scholarly journals Peran mediasi etos kerja Islami antara praktik human resource dan kinerja organisasi pada lembaga keuangan syariah

2021 ◽  
Vol 17 (3) ◽  
pp. 270-286
Author(s):  
Wahid Wachyu Adi Winarto
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Financial Institutions ◽  
Work Ethic ◽  
Research Approach ◽  
Human Resource Practices ◽  
Work Ethics ◽  
Islamic Work Ethic ◽  
Islamic Financial Institutions ◽  
Positive Direct

This study aims to analyze the relationship between human resource practices which include recruitment and selection, training and development, compensation, performance, employee participation on organizational performance with Islamic work ethic as a mediating variable in Islamic financial institutions. The research approach uses quantitative methods and the research sample is employees and staff at Islamic financial institutions in Pekalongan as many as 97 respondents. Data analysis using Smart PLS to test direct and indirect relationships between variables. The findings in this study are that there is a significant positive direct relationship between human resource practices on organizational performance, human resource practices on Islamic work ethic, and Islamic work ethic on organizational performance. In addition, there is also a significant positive result of the indirect relationship between human resource practices and organizational performance mediated by Islamic work ethic. In terms of managerial implications, that human resource practices are positively related to Islamic work ethics in every job as an effort to improve organizational performance. In particular, Islamic work ethics as the behavior and thoughts of employees must be developed and improved and can be a concern of the organization. Recommendations for further research by adding other instruments to human resource practice include management discipline, employee health and safety.

Can Islamic Work Ethics and Ethical Climate Reduce Counterproductive Work Behavior?

2018 ◽  
Vol 1 (2) ◽  
pp. 95-101
Author(s):  
Keumala Hayati ◽  
Yuningsih Yuningsih ◽  
Indra Caniago
Keyword(s):  
Financial Institutions ◽  
Ethical Climate ◽  
Work Ethic ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Work Ethics ◽  
Islamic Work Ethic ◽  
Islamic Financial Institutions ◽  
Negative Effect

This study examines the effect of Islamic Work Ethic (IWE) and Ethical Climate (EC) on Counterproductive Work Behavior (CWB). The sample was 115 employees of Islamic financial institutions in Lampung, Indonesia. The analysis shows that IWE has a negative effect on CWB, EC also has a negative effect on CWB. This finding shows that CWB can be reduced by IWE and EC. EC influence is slightly higher than IWE shows that although IWE plays a good role in reducing CWB, the role of the ethical climate in the organization has slightly greater in reducing CWB.

scholarly journals Impact of Islamic Leadership on Islamic Work Ethics: Islamic HR Practices as a Mediating Role in the Islamic Banking Sector of Pakistan

2019 ◽  
Vol II (I) ◽  
pp. 35-44
Author(s):  
Shahzadi Sattar ◽  
Rahila Arshad
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Social Exchange ◽  
Banking Sector ◽  
Islamic Banking ◽  
Human Resource Practices ◽  
Work Ethics ◽  
Mediating Role ◽  
Islamic Work Ethic ◽  
Islamic Leadership

Leadership concept can be an approached through various points of view, including administrative, army, community, spiritual, or business perspectives. Islamic banking is also known as by name non-enthusiasm banking, the bank is dependent on Islamic or Sharia law standards, and the guidance is provided by Islamic financial matters. Data compiled from performance appraisal models help in the compensation roles and progression of the employee's career. The study's framework has proposed to find out the outcomes of the Islamic leadership in the banking sector of Pakistan. In this study, the model developed according to the social exchange theory. Islamic leadership is a newly developed concept. In this study, we contribute practically to the literature in which Islamic leadership was a newly developed concept in the research. This study concludes that Islamic leadership has a positive relationship with Islamic human resource practices, and Islamic work ethic plays a mediating role. The results recommend that if the supervisor has direction influenced by the Islamic way with the Islamic human resource practices in the organization and the resultants, the Islamic work ethics would be promoted.

The relationship between Islamic work ethic and workplace outcome

2018 ◽  
Vol 47 (7) ◽  
pp. 1286-1308 ◽  
Author(s):  
Jihad Mohammad ◽  
Farzana Quoquab ◽  
Fazli Idris ◽  
Mohammed Al-Jabari ◽  
Nazimah Hussin ◽  
...  
Keyword(s):  
Financial Institutions ◽  
Work Ethic ◽  
Partial Least Square ◽  
The Body ◽  
Mediating Effect ◽  
Content Type ◽  
Organisational Justice ◽  
Islamic Work Ethic ◽  
Islamic Financial Institutions ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between Islamic work ethic (IWE) and employees’ attitude and behaviour in term of perceived organisational justice, psychological ownership (PSY), and employees’ performance in the Islamic financial institutions in Malaysia.Design/methodology/approachThis study used a sample of 301 employees of Islamic financial institutions and employed structural equation modelling-partial least square technique in order to analyse the data.FindingsThe findings demonstrated that IWE has both direct and indirect effects on attitudinal as well as behavioural outcomes.Practical implicationsManagers who want to enhance their employees’ attitude and behaviour are strongly advised to give proper attention to the concept work ethic. Moreover, they need to conduct training programs to instil these values and to emphasise its crucial role in enhancing the effectiveness and efficiency of the organisation.Originality/valueThis study contributes to the body of knowledge on IWE by: testing its ability to predict employees’ performance, their perception of organisational justice, and their feeling of PSY, and examining the mediating effect of perceived organisational justice and PSY between IWE and employees’ performance.

