Effect Of Islamic Work Ethics Research Articles

Pengaruh Etika Kerja Islami dan Kualitas Pelayanan Pedagang terhadap Kepuasan Pelanggan di Pasar PON Jombang

The market is a certain place for the meeting of people who carry out trading activities (buying and selling) of goods and services. Jombang is an area that has the nickname as "Santri City", which in accordance with the expectations of the nickname is the creation of the behavior of a good trader and away from bad deeds and will affect satisfaction. However, not all traders in the market reflect this, there are several influencing factors, namely Islamic work ethics and service quality. The application of good work ethics in Islam is very important, because in it will create muamalah activities that are maslahah. Thus, this study aims to analyze the effect of Islamic work ethics and the quality of merchant services on customer satisfaction in the Pon Jombang market. The research method used is descriptive quantitative research with multiple linear regression analysis with SPSS 25 analysis tools. The sample used was 100 respondents through a questionnaire with predetermined criteria. The results of the study state that there is an influence of Islamic work ethics and service quality on customer satisfaction. This research is expected to be able to bring benefits to readers in order to add insight and traders are able to apply Islamic law in buying and selling activities.

Examining the influence of Islamic work ethics, organizational politics, and supervisor-initiated workplace incivility on employee deviant behaviors

ABSTRACT This study investigates the connection between following Islamic work ethics (IWE) and workplace deviance, and explores the role of perceived organizational politics as a mediator and the impact of incivility initiated by supervisors as a second-stage moderator. Data were collected via a two-wave survey of 205 professionals in various industries. Results show that those who adhere to IWE exhibit a negative link to workplace deviance, as they have less involvement in organizational politics. The study also finds that incivility initiated by supervisors intensifies the positive relationship between perceived organizational politics and workplace deviance. Interestingly, the study shows that the effect of IWE in reducing workplace deviance through organizational politics is stronger when incivility is high. The findings offer valuable insights for organizations on the positive impact of adhering to IWE on reducing perceived organizational politics and workplace deviance.

Islamic Work Ethics, Good Corporate Governance Practices and Fraudulent Financial Statements

This study examined the effects of Islamic work ethics (IWE) and good corporate governance (GCG) on fraudulent financial statements (FFS) in Islamic financial institutions (IFIs). The study used a questionnaire survey to examine the relationship between IWE and GCG practises on FFS in IFIs. The finding revealed that IWE and GCG practices significantly influenced FFS through fraud prevention. This study gives banking and insurance professionals a practical grasp of the aspects to consider in the fight against fraud in financial statements. This is the first study that gives empirical evidence of the importance of Islamic work ethics in fraud prevention and its impact on FFS in IFIs in the context of Indonesia, the country with the highest Muslim population. This study suggests that policymakers and the financial services authorities should redouble their efforts to prevent fraudulent financial statements by instituting an effective anti-fraud strategy and integrating Sharia compliance auditing standards. These findings can also assist internal auditors around the globe in identifying the indicators that management may be considering FFS, thereby decreasing the likelihood of fraud occurring. Keywords: Islamic works ethics (IWE), good corporate governance (GCG) practices, fraud prevention, fraudulent financial statements (FFS), and Islamic financial institutions (IFIs)

The Effect of Islamic Work Ethics and Knowledge Sharing Behaviour and Organization Citizenship Behaviour and Its Impact on IMFIs Employee Performance (A Study on BMT and Kubu Raya Cooperative and Pontianak City)

This study aims to investigate the effect of Islamic work ethics and knowledge sharing behavior to organizational citizenship behavior and its impact on employee performance. The study uses two-stage sampling – purposive sampling and simple random sampling. The data is analyzed using structural equation modelling (SEM) AMOS 21. The study shows that Islamic work ethics has a significant effect on organizational citizenship behavior; whereas it does not have a significant effect on IMFIs employee performance. Knowledge sharing behavior affects significantly to IMFIs employee performance; however, it does not contribute significant effect on organizational citizen behavior. Organization citizenship behavior has a significant effect on employee performance.

Whether organizational citizenship behavior is triggered by employee CSR perception and spiritual values: the moderating role of Islamic work ethics

