Aligning faith and function: the role of religious human resource practices and work ethics in shaping employee job engagement

Background and Aim: Quality of work life is one of the variables that are considered by many managers who seek to improve the quality of human resources. The purpose of this study was to determine the effect of spiritual leadership and work ethics on the quality of work life of nurses. Materials and Methods: The statistical population of this descriptive-correlational study was nurses working in educational hospitals in Ardabil in 2017. The sample size was estimated 260 persons using the Krejcie and Morgan table. Sampling was done by random-stratified method. Fry et al , s Spiritual Leadership, Gregory , s Work ethics and Anderson & Brooks, s Nursing Quality of Work Life questionnairs were used to collect data. Data were analyzed using SPSS 23 software. Findings: There was a positive correlation between spiritual leadership with quality of work life (r=0.43, p<0.01) and nurses' work ethics (r=0.33, p <0.01). Also, there was a significant positive correlation between work ethics and quality of work life (r=0.39, p<0.01). Using regression analysis, the variables of spiritual leadership and work ethics explained 0.29 of the variances in quality of work life of nurses. Conclusion: The findings point to the relationship between spiritual leadership, work ethics and quality of work life of nurses. In order to improve the quality of work life of nurses, it is suggested that hospital managers pay attention towards the implementation of spiritual leadership style, as well as promotion of nursing ethics. Please cite this article as: Zahed Babolan A, Doosthosseinii M, Azadeh M, Kazemi S. Role of Spiritual Leadership and Work Ethics on Quality of Nurses`s Work Life. Bioethics Journal 2018; 8(28): 69-78.

Satisfactory performance does not occur automatically, therefore an assessment of the work carried out by employees is required. The purpose of this research is to test and analyze the influence of HR development on employee work ethic, HR development on employee performance, work ability on employee work ethic, work ability on employee performance, work ethic on employee performance, the role of work ethic in mediating the influence of human resource development on employee performance and the role of work ethic in mediating the influence of ability on employee performance. This research was conducted at BPPW, BPJN and BP2JK Southeast Sulawesi. The number of respondents to this research was 183 people, consisting of 59 BPPW employees, 100 BPJN employees and 24 BP2JK Southeast Sulawesi employees. This research uses quantitative descriptive analysis methods. The results of the research are; HR development has a positive and significant effect on employee work ethic, HR development has a positive and significant effect on employee performance, Work ability has a positive and significant effect on employee work ethic, Work ability has a positive and significant effect on employee performance, Work ethic has a positive and significant effect on performance employees, work ethic can mediate the influence of human resource development on employee performance, work ethic can mediate the influence of work ability on employee performance.

Background: Nurses constantly deal with ethical concerns, as their decisions may cause irreversible consequences for the patients. This study aimed to investigate work ethics among nurses, based on Weber’s theory of work ethics. Methods: In this quantitative cross sectional survey, data were collected using the multidimensional work ethics profile. Cronbach’s alpha and face validity were applied for measuring the reliability and validity of the questionnaire, respectively (total Cronbach’s alpha, 0.82). Considering the total sample size of the study (n, 283), including all active nurses of public hospitals across Ilam, Iran, no sampling method was applied and data were collected through whole counting. Results: A direct significant correlation was observed between work ethics and religious identity (P = 0.000), as well as work ethics and use of media (P = 0.01). In addition, there was a significant gender difference in work ethics, as female nurses showed higher work ethics (P = 0.038). However, there was no significant difference among nurses with different educational levels in terms of work ethics; similar findings were reported for other variables, such as income, work experience, and marital status. Based on the regression analysis, religious identity, use of media, and social class could explain 15.9% of variance in the dependent variable (work ethics). Conclusions: Religion plays an important role in work ethics among nurses. In addition, media encouragement to work and create wealth may motivate nurses to work harder and enhance their work ethics. Nurses from higher social classes generally decentralize work in their lives and consequently have poorer work ethics. In addition, it seems that gender discrimination against men in nursing has a negative impact on their work ethics.

