Religion, politics and jingle bells: examining contextual factors influencing the impact of workplace holiday practices
| Date | 16 October 2024 |
| Pages | 1744-1761 |
| DOI | https://doi.org/10.1108/ER-01-2024-0057 |
| Published date | 16 October 2024 |
| Subject Matter | HR & organizational behaviour,Industrial/labour relations,Employment law |
| Author | Michael J. Tews,John W. Michel,Sydney Pons |
Religion, politics and jingle bells:
examining contextual factors
influencing the impact of
workplace holiday practices
Michael J. Tews
Penn State University Park, University Park, Pennsylvania, USA
John W. Michel
Sellinger School of Business and Management, Loyola University Maryland,
Baltimore, Maryland, USA, and
Sydney Pons
Penn State University Park, University Park, Pennsylvania, USA
Abstract
Purpose –While Christmas and the holidays are widely celebrated in society at large in the US, the question
arises whether doing so has value in today’s organizations. In this light, the present study examined the
relationship of workplace holiday practices with positive affect and emotional engagement, along with some
boundary conditions of these relationships. Specifically, this research examined the moderating influences of
religious orientation, political orientation and political environment.
Design/methodology/approach –Data were collected at two points in time via an online survey. At time 1,
the participant survey included measures of workplace holiday practices, political orientation and
demographic characteristics. At time 2 (approximately two weeks afterward), the participant survey
included measures of positive affect and emotional engagement.
Findings –Workplace holiday practices were related to both positive affect and emotional engagement.
There were slightly stronger effects for the impact of workplace holiday practices among individuals who
reside in more conservative (“red”) states in the US on emotional engagement, but not positive affect.
Individual political orientation did not moderate the relationships between workplace holiday practices and
the outcomes. Counter to expectations, the absence of workplace holiday practices had a stronger negative
effect on non-Christians’ emotional engagement than Christians. The interaction between workplace holiday
practices and religious orientation with positive affect was nonsignificant.
Research limitations/implications –The data from this research were obtained via a survey
methodology. Although data on the independent and dependent variables were obtained at two different
points in time, future research could experimentally manipulate features of the work environment related to
the celebration of the holidays to more definitively establish cause-and-effect relationships.
Practical implications –This research highlights the value of celebrating Christmas and the holidays. In
this light, organizations should not underestimate the potential value of such celebratory activity in promoting
employee goodwill. At the same time, organizations must be cognizant that some individuals may value the
celebration of Christmas and the holidays more so than others.
Originality/value –This research provides a framework for further research on workplace holiday practices
and identifies theories that can be used in future research to explore the mechanisms that influence how and
under what conditions workplace holiday practices impact employees’ experiences at work.
Keywords Holiday celebrations, Christmas, Positive affect, Employee engagement, Political ideology,
Religious orientation
Paper type Research paper
The holiday season, extending from late November to early January, holds significant
cultural and social importance for many individuals (Etzioni, 2004;Forbes, 2007;Thomas,
2019). Dominated by the celebration of Christmas, this period is marked by familial and
social gatherings, the exchange of gifts, and participation in a wide variety of time-honored
ER
46,8
1744
The current issue and full text archive of this journal is available on Emerald Insight at:
https://www.emerald.com/insight/0142-5455.htm
Received 26 January 2024
Revised 30 July 2024
17 September 2024
Accepted23 September 2024
Employee Relations: The
International Journal
Vol. 46 No. 8, 2024
pp. 1744-1761
© Emerald Publishing Limited
0142-5455
DOI 10.1108/ER-01-2024-0057
traditions. The pervasive influence of the holiday season is evident in the festive decorations
adorning residential and commercial spaces, the seasonal music broadcast on various media
platforms, and extensive advertising campaigns. While Christmas is a Christian holiday that
commemorates the birth of Christ, it is also a cultural phenomenon that transcends religious
boundaries (Forbes, 2007;Thomas, 2019).
Given its cultural significance, the holiday season is a time when many workplaces
embrace the holiday season in various ways. Gift-giving is a popular tradition, with
colleagues often exchanging presents to foster comradery and goodwill (Meinert, 2018).
Holiday parties, ranging from simple gatherings to elaborate celebrations featuring music,
entertainment, and special activities, are also commonplace (Cerullo, 2019;Elsesser, 2019).
Decorating the workplace with festive decor, such as wreaths, garlands, lights, and
Christmas trees, is another way that organizations may celebrate the season (Mooney, 2014;
Segal, 2015). Moreover, charitable activities, such as toy drives or volunteering at soup
kitchens, are examples of opportunities for employees to give back to the community and
demonstrate corporate social responsibility (Sherdlow, 2018;Smith, n.d.).
Although there are potential benefits to acknowledging and celebrating Christmas and
the holiday season in the workplace, there are diversity-related challenges that should be
considered, both from a religious and political standpoint. From a religious standpoint, the
celebration of the holiday season can be controversial because of the prominence of
Christmas, which everyone may not celebrate (Mooney, 2014, December 4). While the holiday
season encompasses a variety of other holidays, such as Hanukkah and Kwanzaa, Christmas
remains at the forefront. Christmas embodies both religious and secular meanings, yet it is
nonetheless deeply rooted in religious traditions (Forbes, 2007;Thomas, 2019). As a result,
some employers may choose to limit their holiday efforts to avoid offending employees who
do not celebrate Christmas or those who come from different religious backgrounds. From a
political standpoint, there is a belief that traditional holiday elements are being removed from
the workplace as part of a larger “war on Christmas” (Gibson, 2006;Olsen and Morgan, 2009).
Some individuals feel that their traditions are being stripped away from the workplace,
causing tension and conflict. Such attitudes may stem from a desire to preserve traditional
values and cultural heritage, which can be seen as threatened by the increasing emphasis on
inclusivity and diversity in modern society (Etzioni, 2004;Gibson, 2006;Olsen and
Morgan, 2009).
In the face of the diversity dilemma, organizations could find themselves at a crossroads
regarding the expression of holiday traditions. Organizations may question whether to
celebrate Christmas and the holidays and how best to do so. In fact, Etzioni (2004) suggests
that holidays serve as an integrative mechanism that can strengthen social groups. Further,
the integrative effects of holidays depend on the relationships within these groups and
between the groups and society as a whole. In addition, these relationships can be modified,
and tensions addressed, during holidays (Etzioni, 2004). In line with previous research, we
believe that there are benefits to be gained from the expression and celebration of the holiday
season (Rosen, 1988;Zacher, 2023). At the same time, research on celebrating Christmas and
the holidays has been limited (Hancock, 2016,2023;Hancock and Rehn, 2011), and additional
research is warranted to substantiate the impact of doing so and to examine the issue from a
more nuanced perceptive.
In this light, the primary objective of this study is to investigate the impact of celebrating
Christmas and the holiday season, along with boundary conditions that might moderate the
impact of doing so. Specifically, we will utilize affective events theory to investigate how
various workplace holiday practices relate to positive affect and emotional engagement.
Such workplace holiday practices include throwing office parties, holiday bonuses, employee
gift exchanges, service activities, bringing in food to share, and holiday decorations in the
workplace, among others. In addition, this study will explore three potential factors that may
Employee
Relations: The
International
Journal
1745
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