PurposeThe study aims to inspect the impact of employees’ perception of corporate social responsibility (CSR) and their spiritual values on their affective commitment and job satisfaction, which in turn may promote organizational citizenship behavior. Furthermore, this study examines the moderating effect of Islamic work ethics to identify whether they strengthen or weaken the proposed associations.Design/methodology/approachA survey instrument was devised to collect data from employees. The statistical analysis of the data was conducted using the Smart PLS software. Additionally, the research uses the “Partial Least Square-Structural Equation Modelling (PLS-SEM)” technique.FindingsThe findings of the study suggest that employees’ perception of CSR exhibits a positive association with affective commitment and job satisfaction. Likewise, employees’ spiritual values demonstrate a positive and significant correlation with affective commitment and job satisfaction. Finally, the outcomes reveal that affective commitment and job satisfaction play a major role in fostering organizational citizenship behavior. Moreover, Islamic work ethics positively and significantly moderate the relationship between employee CSR perception and affective commitment and between employee CSR perception and job satisfaction.Originality/valueThis research study endeavors to fill the gaps in the current literature by investigating two crucial aspects of employees: their perception of CSR and spiritual values. Additionally, the study includes Islamic work ethics as a moderator to provide a more comprehensive understanding of how these factors contribute to fostering organizational citizenship behavior. This work highlights the significance of spiritual values and social responsibilities in employees’ lives and how Islamic work ethics shape their behavior accordingly.

Does employee relations climate mediate the effect of Islamic work ethics on organizational performance? Evidence from Qatar

Purpose Building on the resource-based view (RBV) and the theory of other orientation, this study aims to examine the association between Islamic work ethics (IWEs) and organizational performance highlighting the role of employee relations climate as an underlying mechanism. Design/methodology/approach Data were collected from 239 employees working in diverse sectors in the state of Qatar. Structural equation modeling of partial least squares was used to analyze the data of the study. Findings The results suggest that IWEs positively impact organizational performance and employee relations climate. Furthermore, employee relations climate demonstrated to play a mediating role in the IWEs-organizational performance link. Practical implications The study can be used by administrators pertaining to the importance of IWE and employee relations climate to cultivate higher organizational outcomes such as organizational performance. Originality/value This research is distinctive as it examines the connection between IWEs and organizational performance in Qatar, a country where the influence of Islamic values and beliefs on work ethics is profound. In addition, the research sheds light on a topic that has received little attention in the literature: the significance of the workplace climate in determining how IWEs affect organizational performance. Finally, the research integrates two important theoretical frameworks, the RBV and the theory of other orientation, to create a comprehensive model that explains the complex relationship between IWEs, employee relations climate and organizational performance.

The Effect of Islamic Work Ethics, Work Strees, and Work Life Balance on Employee Performance with Work Loyalty as an Intervening Variable at Bank Sumut Syariah KCP Katamso Medan

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.

ORGANIZATIONAL COMMITMENT, EMPLOYEES PERFORMANCE AND ISLAMIC WORK ETHICS: HALAL RESTAURANT PERSPECTIVE

Halal restaurants are a staple for Muslims. Employee performance is an important element in increasing the number of visitors to halal restaurants. This study aims to analyze the effect of Islamic work ethic on employee performance, the effect of Islamic work ethic on organizational commitment; and the effect of organizational commitment on employee performance. This study uses a type of quantitative research. The population in this study is all halal restaurant employees who have halal certification in Indonesia. Sampling using purposive sampling with certain criteria. Data collection techniques using a questionnaire. While the data analysis of this study uses SEM PLS.The results of this study indicate that the Islamic work ethic variable has an influence on employee performance, Islamic work ethic has a positive effect on the dimensions of organizational commitment. In addition, the results of this study indicate that organizational commitment variables affect employee performance. This research has two contributions, namely empirical and policy aspects. The results of this study are additional literature related to empirical evidence of the influence of Islamic work ethics and organizational commitment to halal restaurants. In addition, the results of this study help halal restaurants in sustainable development.

DETERMINATION ON THE RESPONSE AMONG QUANTITY SURVEYORS TO BENEFICIAL OF IMPLEMENTING ISLAMIC WORK ETHICS (IWE) IN MALAYSIAN CONSTRUCTION INDUSTRY

The concept of Islamic Works Ethics (IWE) is a ground-breaking one in terms of ethics and professionalism. It is founded on Islamic teachings and principles, which are based on faith. Implementing IWE has a number of advantages, including increased job satisfaction, performance, organisational commitment, growth in behaviour and manners, motivation, and more. Regrettably, only a small number of businesses, particularly in Malaysia's construction industry, have integrated IWE into their operations. Based on previous studies, mostly researcher focused on implementation IWE in construction industry as general not specific towards person who are involed in the construction. As a result, the objective of this article is to determine the response among Quantity Surveyors in the Malaysian construction industry on beneficial of implementation on IWE. The questionnaire was given to the quantity surveyor who works in Kuala Lumpur in order to accomplish the objective. There were 68 responses in all, accounting for 85% of the response rate. The finding was reported as descriptive statistics, and the most recent SPSS version was used to determine the means of each variable. It concluded that the IWE contribute positively to organisational commitment, work satisfaction, and justice. Hence, this article looks insights of the effects of Islamic work ethics (IWE) on employees’ behavior in construction industry in Malaysia.

