Abstract
Religious values are contemporary issues associated with employees’ behavior in organizations, especially from the Islamic human resource (HR) management view. To address this issue, this study analyzed the influence of Islamic work values on engagement, job satisfaction, organizational commitment, and in-role performance of Muslim employees. Considering the potential spread of COVID-19, primary data was collected by distributing online questionnaire via emails and social media to 283 respondents in Makassar City, Indonesia, who fulfilled the predetermined sampling criterion. PLS-SEM was employed to check the measurement and structural models of the SmartPLS 3.0 program. It was revealed that Islamic work values have a significant influence on engagement and job satisfaction and in contrast, insignificant on organizational commitment and employee in-role performance. In addition, a significant interrelationship between the 4 endogenous variables was confirmed, namely engagement, job satisfaction, organizational commitment, and in-role performance. Furthermore, it was found that several constructs mediate the correlation between Islamic values and in-role performance. The findings are essential to provide theoretical enrichment for future studies pertaining to the measured Islamic values and HR behavior. Practically, managers are capable to devise and select the most appropriate HR strategies for Muslim employee in a particular organization.
Highlights
The study proved that Islamic work values (IWV) directly has a positive and significant impact on employee engagement and job satisfaction
It has an insignificant effect on organizational commitment and in-role performance
The results showed a significant relationship between 4 endogenous variables, namely employee engagement, job satisfaction, organizational commitment, and in-role performance
Summary
To promote Islamic teachings and ensure it is accessible and widely learned for work-related aspects, the paper aims to empirically investigate the relationship between IWVs, employee engagement (ENG), job satisfaction (JS), organizational commitment (OC), and in-role performance (IRP). Managers can refer to the novel IWV items as a foundation to improve employee engagement, satisfaction, commitment, and in-role performance. It was shown and reported that organizational commitment that there is a significant relationship between significantly affects job performance These 2 constructs, supporting Saks (2006) and Eliyana et al (2019) stated that it has an insignifi-. Caniago (2012) studied 149 Islamic bank employ- ine whether they can mediate the relationship beees and discovered a positive relationship between tween IWV and in-role performance
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