An examination of the mediating effect of Islamic Work Ethic (IWE) on the relationship between job satisfaction and job performance in Arab work environment

Objective: The purpose of this study was to investigate the mediating role of organizational commitment in the causal relationship between Islamic work ethics and psychological empowerment with job performance of employees of the Ministry of Sports and Youth. Methodology: The research method is descriptive-correlational and applied in terms of purpose. The statistical population of this study was the staff of the Deputy for Management Development and Support Resources of the Ministry of Sports and Youth (290 people). According to Cochran's formula, the number of samples was 132. Data collection tools of this study were Ali and Al-Kazemi (1988) Islamic Work Ethics Questionnaire with 18 items, Spiritual and Mishra (1995) Psychological Empowerment Questionnaire with 15 items, Allen and Meyer (1990) Organizational Commitment Questionnaire with 24 items and Patterson Job Performance (1970) with 15 items. Structural equation modeling under Smart PLS3 software was used to investigate the research model and validate the hypotheses. Findings: The results show that the variable of Islamic work ethic has a positive and significant effect on organizational commitment. Also, the positive and significant effect of Islamic work ethic variable on job performance and psychological empowerment on organizational commitment was confirmed. The effect of psychological empowerment on job performance was also confirmed. Regarding mediation relations, it was found that organizational commitment mediates the effect of Islamic work ethic on job performance. Also, organizational commitment plays a mediating role in the relationship between psychological empowerment and job performance. Conclusion: Based on proposed model suggested that the managers of the Ministry of Sports and Youth increase the job performance of their employees by training and strengthening, Islamic work ethic and psychological empowerment.

A Study of The Impacts of Leadership Styles, Organizational Innovation, Organizational Commit, Job Satisfaction on Job Performance－A Case Study of Chailease Finance Co., Ltd. Te-Lung Sheng Huei-Ting Tsai Executive Master of Business Administration SUMMARY Recently, leasing industry has triggered a vigorous growth with the development of economy. Although it have be subjected to the economic shock for the past few years, leasing industry has a slightly increment, so we can find that leasing industry has become an important role in financial circle. Comparing with foreign and internal market, we can find that the internal leasing industry still has its space of development. In leasing industry, the employees have become a major indicator. With the keen competition of internal leasing industry, whether leadership styles, organizational innovation, organization commit, job satisfaction can promote the leasing employees to create more profit and performance for company? This is what the issue we want to discuss. This research discuss the leasing industry employees, and take the employees in Chailease Finance Co., Ltd. as the objects of a questionnaire survey. The results are as follows: 1. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees are partially related to employees’ personal characters. 2. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees have a partial relationship. 3. The leadership styles, organizational innovation, organizational commit and job satisfaction of leasing industry employees have a partial impact on job performance. Keywords: Leadership styles, Organizational Innovation, Organizational Commit, Job Satisfaction, Job Performance. INTRODUCTION Background Leasing industry that has rising in 1950 is a new type of financing method, and has the dual functions of leasing-assets and financing, and provides a greatest help to small and medium enterprises development. So leasing industry can give financial assistance flexibly and make proper products carefully to small and medium enterprises. A lot of large enterprises in Taiwan had been support by leasing industry in developing process, and then promotes to the international famous position presently. Leasing industry wishes to provide more diversified financing services with continuously organizational integration. In the organizational integrating process, whether the influence of leadership style to leasing industry employees has react with job performance is the first purpose of this study. Leasing industry makes continuously progress on organizational planning and personal training, and promotes increasingly on quality and efficiency, and grows up obviously in economical scope. Whether the influence of organizational innovation to leasing industry employees has react with job performance is the second purpose to this study. In order to accommodate to the development of the world, leasing industry is going along internationally. Whether the influence of organizational commit to leasing industry employees has react with job performance is the third purpose to this study. Whether the influence of job satisfaction to leasing industry employees has react with job performance is the fourth purpose to this study. In leasing industry, whether the difference of personal characteristics has react with job performance is the fifth purpose to this study. Integrating literature reviews of this study, leadership style has positive relation with different aspects in different industries and environment. This study adopts the view of Bass（1985）, and discusses the relationship of leadership style and job performance in leasing industry. Organizational commit has positive relationship with job performance in different enterprises, this study integrates literature views to discuss the relationship of organizational commit and job performance. In many different researches, we can find that organizational innovation has positive relationship with different aspects, so this study wishes to discuss the relationship of organization innovation and job performance. In many literature reviews, job satisfaction plays an important role between individual and organization, this study wishes to discuss the relationship with job satisfaction and job performance. MATERIALS AND METHODS This study mainly discuss the relationship between leadership style, organizational innovation, organizational commit, job satisfaction and job performance. By analyzing relative literature reviews and questionnaire survey, we can comprehend the relationship between each aspects and study subject. According to relative studies and literature reviews, this study brings up following hypotheses. Whether different personal characteristics have significant relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. Whether the relationship is significant between leadership style, organizational innovation, organizational commit, job ratification, and job performance. Whether the sub aspect of leadership style, organizational innovation, organizational commit, job satisfaction, and job performance is significant relative with job performance. This study mainly discuss the relationship between leadership, organizational innovation, organizational commit, job satisfaction, and job performance, and takes the employees in Chailease Finance Co., Ltd. As sampling objects. SPSS is implemented as a statistical analysis software in this study, and is used to proceed to analyze with descriptive statistics, analysis of reliability, factor analysis, correlation analysis, and multiple regression analysis. RESULTS AND DISCUSSION The main purpose of this study is to measure the relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. We induce the results as follows: 1.Different characteristics are partially relative to leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. 2. Leadership style, organizational innovation, organizational commit, job satisfaction, and job performance are partially relative to each other. 3. Leadership style, organizational innovation, organizational commit, and job satisfaction have the partially effect on job performance. We can find that leadership style plays an important role in leasing industry and has a great effect on trust relationship between employees and superintendents. The identification of employees to superintendents can promote substantially on job performance, and hasten employees identify himself to enterprise culture to heave performance. Form this study, organizational planning innovation and human resource innovation are significant relative to job performance. It places importance on personal training in leasing industry, personal training takes an important part in organization. The company will appoint lecturers to give lessons, and even invites external lectures to teach professional courses to increase membership specialty. The identification to organization members is very important. The more organizational commit means organizational members identify themselves highly to organizational goal. The capability of leasing industry employees is affected by job satisfaction. In order to encourage organizational members, it is raised in compensation system and promotion system every year, and excites members to achieve the goal and pursue remarkable. This study mainly takes employees in Chailease Finance Co., Ltd as objects, it can be extended to other leasing companies or abroad employees. In questionnaire design, it can take different parts like superintendent and non-superintendent. It can added other aspects to discuss the relationship between different variances.