This study examines the mediating role of work ethics in the relationship between Islamic spirituality and job satisfaction among employees in the industrial sector. Despite growing interest in the influence of spirituality on workplace outcomes, there remains a gap in understanding how Islamic spirituality specifically impacts job satisfaction through its effects on work ethics. The study aims to address the following research questions and hypotheses: H1: Islamic spirituality positively influences job satisfaction. H2: Islamic spirituality positively affects work ethics. H3: Work ethics mediates the relationship between Islamic spirituality and job satisfaction. The study employs a quantitative research methodology; utilizing random sampling technique, data was collected from employees in the selected sample 309 Al-Moiz Suger Mills Staff members by survey method approach. Measures of Islamic spirituality, work ethics, and job satisfaction are assessed using validated scales. Regression analysis and mediation analysis are conducted to test the hypothesized relationships. Findings indicate a significant positive relationship between Islamic spirituality and job satisfaction, supporting H1. The study also finds a positive direct effect of Islamic spirituality on work ethics, providing support for H2. Furthermore, mediation analysis reveals that work ethics partially mediates the relationship between Islamic spirituality and job satisfaction, supporting H3. The study contributes to the literature by providing empirical evidence of the mechanisms through which Islamic spirituality influences job satisfaction in the workplace. The findings highlight the importance of fostering work ethics as a pathway to enhancing job satisfaction among employees with high levels of Islamic spirituality. These insights have implications for organizational leaders and practitioners seeking to create spiritually enriching work environments conducive to employee well-being and productivity.

This study aims to analyze the effects of human relations, work ethic, and organizational culture on job satisfaction and employee performance at PT. XYZ. The research uses a quantitative approach with an explanatory design. The population consists of 98 employees, and the entire population is used as the sample due to the small size, employing a saturated sampling technique. Data analysis is conducted using SmartPLS 4.0 (Partial Least Squares) to examine structural models and relationships between the variables. The results show that human relations, work ethic, and organizational culture significantly affect job satisfaction. Job satisfaction, in turn, has a significant impact on employee performance and can mediate the effect of human relations and organizational culture on performance. However, work ethic does not significantly affect employee performance, and human relations do not mediate this relationship. The findings suggest that improving human relations, work ethic, and organizational culture can enhance job satisfaction, which in turn boosts employee performance. This study provides valuable insights for policy development at PT. XYZ to improve employee engagement and productivity

This article presents results from an empirical investigation of the role and importance of ethics in the daily work of Danish oncol ogy physicians and Danish molecular biologists. The study is based on 12 semi-structured interviews with three groups of respondents: a group of oncology physicians working in a clinic at a public hospital and two groups of molecular biologists conducting basic research, one group em ployed at a public university and the other in a private biopharmaceuti cal company. We found that oncology physicians consider ethical evaluation as part of their daily work. They discuss how to treat patients in groups and they have interdisciplinary seminars. In contrast, molecular biologists em ployed at the university do not think that basic research causes significant ethical problems, they do not talk about ethics in their daily work and they do not want to prioritise seminars on ethics. Molecular biologists employed in a private biopharmaceutical company do not think that ba sic research causes significant ethical problems, but the private company

This study aims to determine the effect of Human Capital Management (HCM) and work ethics on the performance of life insurance agents mediated by Organizational Citizenship Behavior-Organization (OCB-O) and Organizational Citizenship Behavior-Individual (OCB-I). The data was collected from 103 respondents who had entered the category of having won the Top Agent Awards (TAA) using a survey approach with questionnaires. The population consisted of life insurance agents who had won the TAA/MDRT, a 5 Likert scale questionnaire, and analyses using the SEM-AMOS-21 program. The results prove HCM has a positive significant effect on work ethics; HCM does not have a substantial impact on OCB-O and OCB-I; Work Ethics have a considerable effect on OCB-I and OCB-O; OCB-O and OCB-I have no significant impact on performance; HCM does not have a substantial effect on performance; Work Ethics does not have a considerable impact on performance, however, if OCB-I mediates HCM it will strengthening agent Performance, likewise, Work Ethics if mediated by OCB-I, will strengthening Performance. The findings of this study are that for insurance agents to perform well, companies can treat agents as HCM and work ethics, and it is essential to pay attention to OCB-I as mediation in improving agent performance.

