scholarly journals ISLAMIC WORK ETHIC IN ISLAMIC COLLEGE IN INDONESIA: THE ROLE OF INTRINSIC MOTIVATION, ORGANIZATIONAL CULTURE AND PERFORMANCE

2019 ◽  
Author(s):  
Lilis Sulastri
Keyword(s):  
Organizational Culture ◽  
Intrinsic Motivation ◽  
Work Ethic ◽  
Islamic Work Ethic ◽  
And Performance

scholarly journals The Effect of Compensation, Organizational Culture and Islamic Work Ethic Towards the Job Satisfaction and the Impact on the Permanent Lecturers

2018 ◽  
Author(s):  
Jufrizen
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation Modeling ◽  
Structural Equation ◽  
Work Ethic ◽  
Equation Modeling ◽  
Islamic Work Ethic ◽  
And Performance ◽  
The Impact ◽  
Positive Effect

This study examines the effect of compensation, organizational culture and Islamic work ethic directly towards the job satisfaction and performance of the lecturers and the effect of compensation, organizational culture and Islamic work ethic towards the performance of lecturers through job satisfaction. This study was conducted at the Private Islamic University in Indonesia. The population of the study is 295 lecturers. The data were analyzed using The Structural Equation Modeling with LISREL 8.80 applications. The results showed that compensation, organizational culture and Islamic work ethic have a positive and significant effect on job satisfaction. Job satisfaction has a positive effect on the performance. Compensation, organizational culture and Islamic work ethic have a positive effect on the performance of lecturers significantly. Compensation and organizational culture have a significant effect on the performance through job satisfaction while Islamic work ethic does not significantly influence the performance of lecturers through job satisfaction.

scholarly journals Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

2021 ◽  
Vol 23 (1) ◽  
pp. 16-32
Author(s):  
Titi Laras ◽  
Rutha Mathilde Santana ◽  
Bambang Jatmiko ◽  
Tiyas Puji Utami
Keyword(s):  
Organizational Culture ◽  
Career Development ◽  
Intellectual Capital ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Study Results ◽  
And Performance ◽  
Branch Office

Research aims: This study aims to examine the role of career development in mediating the relationship between intellectual capital and organizational culture on employee performance.Design/Methodology/Approach: This study used a proportional stratified random sampling method with 126 permanent employees of local banks in Yogyakarta, Indonesia, as research respondents. The respondents included Head Office, Main Branch Office, and Senopati Branch Office. The data were collected by distributing a questionnaire, and the secondary data were in the form of data or documents that supported and strengthened the primary information from books, magazines, journals, and other documents. Then, the analytical tool utilized in this study was SEM (Structural Equation Modeling) to test the research hypotheses.Research findings: The results showed that intellectual capital and organizational culture had a positive and significant effect on career development and performance, but career development had no positive and significant effect on performance. Meanwhile, career development could not mediate the effect of intellectual capital and organizational culture on performance.Theoretical contribution/Originality: The study results contribute to the literature (body of knowledge), especially as additional discussion toward theory and literature related to intellectual capital, organizational culture, career development, and performance in local banks, which is still very limited.

scholarly journals Pengaruh Komitmen Organisasional dan Etika Kerja Islami terhadap Performansi Kerja Para Staf Pengajar pada Perguruan Tinggi di Surakarta dengan Basis Institusi sebagai Variabel Moderator

2012 ◽  
Vol 3 (1) ◽  
pp. 73
Author(s):  
Amin Wahyudi
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Faculty Member ◽  
Work Ethic ◽  
Islamic Work Ethic ◽  
The Impact ◽  
Moderating Role

The purposes of this study are: (1) examine the impact of organizationalcommitment to job performance of faculty member in Surakarta; (2) examine the impact of Islamic work ethic to job performance; and (3) examine the moderation role of institutional-base on the impact of Islamic work ethic to job performance. The results show that organizational commitment and Islamic work ethic had significance effect to job performance, but institutional-based had no moderating role in the effect of Islamic work ethic to job performance

The Role of Performance Management Practices on Organizational Performance

2014 ◽  
pp. 62-85 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Performance Management ◽  
Leadership Style ◽  
Management Practices ◽  
Business Goals ◽  
Culture Performance ◽  
And Performance ◽  
Positive Effect

This chapter introduces the framework and causal model of leadership style, organizational culture, performance management practices, and organizational performance. It argues that dimensions of leadership style, organizational culture, and performance management practices have mediated positive effect on organizational performance. Performance management practices positively mediate the relationships between leadership style and organizational performance and between organizational culture and organizational performance. Leadership style is positively correlated with organizational culture. Understanding the theoretical learning is positively beneficial for organizations aiming to increase organizational performance and achieve business goals.

The Role of Performance Management Practices on Organizational Performance

2016 ◽  
pp. 1635-1658
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Performance Management ◽  
Leadership Style ◽  
Management Practices ◽  
Business Goals ◽  
Culture Performance ◽  
And Performance ◽  
Positive Effect

This chapter introduces the framework and causal model of leadership style, organizational culture, performance management practices, and organizational performance. It argues that dimensions of leadership style, organizational culture, and performance management practices have mediated positive effect on organizational performance. Performance management practices positively mediate the relationships between leadership style and organizational performance and between organizational culture and organizational performance. Leadership style is positively correlated with organizational culture. Understanding the theoretical learning is positively beneficial for organizations aiming to increase organizational performance and achieve business goals.

When is an Islamic work ethic more likely to spur helping behavior? The roles of despotic leadership and gender

2018 ◽  
Vol 47 (3) ◽  
pp. 630-650 ◽  
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Usman Raja ◽  
Muhammad Umer Azeem ◽  
Norashikin Mahmud
Keyword(s):  
Work Ethic ◽  
Work Values ◽  
Helping Behavior ◽  
Content Type ◽  
Islamic Work Ethic ◽  
Female Employees ◽  
And Gender ◽  
Voluntary Basis ◽  
Practical Implications

Purpose The purpose of this paper is to investigate how employees’ Islamic work ethic might enhance their propensity to help their coworkers on a voluntary basis, as well as how this relationship might be invigorated by despotic leadership. It also considers how the invigorating role of despotic leadership might depend on employees’ gender. Design/methodology/approach Survey data were collected from employees and their supervisors in Pakistani organizations. Findings Islamic work values relate positively to helping behaviors, and this relationship is stronger when employees experience despotic leadership, because their values motivate them to protect their colleagues against the hardships created by such leadership. This triggering role of despotic leadership is particularly strong among female employees. Practical implications For organizations, the results demonstrate that Islamic work values may be important for creating a culture that promotes collegiality, to a greater extent when employees believe that their leaders act as despots who exploit their followers for personal gain. Originality/value This study elaborates how employees’ Islamic work ethic influences the likelihood that they help their coworkers, particularly in work contexts marked by stress-inducing leadership.

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