This research examines and analyzes the impact of Islamic Work Ethics and Transformational Leadership on Job Performance with Mediating Role of Intrinsic Motivation. The method used in this research is the Quantitative method through questionnaire responses. 40 respondents are used as a sample of this research. The data analysis method of this research is Structural Equation Model (SEM) which utilize Partial Least Square (PLS). The results of the data analytics in this research are: (1) The Islamic Work Ethic do not have any positive significant impact on Job Performance. (2) Islamic Work Ethic do not have any positive significant impact on the Intrinsic Motivation. (3) Transformational Leadership has a positive significant impact on Job Performance. (4) Transformational Leadership has a positive significant impact on Intrinsic Motivation. (5) Intrinsic Motivation has a positive significant impact on Job Performance. (6) Intrinsic Motivation does not mediate the relations between Islamic Work Ethics and Job Performance. (7) Intrinsic Motivation mediates the relations between Transformational Leadership and Job Performance

This study applies social exchange and person-environment fit theories to predict that despotic leaders tend to hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.

In order to ensure that the Islamic bank is staying competitive, job performance plays a significant role to ensure that the organization could be successful in the future. This study was designed to investigate the effect of psychological empowerment (PE), Knowledge sharing (KS) on job performance (JP) among employees working in Islamic banking sector in Jordan. The study further tests the moderating effects of Islamic work ethics (IWE) on the model. The data were collected using a questionnaire, as the instrument for the primary data collection, with total collected back responses of 357 from Islamic banks employees who have actually participated in the research. Structural equation modeling technique was used to fully analyze the data in order to determine what level of the relationship between PE, KS, IWE and JP were existed. The findings confirm the hypothesis that PE and KS positively effects on JP. Additionally, IWE full moderate between PE and JP. The latter effect is also significant but IWE partial moderate between KS and JP. The findings triggers future researchers to conduct similar studies for other sectors in Jordan, possibly in different contexts and perspectives.

The determination of this research is to examine the effect of Islamic work ethics on job performance and intrinsic motivation. This study also try to investigate the mediating role of intrinsic motivation on the association between Islamic Work Ethics and job performance. Nonprobability sampling, method was used. Data were collected through adopted questionnaires from 310 teachers of different Universities situated in Malakand Division, KP-Pakistan. SPSS and AMOS were used for Statistical tests. Empirical results indicate that there is a significant positive association between Islamic work ethics, Job performance and intrinsic motivation. The study determined that the idea of Islamic work ethics works as a therapy for the emergent ethical crisis of education sector of Pakistan which should be pervaded in organizational culture for sustainable job performance and growth. Further, study explain that intrinsic motivation mediates the association between Islamic Work Ethics and Job Performance. Implications and upcomingstudy recommendations are discuss in the conclusion.

This study investigates the effect of organisational justice (OJ) on organisational commitment (OC) and job satisfaction (JS) with interactive effect of Islamic work ethics (IWE). The questionnaires were used to collect the data from 400 employees in the banking industry of Pakistan. The results indicate that the three dimensions of OJ (e.g., procedural, distributive and interactional justice) and IWE promote employees' OC and JS. In addition, results confirm the interactive effect of IWE between justice dimensions and work outcomes. The study provides practical implications for managers and recommends several future directions for academics and practitioners.