This study explores the intricate relationships between work facilities, employee engagement, work ethic, job satisfaction, and employee performance within CV Anugrah Tirta Persada Pangkalan Bun. The research seeks to determine the impact of these factors on job satisfaction and how job satisfaction mediates their influence on employee performance. Utilizing a saturation sampling method, the study encompasses all 39 employees of the company. Data was collected via a comprehensive questionnaire covering respondent characteristics, work facility scale, work engagement scale, work ethic scale, job satisfaction scale, and employee performance scale, analyzed using SMARTPLS. Key findings reveal that work facilities and employee engagement do not significantly affect job satisfaction, as evidenced by p-values of 0.449 and 0.410, respectively. Conversely, work ethic significantly enhances job satisfaction with a p-value of 0.000. Job satisfaction is confirmed as a substantial predictor of employee performance (p-value 0.000). While job satisfaction significantly moderates the influence of employee engagement on performance (p-value 0.010), it does not moderate the effects of work facilities or work ethic on performance. Additionally, work ethic directly influences employee performance (p-value 0.012), while work facilities do not show a significant direct impact (p-value 0.177). These insights suggest prioritizing work ethic and employee engagement over work facilities to enhance job satisfaction and performance. The findings contribute valuable perspectives to human resource management practices, emphasizing the need for organizations to foster strong work ethics and employee engagement to boost overall performance.

The research aims to determine the effect of religiosity and commitment on employee work ethic, then the effect of religiosity, commitment, and work ethic on work quality and the effect of religiosity on work quality through work ethic and the effect of commitment on work quality through the work ethic of Islamic Savings and Loans and Financing Cooperatives (KSPPS ) Baitul Maal wat Tamwil in the South Central Java Region with a focus on research locations in Brebes Regency and Purbalingga Regency. This research is a quantitative study with 56 BMT employees in Brebes and Purbalingga Regencies. The data collection uses a questionnaire tested for validity and reliability, while the data analysis uses SEM-PLS analysis using Smart-PLS 3.2.9 software. After analyzing the data, several conclusions were obtained: (1) religiosity and commitment have a positive effect on employee work ethic; (2) religiosity and work ethic have a positive effect on the quality of employee work; (3) commitment does not affect the quality of employee work; (4) work ethic is proven to have a role as a mediating variable on the effect of religiosity on work quality; (5) work ethic is proven to have a role as a mediating variable on the effect of commitment to the work quality.

The purpose of this study is to examine the role of work ethic in human life. Work ethic is a fundamental thing that can determine a person's behavior in meeting their needs. This study found an analysis of the relationship between work ethic, economic values and value systems in Islam. The method of this study is a qualitative method that combines observation, interviews, and documentation related to work ethic. This study is suggested and expected to researchers in developing research on work ethics, especially in relation to economic values.

