Perceived Managerial and Leadership Effectiveness in UAE and Egypt: A Comparison through the Combined Lenses of Islamic Work Ethics and Islamic Leadership

This study aims to confirm the effect of Islamic work ethics and Islamic leadership on organizational commitment and performance of cleaning staff in Makassar City, which is predominantly Muslim, using 274 employees as a sample. The results of the WarpPLS 7.0 analysis provide evidence that Islamic work ethics is partially proven to increase organizational commitment, but Islamic leadership cannot have a significant effect on organizational commitment. Islamic work ethics and Islamic leadership make a real contribution to improving performance. The role of organizational commitment as an intervening variable is proven not to be a strong mediation in explaining the effect of Islamic work ethics and Islamic leadership on the performance of cleaning staff in Makassar City

Introduction. The goal of the mediation analysis is to see if the Islamic work ethic has a more significant effect on the instructors' organizational commitment than the direct effects of Islamic organizational culture, leadership, and Islamic spiritual intelligence. The importance of this study is to examine these variables in Islamic context. Materials and methods. The population of this research include teachers of Islamic boarding schools on Java region, Indonesia. Participants included 360 teachers who were selected randomly from Islamic boarding schools and questionnaire was distributed online through google forms. SPSS AMOS was used as a technique for structural equation modeling to evaluate the expected direct effect of variables on commitment. To test the hypothesized indirect effect, Sobel test was employed. AMOS was used to evaluate the structure of interrelationships with one comprehensive technique. Research results. Islamic organizational culture, Islamic leadership, and Islamic spiritual intelligence significantly affect Islamic work ethic with (β=0.085, 0.292, 0.244) Respectively. When it comes to Islamic corporate culture, Islamic leadership, Islamic spiritual intelligence, and Islamic work ethics have a significant impact with (β= 0.060, 0.250, 0.206, 0.112) respectively. The findings of the mediation study reveal that Islamic organizational culture, leadership, and spiritual intelligence influences organizational commitment through Islamic work ethic with (β= 0.019, 0.027, 0.044) respectively. The total effect analysis shows that the most effective path to increase teachers’ organizational commitment is Islamic leadership – Islamic work ethic – organizational commitment. Conclusion. This study evaluates the Integrative Model of Organizational Behavior by Colquitt (2016) applied in Islamic Boarding School. The model consists of contemporary leadership and individual characteristic as the antecedent. The mediating variables of the model consist of individual mechanisms such as trust, justice, and ethic. Individual performance and organizational commitment are the model's outcomes. These variables, on the other hand, do not represent the Islamic viewpoint as a whole. As a result, this study aims to assess the role of Islamic principles in the model. The study employs reliability and validity tests to get reliable and valid measures. The findings revealed that the evaluation model is proven to improve organizational commitment at Islamic Boarding School. Another theoretical contribution of this research is to provide more information to answer why there are differences in result of research’s.

Employee performance is one of the important factors in determining the success of an organization. Employee performance can be affected by a variety of factors, including Islamic leadership and Islamic work ethics. Islamic leadership is a leadership style that is based on Islamic values, whereas Islamic work ethics is a set of values and norms that govern the work behavior of a Muslim. This study aims to examine the influence of Islamic leadership and Islamic work ethics on employee performance with work motivation as an intervening variable. This research uses quantitative methods with a survey approach. The study population were employees in a private company in Indonesia. The study sample amounted to 95 employees who were taken randomly. Data was collected through questionnaires. The results of the study are as follows: Islamic Leadership has a positive and significant influence on Work Motivation, Islamic Work Ethics has a positive and significant influence on Work Motivation, Islamic Leadership has a positive and significant influence on performance, Islamic Work Ethics has a positive and significant influence on performance, Work Motivation has a positive and significant effect on performance, Islamic Leadership has a positive and significant effect on Performance through Work Motivation, this means that work motivation can mediate between Islamic leadership variables and performance variables and shows that Islamic Leadership can be used as a variable that can improve performance, Islamic Work Ethics has a positive and significant effect on Performance through Work Motivation, this means that work motivation can mediate between Islamic work ethics variables and performance variables and shows that Islamic work ethics can be used as variables that can improve performance.
 Keywords: Islamic leadership, Islamic work ethic, work motivation, employee performance.

