scholarly journals Does work commitment mediates the effect of Islamic work ethic on performance and turnover intention?

2020 ◽  
Vol 17 (2) ◽  
pp. 169
Author(s):  
Miswanto Miswanto ◽  
Rois Arifin ◽  
Dwi Murniyati
Keyword(s):  
Turnover Intention ◽  
Work Performance ◽  
Work Ethic ◽  
Bootstrap Method ◽  
Measurement Scale ◽  
Work Commitment ◽  
Work Ethics ◽  
Main Research ◽  
Islamic Work Ethic

Islam is a comprehensive religion that covers not only the ritual worship aspect but also ethics and acts of business. The field of Islamic work ethics has been studied by many researchers in different study settings. However, the important role of Islamic work ethics has been underexplored in work commitment studies. Therefore, this study aims to examine the direct and indirect effect of Islamic work ethics in affecting employees work performance and turnover intention through work commitment. This study used the quantitative method as their main research design. Purposive sampling was applied as a sampling technique with a five-point Likert scale of the structured questionnaire as a measurement scale and data gathering method. The bootstrap method used to test the proposed hypotheses. This study concluded that Islamic work ethic positively affects work commitment, thus work commitment positively affects work performance. This study also found that there was an insignificant effect of Islamic work ethic on work performance and turnover intention, and work commitment on turnover intention. Fundamentally, the mediation role of work commitment failed to prove in this study as there were only significant indirect effects between Islamic work ethic and work performance. In other words, the higher individual beliefs on Islamic value, the more committed employee to do their job. Thus, the more committed and enthusiastic employees on their job, the higher their work performance will be.

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

2020 ◽  
Vol 4 (1) ◽  
pp. 30
Author(s):  
Siti Aminah Caniago ◽  
Denny Mustoko
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Ethic ◽  
Turnover Intentions ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Islamic Work Ethic

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.

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.

ISLAMIC WORK ETHICS (IWE)

2018 ◽  
Vol 3 (2) ◽  
pp. 183-190
Author(s):  
Hendryadi Hendryadi
Keyword(s):  
Organizational Performance ◽  
Turnover Intention ◽  
Organizational Context ◽  
Management Practices ◽  
Perceived Justice ◽  
Work Ethics ◽  
Hrm Practices ◽  
Islamic Work Ethic ◽  
Business And Management

The purpose of this paper is to present a review of the empirical research of the Islamic work ethic (IWE) and its influence on business and management practices. This review summarizes the research on IWE from 2010 to 2017. Fifteen articles were selected during this period, resulting in two areas findings. First, the role of IWE on mainly HRM practices and work and individual related outcomes such as commitment,  satisfaction, perceived justice, OCB, and turnover intention. In relation to the organizational context, IWE found to be positively related to innovation, and organizational performance. This paper can provide practitioners and academics with a better understanding of the concept of IWE, and its impact on individuals and organizations Keywords: Islamic work ethics, IWE

scholarly journals The Role of Motivation, Discipline, Salary, and Islamic Work Ethics on Increasing Employee Performance

2021 ◽  
Vol 1 ◽  
pp. 19-31
Author(s):  
Ikhsan Naufal Dwilaksana ◽  
Rosana Eri Puspita ◽  
Mochlasin Mochlasin ◽  
Adamu Abubakar Muhammad
Keyword(s):  
Data Collection ◽  
Work Ethic ◽  
Employee Performance ◽  
T Test ◽  
Digital Printing ◽  
Work Ethics ◽  
Simultaneous Effect ◽  
Islamic Work Ethic

This study aims to determine how strong the influence of motivation, discipline, salary, and IWE (Islamic Work Ethic) on employee performance (a case study at Wanabiprint Digital Printing Salatiga). The method of data collection was done through distributing questionnaires to Wanabiprint employees. Samples were taken as many as 50 respondents. The results of the t test indicate that motivation has no effect on employee performance with a significance value of 0.305 > 0.05 and t count 1.038 < t table 2.014, discipline has no effect on employee performance with a significance value of 0.158 > 0.05 and t count 1.437 < t table 2.014, salary has no effect on employee performance with a significance value of 0.775 > 0.05 and t count 0.287 < t table 2.014, while IWE (Islamic Work Ethic) affects employee performance with a significance value of 0.00 < 0.05 and t count 4,580 > ttable 2,014. Furthermore, motivation, discipline, salary and IWE (Islamic Work Ethic) have a simultaneous effect on employee performance with a significance value of 0.000 < 0.05 and an f value of 18.050 > f table 2.57 on employee performance. So that these variables have an effect simultaneously.

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 ROLE OF EMPOWERMENT AND IDENTIFICATION WITH WORK TEAMS IN INNOVATION CLIMATE

2020 ◽  
Vol 60 (3) ◽  
pp. 183-194
Author(s):  
MANUEL FERNANDO MONTOYA RAMÍREZ ◽  
JHONY OSTOS ◽  
ARTURO RODOLFO SAENZ ARTEAGA
Keyword(s):  
Job Performance ◽  
Organizational Climate ◽  
Work Performance ◽  
Positive Relationship ◽  
Work Teams ◽  
Work Commitment ◽  
Service Companies ◽  
Innovation Climate

ABSTRACT Several studies argue that an organizational climate oriented to promote innovation generates greater competitiveness in companies. However, very few researchers have explored the factors that lead to the formation of innovation climate and their effects on workers’ performance. Based on a sample of 201 workers from manufacturing and service companies, an analysis was carried out to examine the influence of variables like empowerment and Identification with work teams in innovation climate. Furthermore, the influence of innovation climate on job performance and work commitment was analyzed. The results indicate that there is a positive relationship among the variables of the hypotheses, empowerment and Identification with work teams influence in innovation climate, and the latter influences work performance and work commitment

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

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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