scholarly journals Pengaruh Kepuasan Kerja dan Islamic Work Ethic terhadap Loyalitas Pegawai

2020 ◽  
Vol 2 (2) ◽  
pp. 41-48
Author(s):  
Peni Indrawati
Keyword(s):  
Water Management ◽  
Job Satisfaction ◽  
Work Ethic ◽  
Mineral Water ◽  
Boarding School ◽  
Management Unit ◽  
Employee Loyalty ◽  
Work Ethics ◽  
Islamic Work Ethic ◽  
Bottled Mineral Water

The purpose of this study was to determine and analyze the effect of job satisfaction simultaneously, partially and dominantly from the variables of job satisfaction and Islamic work ethics on employee loyalty. The research method explains that the location of the bottled mineral water management unit of the Riyadlul Jannah Pacet Mojokerto Islamic boarding school as a government agency, this type of research is explanatory research, which aims to determine the relationship between the two variables of job satisfaction and Islamic work ethics on employee loyalty. The study population was the employees of the bottled mineral water management unit of Riyadlul Jannah Pacet Mojokerto Islamic boarding school. The number of samples was 95 people, while the data analysis used multiple linear regression. The results showed that: 1) There is a simultaneous effect of job satisfaction and Islamic work ethics on employee loyalty. 2) There is a partial effect of job satisfaction on employee loyalty and there is a partial influence of Islamic work ethics on employee loyalty. 3) Islamic work ethic has a dominant effect on employee loyalty.

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.

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

ETIKONOMI ◽  
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.

scholarly journals Peran Mediasi Kepuasan Kerja Atas Hubungan Etika Kerja Islam dan Kinerja Karyawan Pada RS PKU Muhammadiyah Surakarta

2018 ◽  
Vol 1 (1) ◽  
pp. 35
Author(s):  
Zumrotul Riza Muthoharoh
Keyword(s):  
Job Satisfaction ◽  
Quantitative Research ◽  
Work Ethic ◽  
Sampling Method ◽  
Employee Performance ◽  
Quantitative Research Methods ◽  
Work Ethics ◽  
Islamic Work Ethic ◽  
Independent Variable ◽  
Intervening Variables

ABSTRACTThis research addreses to determinate the effect of Islamic work ethics to employee performance and job satisfaction as an intervening variable in RS PKU Muhammadiyah Surakarta.The population in this study are all nurses RS PKU Muhammadiyah Surakarta totaling 258 nurses. The sampling tehnique used purposive sampling method and sample obtained 75 respondents. Data were analyzed using SPSS for Windows Release 20.0.The dependent variable (Y) of this research is employee performance. The independent variable (X) Islamic work ethic and for intervening variables (Z) is job satisfaction. This method used is quantitative research methods. For the method of data analysis self are using path analysis.The results of this showed that: (1) the work ethic Islam is influence positively significant for the employee performance. (2) Islamic work ethics influenced positively significant effect on job satisfaction. (3) Job satisfaction has a positively significant on employee performance. (4) The Islamic work ethic influenced toward employee performance by means job satisfaction as intervening variable.Keywords: Islamic work ethic, job satisfaction, employee performance

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 The Impact of Work Ethics on Performance Using Job Satisfaction and Affective Commitment as Mediating Variables: Evidences from Lecturers in Central Java

2013 ◽  
Vol 7 (3) ◽  
pp. 165 ◽  
Author(s):  
Amin Wahyudi ◽  
Tulus Haryono ◽  
Asri Laksmi Riyani ◽  
Mugi Harsono
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Structural Equation ◽  
Affective Commitment ◽  
Work Ethic ◽  
Equation Model ◽  
Work Ethics ◽  
Central Java ◽  
Mediating Variables ◽  
The Impact

The objective of this study is to examine the impact of work ethics on performance using job satisfaction and affective commitment as mediating variables. The variables used include the dimensions of multidimensional work ethic profile (independent variable), job satisfaction and affective commitment (mediating variables), and performance (dependent variable). The survey research design was applied to meet the objective of this study, with 400 questionnaires had been sent to the lecturers in Central Java. The Structural Equation Model (SEM) was adopted to test some hypotheses developed in this study. The findings, based on the response rate of 76% (304 of the 400) of the questionnaires successfully collected and ready for analysis, are that not all dimensions of multidimensional work ethic profile directly influence the task performance, of the dimensions of  multidimensional work ethic profile, only the dimension of hard work directly and significantly influence the task performance, job satisfaction mediates some of the dimensions of multidimensional work ethic profile on the task performance, and affective<br />commitment do not mediate the influence of all dimensions of multidimensional work ethic profile on the task performance.

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 MODEL OF IMPROVING HUMAN RESOURCE PERFORMANCE THROUGH SELF EFFICACY SOCIAL COMEPTENCE IN THE CONTEXT OF ISLAMIC WORK ETHICS

2017 ◽  
Vol 2 (3) ◽  
pp. 150
Author(s):  
Wisnu Ardyanto ◽  
Widodo Widodo
Keyword(s):  
Regression Analysis ◽  
Social Competence ◽  
Human Resources ◽  
Self Efficacy ◽  
Work Ethic ◽  
Research Problem ◽  
Work Ethics ◽  
Regional Finance ◽  
Islamic Work Ethic ◽  
Spss Software

This study aims to examine the effect of self efficacy and social competence on HR performance and in moderation of Islamic work ethic. The research problem is how to improve the performance of human resources through self efficacy and social competence with moderation of Islamic work ethic. The sampel of this research was the employees of the Department of Regional Finance of Semarang Regency consisting of 102 respondents. Regression analysis was done with Statistical Package Social Science (SPSS) software, and it was used also to analyze the data. The result of the analysis showed that self efficacy and social competence have a significant effect on HR performance with moderation of Islamic work ethic. These empirical findings indicate that self-efficacy has a significant effect on HR performance; Social competence has a significant effect on HR performance; social competence has significant effect on self efficacy; Islamic work ethic moderates the effect of competence on self efficacy; Islamic work ethic moderates the effect of self efficacy on HR performance; and Islamic work ethic moderates the effect of social competence on HR performance.Keywords: Self Efficacy, Social Competence, Islamic Work Ethics and HR Performance

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