The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

The purpose of this research is to analyze the effect of Islamic work ethics on job satisfaction, turnover intentions and organizational commitment and its three dimensions: affective commitment, continuance commitment and normative commitment. This method of analysis used a simple regression to determine the relationship of independent variables and dependent variables. The analysis used descriptive analysis to present the main characteristic of the samples. Islamic work ethic used instrument developed by Ali, job satisfaction was measured by Dubinsky and Harley’s instruments, organizational commitment used instrument by Bozeman, Perrine, Meyer and the turnover intentions adapted by previous research, Home and Griffith. The collected data was tabulated and analyzed using softwareStatistical Pakage for the Social Sciences (SPSS)16.0. This research selects 10 Islamic microfinances in Pekalongan city. Results show that Islamic Work Ethic is positive significant related to job satisfaction, affective commitment, continuance commitment, normative commitment, and negative influence related to turnover intention variable. From this research, the application of Islamic Work Ethics was a solution to job satisfaction and organizational commitment and less contributes to turnover intention.

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HUBUNGAN ORGANIZATIONAL COMMITMENT DAN TURNOVER INTENTION PADA PERAWAT

Jurnal Muara Ilmu Sosial, Humaniora, dan Seni ◽

10.24912/jmishumsen.v1i2.974 ◽

2018 ◽

Vol 1 (2) ◽

pp. 259

Author(s):

Triatno Yudho Prabowo

Keyword(s):

Organizational Commitment ◽

Turnover Intention ◽

Affective Commitment ◽

Normative Commitment ◽

Continuance Commitment

Tujuan penelitian ini adalah untuk mengetahui hubungan antara organizational commitment dengan turnover intention. Teori organizational commitment dikemukakan oleh Meyer dan Allen. Teori turnover intention dikemukakan oleh Tett dan Meyer. Organizational commitment merupakan usaha mendefinisikan dan melibatkan diri dalam organsasi dan tidak ada keinginan meninggalkannya. Turnover intention dapat dipahami sebagai niat secara sadar dan disengaja untuk meninggalkan organisasi. Penelitian ini melibatkan 64 responden. Penelitian ini menggunakan metode kuantitatif. Hasil penelitian menunjukan bahwa terdapat hubungan negatif antara dimensi organizational commitment (continuance commitment, normative commitment, affective commitment) dengan turnover intention meliputi : continuance commitment dengan turnover intention (r = -0,362), normative commitment dengan turnover intention (r = -0,714), dan affective commitment dengan turnover intention (r = - 0,720).

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Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

10.31235/osf.io/btxz9 ◽

2018 ◽

Author(s):

Indriyani Tahir ◽

Herman Sjahruddin ◽

Heslina

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Random Sampling ◽

Affective Commitment ◽

Stratified Random Sampling ◽

Normative Commitment ◽

Continuance Commitment ◽

Employee Job Satisfaction ◽

Water Company ◽

Regional Water

This study aims to determine the Implementation of Organizational Commitment on Job Satisfaction Employee on Makassar Regional Water Company. The populations in this study a number of 149 Employees. Sampling was done by using stratified random sampling in order to obtain the number of samples amounted 60 Employee, but there are 2 (two) of them were outliers (disabled) so that the overall use only 58 data that can be analyzed using WarpPLS Ver. 5.0. The results showed that the variables of Organizational Commitment on the dimensions of the continuance commitment and normative commitment is low and demonstrated proven to improve employee job satisfaction, while a high of affective commitment in practice proved not able to improve employee job satisfaction on Makassar Regional Water Company

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Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

10.31227/osf.io/ga8wx ◽

2017 ◽

Author(s):

Indriyani Tahir ◽

Herman Sjahruddin ◽

Hj. Heslina

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Random Sampling ◽

Affective Commitment ◽

Stratified Random Sampling ◽

Normative Commitment ◽

Continuance Commitment ◽

Employee Job Satisfaction ◽

Water Company ◽

Regional Water

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Job Satisfaction, Organizational Commitment, and Turnover Intention of Online Teachers in the K-12 Setting