This study aims to examine the effect of Islamic leadership and Islamic work ethic on performance with work motivation as an intervening variable. The variables in this study consisted of three types of variables, namely independent variables which included Islamic leadership and Islamic work ethics. The dependent variable includes performance and the intervening variable, namely work motivation. The population in this study were PNS teachers at MTs Negeri 5 Kebumen, amounting to 48 people. The sampling technique is a total sampling because the number of respondents is relatively small so that the entire population is used as a sample. The results showed that Islamic leadership had a positive effect on work motivation. Islamic work ethic has a positive effect on work motivation. Islamic leadership has a positive effect on performance. Islamic work ethic has a positive effect on performance. Work motivation can mediate between Islamic leadership and performance and work motivation can mediate between Islamic work ethics and performance.

The purpose of this article is to determine the effect of Islamic leadership in improving employee performance. The method used in this article is to use a simple article review or a mini literature review based on finding answers to scientific questions according to the purpose of this article used in the database (Emerald, Researchgates and Google Scholar) which article a decade. The Results is Islamic leadership which consists of four characteristics and can be expanded to 25 characteristics can influence the culture of Islamic organizations so that the employee has an Islamic work ethic that can ultimately improve the performance of the employee. So, Islamic leadership can improve employee performance by being mediated by Islamic work ethics through organizational culture. Keywords: Islamic leadership, employee performance, Islamic work ethics

This research is aimed at analyzing and determining the significance of the effect of Islamic leadership on the Islamic performance, analyzing and determining the significance of the effect of Islamic work ethic on the Islamic performance, analyzing and determining the significance of the effect of Islamic organizational culture on the Islamic performance, analyzing determining the significance of the leadership on the Islamic performance with Islamic organizational culture as moderating variable, and analyzing and determining the significance of the effect Islamic work ethic on the Islamic performance with Islamic organizational culture as moderating variable.The population of this research are all 261 employees working in Islamic Hospital of Siti Hajar Mataram. The sample were 72 respondent. The analysis were performance to examine the hypothesis with PLS-SEM analysis using smartPLS 3.0.The research showed that the Islamic leadership had positive but no significant effect on Islamic performance, the Islamic work ethic had positive and significant effect on Islamic performance, the Islamic organizational culture had positive and significant effect on the Islamic performance, the Islamic organizational culture did not strengthen the effect Islamic leadership on the Islamic performance, while the Islamic organizational culture strengthened the effect Islamic work ethic on the Islamic performance. Keywords : Islamic leadership, Islamic work ethic, Islamic organizational culture, Islamic performance.

Purpose This study aims to explore the impact of ethical leadership on task performance and contextual performance, with Islamic work ethics serving as a mediating variable in the banking sector. The research gap examines how ethical leadership influences employee performance within the dynamic context of Indonesia’s banking industry. Design/methodology/approach A quantitative approach was used, using structural equation modeling to analyze data from banking employees in Lampung, Indonesia. Data were gathered through validated questionnaires, and SmartPLS 4 was used for analysis. The Islamic work ethics measurement was modified with a Likert scale featuring customized items to reduce social desirability bias. Findings This study finds that ethical leadership significantly impacts contextual performance but does not directly influence task performance. Islamic work ethics mediates the relationship between ethical leadership and both performance dimensions, indicating that it enhances the positive effects of ethical leadership on employee performance. Research limitations/implications The research is limited to the Indonesian banking sector, potentially restricting the generalizability of the findings. Future studies should explore these relationships across different cultural and industrial contexts. Practical implications By fostering ethical leadership and reinforcing Islamic work ethics, banks can improve individual task outcomes and sustain organizational effectiveness. Social implications This study underscores the importance of integrating ethical leadership with culturally relevant values, such as Islamic work ethics, to optimize employee performance. Originality/value The research adds to the literature by highlighting the critical role of Islamic work ethics in mediating the relationship between ethical leadership and employee performance in the banking sector.