Whistleblowing behavior has become an important subject in internal and external stakeholders of an enterprise today, when morality values become conscientious responsibility. News about the enterprises in which malpractice, bribery and inappropriate behaviors to work morality in recent years, has increased the importance of this concept. This study aimed to theoretically explain the interaction between whistleblowing behaviors and work morality in the organizations. For this purpose, first of all, work morality and whistleblowing topics have been explained and secondly, the interaction between whistleblowing behavior and work morality ics has been analyzed in a theoretic ground with being managed suitable for work morality and the role of work morality in creating whistleblowing behavior subtopics. Keywords: Morality, Work Morality, Business Ethics, Whistleblowing, News Spreading

This study aims to analyze the effect of individual (gender and education) and organizational (organizational sector) characteristics on work ethics in the United Kingdom, Serbia, and the United Arab Emirates. This research is centered around a survey conducted among managers, from the UK, the UAE, and Serbia. Their main task was to evaluate the aspects of the Multidimensional Work Ethic Profile (MWEP) short form. The MWEP was chosen for this study as it does not explicitly address work ethics with religion, making it a suitable tool for examining work ethics across three cultures with different religious practices. This study contributes to existing literature by exploring how organizational factors influence work ethics in three countries that share business interests and have cultural and economic ties. The findings indicate that these factors have an impact on work ethics in studied countries.

The aim of this research is to describe motivation, discipline, work ethic and employee performance and analyze the level of significance of the influence of motivation, discipline and work ethic simultaneously, partially and dominantly on the performance of PT. Kerry Express Indonesia. This research is causal comparative and explanatory. The investigation was conducted at PT. Kerry Express Indonesia. This research includes all 60 employees at PT. Kerry Express Indonesia as the population and sample. Due to the manageable size of the population, a census research approach was employed, involving all employees as respondents. The analysis conducted includes descriptive analysis and multiple linear regression analysis, which will be subsequently assessed for hypotheses. The study findings indicate that motivation, work discipline, and work ethic have a notable impact on the performance of employees at PT Kerry Express Indonesia. Employee performance is positively influenced by motivation, work discipline, and work ethic, which result in timely completion of tasks in response to instructions. The most influential factor on employee effectiveness is their work ethic. This research can be utilized as input for PT. Kerry Express Indonesia to assess employees' attitudes towards work motivation, work discipline, and work ethic, as a strategic measure to enhance the company's performance.

One of the most important elements in any organization is people. With competent human resources, an organization can operate effectively and efficiently. This study aims to measure the role of spirituality and work ethic in improving work effectiveness in the logistics industry. The research method uses quantitative which is descriptive and verifiable. The sample determination technique used is probability sampling type propotional stratified random sampling. The employees sampled were 54 people, out of a population of 117 people. Overall, the results of this study show that the staff in this study have spirituality, good work ethic, and high organizational equity and are good in their work. The results showed that the spiritual variable (X1) had a direct effect of 20.20%, which had an indirect effect of 10.60% through its relationship with work ethic (X2), so that the total effect was 30.80%. The work ethic variable (X2) has a direct effect of 12.70%, an indirect effect of 10.60% through its relationship with spirituality (X1), so that the total effect is 23.30%. Thus, the total effect of spirituality (X1) and work ethic (X2) is 54.10%. At the same time, other unexplored factors affecting the efficiency of work in logistics in Jakarta show the value of Pyε = 0.459 or 45.90%. Based on the results of the research, the steps that can be taken by management are to make efforts to further improve the quality of work effectiveness through improving the spirituality and work ethic of employees.

This research explores the existential role of Ūlul Al-bāb's universal values ​​in improving work ethic, achievement motivation, and performance at UIN Maulana Malik Ibrahim Malang. Using quantitative methods and Partial Least Square-Sequential Equation Model (PLS-SEM) analysis, this research examines the relationship between variables, emphasizing the mediating role of work ethic. Two hundred respondents were selected from a population of 506 permanent lecturers. The research results show a positive and significant relationship between Ūlul Al-bāb values ​​and work ethic and performance, which confirms that internalization of objective, moderate, and transcendental principles can improve the performance of lecturers in the institution. However, the direct relationship with achievement motivation obtained insignificant results. This research also proves that work ethic emerges as an important mediator, connecting Ūlul Al-bāb values ​​with achievement motivation and performance. These findings confirm that a strong work ethic must translate these values ​​into performance improvements. The practical implications include human resource management in higher education.