Online Learning ◽

10.24059/olj.v20i3.986 ◽

2016 ◽

Vol 20 (3) ◽

Cited By ~ 4

Author(s):

Ingle Larkin ◽

Laurie Brantley-Dias ◽

Anissa Lokey-Vega

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Phase I ◽

Turnover Intention ◽

Affective Commitment ◽

Turnover Intentions ◽

Professional Community ◽

Online Teachers ◽

For Profit ◽

K 12

The purpose of this study was to measure and explore factors influencing K-12 online teachers’ job satisfaction, organizational commitment, and turnover intentions. Using Maslow’s Hierarchy of Needs (1954), Herzberg’s Two-Factor Theory of Satisfaction (1959, 1968), Meyer and Allen’s measure of Organizational Commitment (1997), and Fishbein and Ajzen’s Theory of Reasoned Action and Planned Behavior (1975), this mixed-methods study was conducted in public, private, charter, for-profit, and not-for-profit K-12 online schools in a single Southeastern state. The researchers used a sequential explanatory design by collecting and analyzing quantitative data and then qualitative data in two consecutive phases. Phase I included a 74-item survey with responses from 108 participants. Results revealed that K-12 online teachers have a moderate to high level of job satisfaction, which corresponds to their affective commitment to their organization and their intent to remain teaching in the online setting in the immediate, intermediate, and long-term future. Participants identified flexibility, meeting student needs, technical support, and their professional community as the most satisfying aspects of their jobs. Compensation, workload, missing face-to-face interaction with students, and unmotivated students were identified as least satisfying aspects of their work. In Phase II, eight qualitative focus group interviews were conducted and analyzed using constant comparative methods; these findings confirmed and illuminated quantitative results from Phase I. This study informs K-12 online school leaders, policymakers, and researchers of statistically significant variables that influence K-12 online teacher satisfaction, commitment, and retention.

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PERAN KOMITMEN ORGANISASI SEBAGAI MEDIATOR PENGARUH ETIKA KERJA ISLAM TERHADAP SIKAP PADA PERUBAHAN

El Dinar ◽

10.18860/ed.v5i1.5232 ◽

2018 ◽

Vol 5 (1) ◽

pp. 17

Author(s):

Irsad Andriyanto ◽

Haerudin Haerudin

Keyword(s):

Organizational Commitment ◽

Structural Equation ◽

Affective Commitment ◽

Work Ethic ◽

Partial Least Square ◽

Least Square ◽

Work Ethics ◽

Equation Modelling ◽

Islamic Work Ethic ◽

The Impact

The aim of this this study is to uncover the impact of Islamic Work Ethics on Attitude toward Change trough organizational commitment as mediating variable. CEO of BPRS (Bank Pembiayaan Rakyat Syariah) in Indonesia was asked to express their opinion about the statements in the questionaire. Structural Equation Modelling (SEM) was used to analyze the complect relationship in the model aided by Visual Partial Least Square (VPLS) software.The results indicated that there is no direct effect from Islamic work ethics on attitude toward change. The interested finding in this research showed that organizational commitement mediated Islamic work ethic in only one dimension, affective commitment. The implication of this research is that management need to develop the application of Islamic work ethic to increase organizational commitment, so that can bring up attitude of employees ready to face change even if only on affective dimension only.

