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Week One Discussion Thread: Introducing HR and Christian Worldview
Nicholas Steven Cox
School of Business, Liberty University
BUSI 750: Managing Human Resources
Dr. Mark David
August 20, 2025
Introduction
Work serves a purpose beyond fulfilling tasks and receiving compensation. From a
Christian worldview, work stands as the foundation of human identity and purpose. Timothy
Keller (2012) uses the concepts of design, dignity, cultivation, and service to explain work. Each
of these themes demonstrates how God made humans to reflect His creation and carry out His
work in the world. The described work philosophy matches Lee Hardy’s (1990) concept of
vocation because he rejects the idea that only church or ministry work is sacred. According to
Hardy, all work becomes part of God's kingdom mission when it serves a purpose and serves
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others. Through their combined work, Keller and Hardy establish a framework that shows how
human resource management (HRM) should evolve from administrative tasks into a strategic
function that respects human dignity while promoting growth and developing service-based
organizations (Hardy, 1990; Keller, 2012; Valentine et al., 2025).
Keller’s Theology of Work and Our Calling
Timothy Keller presents in Every Good Endeavor (2012) a transformative perspective
about work that extends beyond monetary compensation. Work exists through four essential
elements, which Keller identifies as design, dignity, cultivation, and service. The concepts reveal
that God created humans for purposes beyond mere survival. God created humans to work
according to His creative design. According to Keller, our work in any setting, from corporate
offices to community spaces, represents an extension of God's divine work in the world.
The perspective aligns with Lee Hardy's (1990) work in The Fabric of This World, which
examines the concept of calling. According to Hardy, work extends beyond its functional nature.
Our work represents an essential element that defines our identity. He disputes the notion that
sacred work exists only in church or ministry by showing how all purposeful service-based
vocations advance God's kingdom. Through their combined work, Keller and Hardy establish a
basis for understanding human resources (HR) as a business function that promotes human
dignity, spiritual development, and cultural transformation.
Theological Implications for Human Resources Management
Creating an Ethical Culture That Upholds Human Dignity
Valentine et al.'s research from 2025 highlights the need for ethical frameworks and
values to be ingrained in HR systems. HR continues to play a critical role in confirming each
employee's value and creating positions that support both personal development and corporate
strategic goals, from the onboarding process to mid-year and year-end performance reviews.
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Cultivating Talent with God's Design
The concept of cultivation by Keller (2012), which describes God's ongoing creative work
through human hands, has a significant impact on talent development. HR is more than
compliance. It is a strategic driver of growth. HR leaders enable people to reach their full
potential through their work in training, mentoring, and performance management. The
research by Valentine et al. (2025) demonstrates how strategic HR planning develops
organizational capacity while training employees to become future leaders.
Creating a Culture of Collaboration and Care
Research by Aboobaker, Edward, and Zakkariya (2022) revealed that workplace
spirituality increases employee well-being and loyalty. Their research study also revealed that
when employees experience their job role as meaningful and spiritually aligned, they tend to be
more engaged and committed. HR plays an important role in making that happen, which starts
by designing an inclusive and purpose-driven workplace, especially as more millennials and Gen
Z begin to come into the workforce. Additionally, HR must intentionally shape a culture of
collaboration and care when we accept that work is a form of service to both God and others.
Organizational Strategy Through Faith-Based HR
Wahyuni et al. (2025) revealed that HR systems designed to integrate ethical frameworks
and environmental stewardship lead to an increase in sustainable organizational performance
beyond individual well-being. Such ESG-focused methods resemble Kell's view of work as
stewardship. When HR designs systems grounded in values like accountability and care for
others as part of their strategic planning, it goes beyond both well-being and bottom-line
profits; it honors God's design for how work should be done.
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Conclusion
The combined insights of Keller and Hardy remind us that work is not merely a means of
survival but a sacred calling that reflects God’s creative design. When HRM is viewed through
this lens, its role expands into something transformative. HR leaders are not just managing
policies and procedures. They are shaping ethical cultures, cultivating talent, and building
workplaces where service and collaboration thrive. As Valentine et al. (2025), Aboobaker et al.
(2022), and Wahyuni et al. (2025) demonstrate, HR practices grounded in dignity, spirituality,
and stewardship not only strengthen employee well-being but also sustain long-term
organizational success. By integrating theology with HR strategy, organizations can create
environments where employees experience both professional development and spiritual
purpose.
In this way, HR becomes more than a business function. It becomes a calling; an opportunity to
reflect God’s design and advance His kingdom through the everyday rhythms of work.
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References
Aboobaker, N., Edward, M., & Zakkariya, K. A. (2022). Workplace spirituality, well-being at work
and employee loyalty in a gig economy: Multi-group analysis across temporary vs
permanent employment status. Personnel Review, 51(9), 2162-
2180. https://doi.org/10.1108/PR-01-2021-0002
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of
human work. W. B. Eerdmans.
Keller, T., & Alsdorf, K. L. (2012). Every good endeavor: Connecting your work to God’s work.
Dutton/Penguin Group.
Valentine, S. R., Meglich, P. A., Mathis, R. L., & Jackson, J. H. (2025). Human resource
management (17th ed.). Cengage.
Wiyono, D., Dewi, D. A., Ambiapuri, E., Parwitasari, N. A., & Hambali, D. S. (2025). Strategic
ESG-Driven Human Resource Practices: Transforming Employee Management for
Sustainable Organizational Growth. Jurnal Organisasi Dan Manajemen., 21(1), 65–82.
https://doi.org/10.33830/jom.v21i1.9786.2025
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