This study examines four factors that are suspected to be causally influential on organizational commitment of Nahdlatul Ulama University employees, Surabaya. The purpose of this study was to determine whether or not there was an influence of organizational culture, Islamic Leadership and Islamic Work Ethic on organizational commitment of the employees of Nahdlatul Ulama University, Surabaya. with job satisfaction as a mediating variable. The population of this study was all employees of the University of Nahdlatul Ulama, Surabaya, which consisted of 227 lecturers and 135 education staff and was determined to be the sample with the formula from green as many as 122 people. Data collection used a questionnaire consisting of 69 questions which were previously tested for validity and reliability. The data analysis technique in this study used Partial least squares (PLS). The results showed that organizational culture, Islamic Leadership, Islamic Work Ethic had a direct and significant positive effect on organizational commitment. organizational culture and Islamic Leadership have a direct and significant positive effect on job satisfaction as well. however, Islamic Works Ethic has an effect on job satisfaction but not significantly. Job satisfaction mediates the relationship between organizational culture and Islamic learning on organizational commitment. Job satisfaction does not mediate the effect of the relationship between Islamic work ethics on organizational commitment.

This study aims to determine the effect of Islamic leadership, Islamic work ethic, and intellectual intelligence on employee performance with Islamic organizational culture as a moderating variable. The sample selection in this study was carried out by purposive sampling. Collecting data using a questionnaire. Based on the criteria, 120 respondents became the samples. Respondents must meet requirements such as Islam, a bachelor’s degree, and have 3 years of experience in Islamic banking. Hypothesis analysis using SPSS. The analytical technique used in this study is multiple regression analysis or Moderate Regression Analysis (MRA) to examine the interaction between variables. The results of this study indicate that Islamic Leadership, Islamic Work Ethics and Intellectual Intelligence can affect employee performance. Then Organizational Culture is not able to moderate the influence of Islamic Leadership and Islamic Work Ethics on Employee Performance, but organizational culture is able to moderate Intellectual Intelligence on Employee Performance.

PurposeMoral leadership is a common leadership style in Chinese society and is of great significance to Chinese organizations. Unethical employee behavior also widely exists in all kinds of social organizations and brings great harm. The research on the relationship between moral leadership and unethical employee behavior has not been involved yet, but it is important. This paper studies how moral manager (senior leader) leadership trickles down to unethical employee behavior through moral supervisor (employee direct supervisor) leadership, and discusses the moderating effect of LMX and ethical climate.Design/methodology/approachThrough the questionnaire survey of 406 pairs of leaders and employees, and use multilevel path analysis, we test the hypothesis in this paper.FindingsThe research results show that (1) Moral manager leadership is negatively related to unethical employee behavior. (2) Moral supervisor leadership mediates the relationship between moral manager leadership and unethical employee behavior. (3) LMX positively moderates the relationship between moral manager leadership and moral supervisor leadership, and moderates the mediating effect of moral supervisor leadership. (4) Ethical climate positively moderates the relationship between moral supervisor leadership and unethical employee behavior, and moderates the mediating effect of moral supervisor leadership.Originality/valueFirst, this study further proves that moral leadership is a popular positive leadership among the three dimensions of paternalistic leadership that extends its influence to unethical employee behavior. Second, this study traces the source of the moral leadership of employees' supervisors and reveals the action mechanism of how moral manager leadership affects unethical employee behavior. Finally, LMX provides the organizational context of the trickle-down effect and the occurrence of unethical employee behavior.