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PENGARUH ETIKA KERJA ISLAM TERHADAP SIKAP AKUNTAN DALAM PERUBAHAN ORGANISASI DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

EKUITAS (Jurnal Ekonomi dan Keuangan) ◽

10.24034/j25485024.y2003.v7.i4.364 ◽

2018 ◽

Vol 7 (4) ◽

pp. 441-471

Author(s):

Astri Fitria

Keyword(s):

Structural Equation ◽

Affective Commitment ◽

Work Ethic ◽

Negative Impact ◽

Positive Impact ◽

Equation Model ◽

Normative Commitment ◽

Continuance Commitment ◽

Islamic Work Ethic ◽

The Impact

The objective of the study is to analyze the impact of Islamic work ethic toward accountant attitude lo changing organization with commitment organization as a variable intervening. Population for this research is all of intern accountants, education accountants and accountant staf working Islam-organization basic in Indonesia. Data were collected via questionnaires. A total of 295 accountants were responded to this research. Data were analyzed by using Structural Equation Model (SEM).The result of the analysis support four hypotheses proposed in this research, there are; Islamic work ethic positive impact affective commitment, continuance commitment and normative commitment; Islamic work ethic positive impact cognitive, affective and behavioral tendency from attitude toward changing organization; affective commitment positive impact cognitive, affective and behavioral tendency from attitude toward changing organization; there is a negative impact between continuance commitment to cognitive, affective and behavioral tendency from attitude toward changing organization; normative commitment positive impact cognitive, affective and behavioral tendency from attitude toward changing organization; affective commitment mediated Islamic work ethic to cognitive, affective and behavioral tendency from attitude toward changing organization; continuance commitment mediated Islamic work ethic to cognitive, affective and behavioral tendency from attitude toward changing organization; normative commitment mediated Islamic work ethic to cognitive, affective and behavioral tendency from attitude toward changing organization.

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The Influence of Islamic Work Ethic and Job Satisfaction on Organizational Commitment: Islamic Educational Institution Evidence

ETIKONOMI ◽

10.15408/etk.v18i1.7114 ◽

2019 ◽

Vol 18 (1) ◽

Author(s):

Siswanto Siswanto ◽

Setiani Setiani ◽

Ahmad Syakur

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Work Ethic ◽

Employee Performance ◽

Educational Institution ◽

Managerial Implication ◽

Work Ethics ◽

Indirect Influence ◽

Islamic Work Ethic ◽

Ongoing Assessment

The influence of work ethics on employee performance is highly important. Researches on work ethics have been widely dominated by protestant concept. There has been indeed contradictive sight on some researches related to religious alliances, but the work ethics of protestant is principally different from that of Islam. Islamic institution obviously applies Islamic work ethics. This research is aimed at analyzing the direct and indirect influence of Islamic work ethics on organizational commitment through job satisfaction. The present study adopted the quantitative approach and data collected by using questionnaires. Meanwhile, data analysis is used path anaysis. The sample of the study consist of 70 respondents. The result shows that Islamic work ethics has direct and indirect influence on organizational commitment. The indirect influence of Islamic work ethics on organizational commitment is lower than the direct one. Islamic work ethics can increase organizational commitment indirectly through job satisfaction. Meanwhile, the total indirect influence of Islamic work ethic on organizational commitment is smaller than the direct one. The managerial implication of the current research is that the principal should conduct an ongoing assessment on the work satisfaction of the teachers and employees in order to enhance their organizational commitment.

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Job satisfaction and organizational commitment

Management Research Review ◽

10.1108/mrr-09-2015-0216 ◽

2016 ◽

Vol 39 (12) ◽

pp. 1663-1694 ◽

Cited By ~ 95

Author(s):

Naser Valaei ◽

Sajad Rezaei

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Affective Commitment ◽

Information And Communications Technology ◽

Fringe Benefits ◽

Communications Technology ◽

Years Of Experience ◽

Normative Commitment ◽

Continuance Commitment ◽

Content Type

Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

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THE EFFECT OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON NURSES’ PERFORMANCE

Humanities & Social Sciences Reviews ◽

10.18510/hssr.2019.7658 ◽

2019 ◽

Vol 7 (6) ◽

pp. 332-339 ◽

Cited By ~ 2

Author(s):