Islamic Work Ethic: The Role of Intrinsic Motivation, Job Satisfaction, Organizational Commitment and Job Performance

Islamic Work Ethic: The Role of Intrinsic Motivation, Job Satisfaction, Organizational Commitment and Job Performance

Assessing the individual effects of different job satisfaction facets on the job performance of qualified employees in the unique conditions of the construction industry

Personality factors and ethical values are considered as vital element in social and professional life. This present research aims to explore the relationship between Personality and Job Satisfaction. Further, we tried to test the moderating effect of Islamic work ethics (IWE) in the relationship of Personality traits with Job satisfaction. Convenience sampling was used in defining sample as in Pakistan there is no data base which provides information regarding number of employees. Due to moderating variable the data has been collected from respondents who identify themselves as Muslim. To collect data from respondents Self-administered, close-ended questionnaires and e-questionnaire were used in this study and respondents were targeted in the normal working environment. Correlation and regression analysis was used to analyze the data statistically. The results of study indicated that neuroticism exhibits significant negative effect on job s atisfaction. Also, openness to experience, agreeableness and conscientiousness showed positive effect on job satisfaction. Whereas, extraversion exhibits no effect on job satisfaction and IWE has a negative effect on job satisfaction. However, the output indicates that IWE do not act as moderator in the relation of agreeableness and conscientiousness with job satisfaction moderation effect of IWE is observed between the relationship of neuroticism, extraversion and openness to experience with job satisfaction.

Introduction: Occupational stress and job satisfaction in nursing are issues that affect job performance and the quality of care provided by nurses. Aim: The aim of this study was to assess occupational stress, job satisfaction and job performance and how they are influenced by personal and work characteristics among hospital nurses in Ilam, Iran in 2013. Materials and Methods: In this descriptive cross-sectional study the sample included all nurses working in teaching hospitals in Ilam. All of the participants were chosen by census sampling method. The total number of nurses according to the inclusion criteria were 208, out of which 198 nurses completed the questionnaire. Study tools included Harris’s Nurse Stress Index (NSI), Spector’s Job Satisfaction Survey (JSS), Schwirian Six Dimension Scale of Nursing Performance (6-DSNP) and also a demographic questionnaire. Data were analysed using descriptive and inferential statistics such as ANOVA and Pearson correlation coefficient at the level of significance <0.05. Results: The mean of occupational stress and job satisfaction of nurses was moderate and the mean job performance was at a high level. In this study, there was a significant relationship between occupational stress and job satisfaction (p=0.001) and also occupational stress and job performance (p=0.04). There was no significant relationship between job satisfaction and job performance. Conclusion: The results of this study show the importance of nurses’ occupational stress on their job satisfaction and performance. In addition, the demographic variables were influential on the main variables in this study.

The purpose of this study was to investigate the relationship between Islamic work ethics, workplace stress, and work-life balance, as well as the mediating role of employee loyalty, and employee performance at Bank Sumut Syariah Kcp Katamso Medan. The methodology used here is a quantitative form of survey research. For the study, researchers used a saturated sample size of 56 participants. The methodology for testing this research model uses path analysis. Employee performance was found to be positively influenced by work-life balance, positively influenced by job satisfaction, positively influenced by work stress, positively influenced by Islamic work ethics, positively influenced by work stress, positively influenced by job satisfaction, positively influenced by work-life balance, and positively influenced by Islamic work ethics. Job satisfaction does not moderate the relationship between work-life balance and productivity, nor does it moderate the impact of stress on productivity, but moderates the impact of Islamic work ethics on productivity. Employee output; Islamic work ethics significantly increase worker happiness.

Purpose – The purpose of this study is to examine the effect of Islamic work ethic, Islamic organizational culture, and job satisfaction on the employee performance of BMT under ASKOWANU Jepara. The Islamic microfinance in this study is BMT ASKOWANU Jepara. Methodology – This research used a quantitative methodology and a sample of 80 employees at BMT affiliated with ASKOWANU Jepara. The data was collected utilizing a purposive sampling method and a questionnaire. Data analysis methodologies encompass ordinary least squares (OLS) regression and hypothesis testing, namely the partial test (T test) and simultaneous test (F test). Findings – The results indicated that Islamic organizational culture influences employee performance at BMT Jepara. Nonetheless, the Islamic work ethic and job satisfaction exert no influence on employee performance. Implications – These studies offer guidance for BMT managers to enhance Islamic work ethic and workplace happiness to elevate staff performance. A more effective technique is required for achieving the adoption of Islamic organizational culture within the workplace. Originality – This study provides empirical insights into the correlation among Islamic work ethic, Islamic organizational culture, and job satisfaction inside Islamic microfinance institutions, specifically BMTs in Jepara, utilizing a quantitative method.

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