Challenging, novel, and educational experiences are critical contributors to effective leader and follower development, in part, because such developmental experiences enable people to reconceptualize their perceptions about the traits and characteristics of effective leaders, or their implicit leadership theory (ILT). To understand how ILTs develop throughout developmental experiences, we examine the ILTs of 276 undergraduate students at the beginning and end of their first year of college. Using an open-ended ILT response format, a unique ILT trait of integrity emerged along with the dominant ILT traits of sensitivity, charisma, and dedication identified in previous literature. Overcoming limitations of the factor-based ILT approach, we investigate the development of ILT constellations, allowing a holistic picture of ILTs and how they throughout a developmental experience. Based on cluster analyses, four constellations of ILT themes emerged. Participants shifted to different ILT constellations after a year in college, moving from a non-descript, varied constellation toward constellations with clearly defined, dominant themes. Exploratory analysis revealed that completion of leadership coursework partially explains the shift towards more descript ILT constellations. Results have implications for new methods of future research using the ILTs constellation perspective and the practice of undergraduate leadership education in facilitating leader development among college students.

<p>This study examines how healthcare professionals' performance in Islamic hospitals after the COVID-19 epidemic is affected by Islamic Work Ethics (IWE) and Ethical Leadership. Descriptive statistical analysis and a quantitative approach were employed in this study. A stratified random sample of healthcare professionals from Kudus Regency's Islamic hospitals was collected. A total of 157 respondents completed a standardized questionnaire that was used to gather the data. The suggested linkages and data analysis were tested using SmartPLS. This study found that IWE and ethical leadership significantly impact healthcare professionals' job performance. Furthermore, ethical leadership positively affects the IWE, and the IWE partially mediates the relation between ethical leadership and job performance. Only healthcare professionals working in Kudus, Jawa Tengah's Islamic hospitals, are included in this study. Therefore, future studies may involve experts from a larger range of industries to obtain a more comprehensive understanding. This study presents a fresh viewpoint by investigating the concurrent relationship between IWE, job performance, and ethical leadership in Islamic hospitals. Additionally, this study focuses on Islamic hospitals, which uniquely integrate Islamic values into workplace practices, especially in the post-pandemic era.</p><p> </p>

This research aims to describe the Islamic leadership and internalization of Islamic work ethic implemented in the sharia hotels. Besides, this research tries to explore the effect of Islamic leadership and Islamic work ethic on the employee productivity in the sharia hotels in Bandung. The unit of analysis and observation in this research are employees of sharia hotels in Bandung. The sample was taken using a simple random sampling method, and the data were processed using the Partial Least Square (PLS), expected to describe the effect between the variables and the degree of the manifest variable in constructing the latent variable within the limited observation unit. The results showed that the Islamic leadership and internalization of Islamic work ethic in the sharia hotels in Bandung are strong. The Islamic leadership and Islamic values positively affect the productivity of the employees.

The purpose of this research is to examine the effect of Islamic leadership and Islamic work ethics on employee performance of Islamic banks in Riau province, whereby Islamic organizational culture became the mediator variable. This research employs the Structure Equation Model (SEM) based on Partial Least Square (PLS) with the help of SmartPLS 3.0 M3 software. The data were collected by using a questionnaire from 275 respondents. The respondent in this research was an employee of Islamic banks in Riau Province. The result showed that Islamic leadership, Islamic work ethics, and Islamic organizational culture positively and significantly influence on employee performance of Islamic banks in Riau province. On another side, the Islamic leadership mediated by Islamic organizational culture does not significantly influence on employee performance of Islamic Banks in Riau Provence. The finding of this research suggests that to enhance the role of Islamic leadership to create Islamic organization culture and Islamic work ethics increasingly would be an effect on employee performance of Islamic Bank in Riau province.
 JEL Classification Codes : M1, G21, M540.

The purpose of this research is to examine the effect of Islamic leadership and religiosity on employee performance in organizations. Transformational theory and Islamic work ethics are the theoretical foundations of this research. Previous studies have shown that Islamic leadership and individual religiosity have a positive effect on employee performance through factors such as job satisfaction, organizational commitment, and Islamic work ethics. This study uses secondary research methods by collecting relevant and publicly available data from previous studies. The data will then be processed using descriptive analysis techniques to provide an overview of the relationship between research variables. The results of the analysis show that Islamic leadership has an effect on employee performance, but religiosity has no significant effect on employee performance. This shows that leaders who apply the concept of Islamic leadership and pay attention to the spiritual aspects of their subordinates can positively influence their performance.