Mohammed A. Karem ◽

Yazen N. Mahmood ◽

Alaa S. Jameel ◽

Abd Rahman Ahmad

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Job Performance ◽

Quantitative Method ◽

Affective Commitment ◽

Critical Role ◽

The Body ◽

Normative Commitment ◽

Continuance Commitment ◽

The Impact

The purpose: The purpose of this study was to find the impact of organizational commitment and Job satisfaction on nurses’ job performance. Methodology: The study conducted at the hospital of Ibn al-Athir and employed a quantitative method by structured questionnaires to collect the data. 200 questionnaires were distributed randomly and only 108 valid surveys likewise; the valid questionnaires have been analyzed by SPSS to exam the impact of organizational commitment and job satisfaction on job performance. Findings: the results indicated there is a positive and significant impact of Job satisfaction on nurses' performance. However, the three components of organizational commitment, Affective Commitment, Continuance Commitment, and Normative Commitment have a positive and significant impact on nurse's performance. The findings of this research indicate that employees ' job satisfaction and organizational commitment components play a critical role in nurses' performance. Implications: of this study to enrich the body of literature in the context of Iraq, which is suffering from a lack of studies related to nurses' performance. Novelty: the study provided useful and valuable recommendations to hospitals to increase nurse performance in the context of Iraq.

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ETIKA KERJA ISLAM, KOMITMEN ORGANISASI, SIKAP PADA PERUBAHAN ORGANISASI TERHADAP KINERJA

Jurnal Manajemen Indonesia ◽

10.25124/jmi.v18i2.1205 ◽

2018 ◽

Vol 18 (2) ◽

pp. 116

Author(s):

Prima Utama Wardoyo Putro

Keyword(s):

Organizational Change ◽

Organizational Commitment ◽

Work Performance ◽

Affective Commitment ◽

Mediation Effect ◽

Normative Commitment ◽

Continuance Commitment ◽

Work Ethics ◽

Change Commitment ◽

The Impact

The subject of this study is to examine the impact of Islamic work ethics, organizational commitment, and attitude toward organizational change to work performance, where attitude toward organizational change as an intervening. Organizational commitment consists of affective commitment, normative commitment, and continuance commitment. The samples of this research are theacers of state Islamic school in Sragen Regency. The instrument analysis to test the model is AMOS. The result showed that Islamic work ethics has no positif significant effect to work performance and attitude toward organizational change. Either organizational commitment has no positif significant effect to performance. Organizational commitment has positif significant effect to attitude toward organizational change and attitude toward organizational change has positif significant effect to performance. The variable of attitude toward organizational change has no mediation effect between Islamic work ethics to work performance, and has no mediation effect between organizational commitments toward work performance. Keywords—Work Performance; Islamic Work Ethics; Attitude Toward Organizational Change; Organizational Change; Commitment Abstrak Dalam penelitian ini, diuji pengaruh etika kerja didalam lingkup Islam, komitmen pada organisasi, dan sikap dalam menghadapi perubahan organisasi terhadap kinerja karyawan. Dalam penelitian ini, komitmen organisasi didasari pada tiga aspek: affective commitment, normative commitment, dan continuance commitment. Sampel yang digunakan untuk penelitian ini adalah guru yang dikhususkan pada sekolah Islam (madrasah) di Kabupaten Sragen. Penelitian ini menggunakan AMOS sebagai alat analisis. Berdasarkan hasil penelitian diperoleh bahwa etika kerja Islam, komitmen, dan sikap terhadap perubahan di organisasi tidak memberikan pengaruh yang signifikan terhadap kinerja guru. Sementara itu komitmen organisasi berpengaruh signifikan terhadap sikap pada perubahan organisasi. Sikap terhadap perubahan organisasi juga berpengaruh terhadap kinerja guru. Variable sikap terhadap perubahan organisasi tidak memediasi antara variable etika kerja Islam pada kinerja dan tidak memediasi antara komitmen pada kinerja. Kata kunci—kinerja, etika kerja Islam, sikap pada perubahan organisasi, perubahan organisasi, dan komitmen.

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