\n\n\n<li><strong>LexisNexis:<\/strong> No<\/li>\n\n\n\n<li><strong>Ulrich&#8217;s:<\/strong> No<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>This study examines how religiosity and industry affiliation interact to shape perceptions of relational compassion in the workplace across private nonprofit government and healthcare sectors.<\/p>\n","protected":false},"author":68,"featured_media":4986,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"advgb_blocks_editor_width":"","advgb_blocks_columns_visual_guide":"","wds_primary_category":33,"footnotes":""},"categories":[33],"tags":[92,138,129,135,133,134,130,91,136,131,111,132,128,125,127,90,126,137],"class_list":["post-4392","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-intellectual-contributions","tag-advertising-authenticity","tag-compassion-climate","tag-employee-well-being","tag-evidence-based-hrm","tag-government-employees","tag-healthcare-workforce","tag-industry-differences","tag-luxury-brands","tag-management-research","tag-nonprofit-sector","tag-organizational-behavior","tag-private-sector","tag-prosocial-behavior","tag-relational-compassion","tag-religiosity-at-work","tag-text-to-image-generative-ai","tag-workplace-compassion","tag-workplace-culture"],"acf":[],"author_meta":{"display_name":"mhancock","author_link":"https:\/\/www.tarleton.edu\/cob\/author\/mhancock-2-2-2-2-2-2-2-2-2-2-2-2-2-2-2-2-2-2-2-2-2\/"},"featured_img":"https:\/\/www.tarleton.edu\/cob\/wp-content\/uploads\/sites\/103\/2025\/12\/Religiosity-and-Relational-Compassion-in-the-Workplace-300x167.png","coauthors":[],"tax_additional":{"categories":{"linked":["<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">Intellectual Contributions<\/a>"],"unlinked":["<span class=\"advgb-post-tax-term\">Intellectual Contributions<\/span>"]},"tags":{"linked":["<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">advertising; authenticity<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">compassion climate<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">employee well being<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">evidence based HRM<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">government employees<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">healthcare workforce<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">industry differences<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">luxury brands<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">management research<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">nonprofit sector<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">organizational behavior<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">private sector<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">prosocial behavior<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">relational compassion<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">religiosity at work<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">text-to-image generative AI<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">workplace compassion<\/a>","<a href=\"https:\/\/www.tarleton.edu\/cob\/category\/intellectual-contributions\/\" class=\"advgb-post-tax-term\">workplace culture<\/a>"],"unlinked":["<span class=\"advgb-post-tax-term\">advertising; authenticity<\/span>","<span class=\"advgb-post-tax-term\">compassion climate<\/span>","<span class=\"advgb-post-tax-term\">employee well being<\/span>","<span class=\"advgb-post-tax-term\">evidence based HRM<\/span>","<span class=\"advgb-post-tax-term\">government employees<\/span>","<span class=\"advgb-post-tax-term\">healthcare workforce<\/span>","<span class=\"advgb-post-tax-term\">industry differences<\/span>","<span class=\"advgb-post-tax-term\">luxury brands<\/span>","<span class=\"advgb-post-tax-term\">management research<\/span>","<span class=\"advgb-post-tax-term\">nonprofit sector<\/span>","<span class=\"advgb-post-tax-term\">organizational behavior<\/span>","<span class=\"advgb-post-tax-term\">private sector<\/span>","<span class=\"advgb-post-tax-term\">prosocial behavior<\/span>","<span class=\"advgb-post-tax-term\">relational compassion<\/span>","<span class=\"advgb-post-tax-term\">religiosity at work<\/span>","<span class=\"advgb-post-tax-term\">text-to-image generative AI<\/span>","<span class=\"advgb-post-tax-term\">workplace compassion<\/span>","<span class=\"advgb-post-tax-term\">workplace culture<\/span>"]}},"comment_count":0,"relative_dates":{"created":"Posted 4 months ago","modified":"Updated 2 months ago"},"absolute_dates":{"created":"Posted on December 17, 2025","modified":"Updated on February 10, 2026"},"absolute_dates_time":{"created":"Posted on December 17, 2025 3:54 pm","modified":"Updated on February 10, 2026 8:37 pm"},"featured_img_caption":"This infographic shows that religiosity is associated with higher perceived relational compassion in private and nonprofit workplaces, with weaker effects in government and healthcare.","series_order":"","_links":{"self":[{"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/posts\/4392","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/users\/68"}],"replies":[{"embeddable":true,"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/comments?post=4392"}],"version-history":[{"count":8,"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/posts\/4392\/revisions"}],"predecessor-version":[{"id":5092,"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/posts\/4392\/revisions\/5092"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/media\/4986"}],"wp:attachment":[{"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/media?parent=4392"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/categories?post=4392"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.tarleton.edu\/cob\/wp-json\/wp\/v2\/tags?post=4392"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}