scholarly journals PENGARUH MOTIVASI DAN ETIKA KERJA ISLAM TERHADAP KOMITMEN ORGANISASI DI KOPERASI KARYAWAN PURA GROUP KUDUS

2018 ◽  
Vol 6 (1) ◽  
pp. 172
Author(s):  
Fathiyyatul Limanihtada ◽  
Suhadi Suhadi
Keyword(s):  
Organizational Commitment ◽  
Quantitative Research ◽  
Work Ethic ◽  
Work Motivation ◽  
Field Research ◽  
Primary Data ◽  
Research Approach ◽  
Work Ethics ◽  
Islamic Work Ethic

This study aims to determine the effect of work motivation and Islamic work ethics on organizational commitment in the Pura Group Kudus Employee Cooperative. This type of research is field research, with a quantitative research approach. The number of research samples was 30 respondents. Primary data was obtained from questionnaires / questionnaires and processed using SPSS. The results showed that work motivation had a significant effect on organizational commitment, as evidenced by the value of t arithmetic (1.720> 1.703) and ρ value of 0.097. Whereas Islamic work ethic influences but is not significant to organizational commitment, evidenced by the value of t arithmetic (2.260> 1.703) and ρ value of 0.032.

Akomodasi Virus N Ach Terhadap Etos Kerja Islami Sebagai Motivasi Kerja

2018 ◽  
Vol 6 (2) ◽  
pp. 199-244
Author(s):  
Kholilur Rahman
Keyword(s):  
Transpersonal Psychology ◽  
Work Ethic ◽  
Work Motivation ◽  
Humanistic Psychology ◽  
Human Beings ◽  
Work Ethics ◽  
Analytical Studies ◽  
Islamic Work Ethic ◽  
High Work ◽  
Motivational Psychology

Human beings as psycho-physical who can produces work ethics that appears from inside of themselves soul, necessarily, the realm of analytical studies leads to motivational psychology. N Ach is one of the proper phenomena which is assumed to be something that can play an important role for the formation of superior human beings regarding to work. However, not all psychology scientists agree that work motivation comes from revelation or religion, therefore this study will clarify psychological studies which are considered to have proportional accommodative attitudes. Religion Psychology, Transpersonal Psychology and Humanistic Psychology are thought schools those have fair and objective attitudes and views on the Islamic teachings and Islamic dogma as a source of work motivation. People who have high N Ach and also the person who actualized it is a factors or elements that can emerge a high work ethic, then it shows that there is a potential high work ethic from muslim’s faith that was built on the basics of Al-Qur 'an and As-Sunnah. Faith without worship acts/work which was included abaout physical and psychological work, so also if the work ethic is not based on the concept of worship acts and fitht, it cannot be categorized as Islamic work. Then it was called the Islamic work ethic.

Fundamental Islamic perspective of work ethics

2016 ◽  
Vol 7 (1) ◽  
pp. 59-76 ◽  
Author(s):  
Saeed Hameed Aldulaimi
Keyword(s):  
Work Ethic ◽  
Empirical Studies ◽  
Multidimensional Model ◽  
Content Type ◽  
Work Ethics ◽  
Islamic Perspective ◽  
Islamic Work Ethic ◽  
Management Literature ◽  
New Perspective ◽  
The Right

Purpose – This paper debates the Islamic perspective on the work ethics employed in an organization. It aims to discuss the issues of assumptions involving the Islamic Work Ethic (IWE). Therefore, this paper addresses the gap in the management literature and suggests a group of dimensions from fundamentals of Islam. Design/methodology/approach – The paper reviews the foundations of IWE and investigates various empirical studies conducted in several countries. Then, briefly presents a short historical and conceptual review of the work ethic construct, suggests a general conceptual definition of work ethic, and offers multidimensional model including a series of constructs which can enable researchers to evaluate and measure work ethic in Islamic societies. Findings – The study reveals that there is an evidence of ethics formulation depending on Islamic literature which constructs Islamic values for work. This paper proposes new perspective about the right ethics of work in Islam. Further, multidimensional model including 18 dimensions has been developed to evaluate work ethic in Islamic societies. Research limitations/implications – This field needs to reconsider the constructs of IWEs where it is far from reflecting Islamic theory. This paper presents new dimensions which can be utilized to enrich this area. Originality/value – This is one of the few attempts to suggest the appropriate constructs of IWE in the management literature. It provides 18 elements responsible and have the promise to strengthen individual transparency and morally which eventually enhance economic progress in Islamic world.

