Abstract
The objective of this study is to examine the effect of work ethics on work satisfaction and organizational commitment at the Sharia Bank. As many as 78 employees became respondents in the study. The data were obtained by utilizing a self-administered questionnaire and in-depth interviews, and analysed using Partial Least Squares (PLS). The findings in the study show that work ethics has a non-significant negative effect on work satisfaction while work ethics has a significant positive effect on organizational commitment. This study concludes that work ethics are very important for organizational commitment but that they cannot automatically create high job satisfaction. Work ethics and work satisfaction are not necessarily related, which might be due to the perception of fairness among the employees.
Highlights
Beyond salary, work ethics is able to influence human beings to commit or not to commit a crime
The main objective of this study is to examine the effect of work ethics on job satisfaction and organizational commitment
Good work ethics among the employees are shown by the employees who never receive a reminder letter; who provide services to the customers based on the company standard; who help each other in doing their job; and who provide feedback to the company
Summary
Work ethics is able to influence human beings to commit or not to commit a crime. In March 2011, the Indonesian public were shocked by the detention by the police of a Senior Relationship Manager of Citibank in Jakarta. The former manager was charged with conducting illegal transactions. The money represents a considerable sum for a father of three children who had been working for three years for a salary of Rp. 2.2 million per month. His personal circumstances did not cause him to take the money for his own personal needs. These two contradictory cases illustrate the lesson that a high salary is not sufficient to prevent people being corrupt while a low salary does not necessarily lead to corruption
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