scholarly journals Compilation Of An Econometric Human Resource Efficiency Model For Project Management Best Practices

2006 ◽  
Vol 4 (3) ◽  
Author(s):  
G. Van Zyl ◽  
P. Venier
Keyword(s):  
Project Management ◽  
Best Practices ◽  
Organizational Performance ◽  
Human Resource ◽  
Driving Forces ◽  
Resource Efficiency ◽  
Organizational Changes ◽  
Work Ethics ◽  
Primary Function

The aim of the paper is to introduce a human resource efficiency model in order to rank the most important human resource driving forces for project management best practices. The results of the model will demonstrate how the human resource component of project management acts as the primary function to enhance organizational performance, codified through improved logical end-state programmes, work ethics and process contributions. Given the hypothesis that project management best practices involve significant human resource and organizational changes, one would reasonably expect this process to influence and resonate throughout all the dimensions of an organisation.

scholarly journals The Effect Of Self-Efficacy, Organizational Culture, Work Ethic And Job Satisfaction On The Teacher’s Performance Of Public Madrasah Aliyah In North Sumatra, Indonesia

2021 ◽  
Vol 2 (3) ◽  
pp. 1051-1057
Author(s):  
Muksin Batubara ◽  
Zainuddin ◽  
Yasaratado Wau ◽  
Nasrun
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Direct Effect ◽  
Self Efficacy ◽  
Work Ethic ◽  
Teacher Performance ◽  
Performance Model ◽  
Work Ethics ◽  
Positive Direct ◽  
North Sumatra

The purpose of this study was to determine and study the teacher performance model of Madrasah Aliyah Negeri (MAN) which was built based on the associative causal relationship between exogenous variables and endogenous variables: (1) the effect of self-efficacy on teacher work ethics, (2) the influence of organizational culture on work ethics. , (3) the influence of self-efficacy on job satisfaction, (4) the influence of organizational culture on job satisfaction, (5) the effect of self-efficacy on teacher performance, (6) the influence of organizational culture on performance, (7) the effect of work ethic on performance, and (8) the effect of job satisfaction on teacher performance. The methods used to achieve the objectives of this study are survey, sampling and quantitative methods. The population of this research is MAN teachers in North Sumatra Province, amounting to 1177 teachers (sampling frame) and involving 298 respondents (proportional random sampling). This research is also classified as an explanatory study which explains that to determine the magnitude of the influence of a variable with other variables, both direct and indirect effects can be used path analysis. The results of this study are (1) self-efficacy has a positive direct effect on work ethic, (2) organizational culture has a positive direct effect on work ethic, (3) self-efficacy has a positive direct effect on job satisfaction, (4) organizational culture has a positive direct effect on satisfaction. work, (5) self-efficacy has a positive direct effect on teacher performance, (6) organizational culture has a positive direct effect on performance, (7) work ethic has a positive direct effect on performance, and (8) job satisfaction has a positive direct effect on the performance of MAN teachers in North Sumatra. Overall, the perfect fit model has been tested, a model of MAN teacher performance improvement which is proportionally influenced directly and indirectly by job satisfaction, work ethic, self-efficacy, and MAN organizational culture.

scholarly journals Hubungan Kausalitas Workplace Spirituality Dan Kinerja Karyawan: Perspektif Mediasi Etika Kerja Islam

2018 ◽  
Vol 5 (1) ◽  
pp. 23
Author(s):  
Moh Rifqi Khairul Umam ◽  
Zakky Fahma Auliya
Keyword(s):  
Human Resource ◽  
Significant Influence ◽  
Work Ethic ◽  
Employee Performance ◽  
Workplace Spirituality ◽  
Organizational Goals ◽  
Islamic Work Ethic

Human resource is a very important element in achieving organizational goals. If the organization has a good quality of resources, the organization will be more effective. While the effectiveness of the organization is reflected from the employee performance. The purpose of this study is to examine the effect of workplace spirituality on Islamic work ethic, Islamic work ethic on employee performance, workplace spirituality on employee performance, and the influence of Islamic work ethic as an intervening variable on the relation between workplace spirituality and employee performance, with samples from PKU Muhammadiyah Surakarta Hospital, and IPHI Pedan Hospital, Klaten. The result of the research shows that workplace spirituality has significant effect on Islamic work ethic with, Islamic work ethic has no significant effect to employee performance, workplace spirituality has no significant effect to employee performance, and Islamic work ethic as mediation variable on relation between workplace spirituality (STK) to employee performance has no significant influence.

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