The Influence of Islamic Work Ethics and Islamic Leadership on Organizational Commitment and Performance of Government Employees (Study on the Makassar City Cleanliness Task Force)

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

The Mediating Role of Islamic Job Satisfaction on Relationship of Islamic Work Ethics on Intention to Leave

Purpose: This study aims to explore the effect of Islamic work ethics on intention to leave. This study also examines the indirect effect of Islamic work ethics on intention to leave using Islamic job satisfaction as a mediator. Design/methodology/approach: This study used a saturated sampling technique with a sample size of the 77 employee at all Islamic banks in Ternate City, North Maluku Province. SEM-PLS is used to test the hypothesis. Findings: The study results found that Islamic work ethics had a negative and significant effect on intention to leave; Islamic work ethics also had a positive and significant effect on Islamic job satisfaction. Islamic job satisfaction has a negative and significant effect on intention to leave. Islamic job satisfaction partially mediates the influence of Islamic work ethics on intention to leave. Research limitations/implications: Sources of reference regarding Islamic job satisfaction are still conceptual and very limited are the results of research on Islamic job satisfaction in field of management and organization. Practical implications: This research generates theoretical findings in strategic human resource management science which states that values ​​of Islamic work ethics and Islamic job satisfaction will generate benefits for all organizational stakeholders. Social Implications: Values ​​in Islamic job satisfaction and Islamic work ethics will be able to guide a Muslim individual in working from values ​​related to his relationships with fellow humans and values ​​in behavior that in essence humans are created to serve Allah and as the caliph of Allah. as well as to prosper the earth. Originality/value: This research employ Islamic job satisfaction as a mediating variable. Unlike job satisfaction in general, Islamic job satisfaction has several aspects (ruhiyyah, aqliyyah, nafsiyyah and jasadiyyah) to obtain job satisfaction

A Conceptual Framework For Employee Performance In The Islamic Hospitality In Indonesia

Background – There are pressures experienced by Islamic hospital employees in Indonesia who are exposed to negative workplace gossiping and toxic leadership has an effect on the performance of Islamic hospital employees in Indonesia. These problems can be minimized by applying an Islamic work ethics in order to improve the employees performance of Islamic hospital in Indonesia.
 Purpose – The purpose of this study was to determine the performance of employees at the Indonesian Islamic Hospital.
 Design/ Methodology/ Approach – This study uses the COR basis in analyzing phenomena and research findings. The population of this study was medical staff throughout the Indonesian Islamic Hospital. The number of samples was determined using the Isaac equation table so that a total sample of 300 respondents was obtained. Retrieval of data using questionnaires that are distributed online. Measurement data uses answers Strongly Agree, Agree, Netral, Disagree, Strongly Disagree, with a rating scale of 1 to 5 Data processing uses the SMART PLS3 application.
 Findings – The findings of this study revealed that staff performance at the Indonesian Islamic Hospital is significantly impacted by toxic leadership negative workplace gossiping, and islamic work ethics. This can be seen from the results of the discriminate validity test and the final results of Smart PLS3 data processing.
 Conclusion – The study's findings are consistent with another study that found that Indonesian Islamic Hospital employees perform better when they adhere to islamic work ethics has a significant positive effect on Employee Performance. Meanwhile, toxic leadership and negative workplace gossiping significant negative effect on employee performance at the Islamic Hospital in Indonesian.
 Research Implication – The results of this study are expected to be input for managers in Islamic Hospitals in Indonesia, especially knowing the effect of Islamic work ethics, Toxic Leadership, Negative Gossip in the Workplace on employee performance as an intervening variable, becoming learning material and applying knowledge in the field of management, especially in the field of management of human resources and can be an additional reference for further research and as a consideration for Islamic Hospitals in Indonesia which are facing similar problems.
 Research Limitations – The results of this study can be an opportunity for further research development by focusing on more specific target respondents and adding variables that have a role in Islamic work ethics, toxic leadership, and negative workplace gossiping to improve employee performance at the Indonesian Islamic Hospital.

Encouraging employees' voice behavior through Islamic work ethics: The role of team cohesion

The current study aims to open new insights into employee voice through religiosity and team cohesion approaches. Specifically, this study examines the effect of Islamic work ethics (IWE) as an antecedent of team cohesion and employee voice. The research model includes the intermediate and moderator roles of team cohesion to provide a more comprehensive insight into explaining the voice of employees through IWE. The data were collected from 227 university lecturers using a time-lagged approach; the model was analyzed with PLS-SEM. The analysis results confirmed all hypotheses where IWE is positively related to team cohesion and employee voice. Additionally, it has been demonstrated that team cohesion determines employee voice, mediation, and moderation in the relationship between IWE and employee voice.
 Public interest statement
 Employees can provide helpful information regarding work procedures, difficulties encountered, and areas for development. Companies may utilize their insights to identify current issues, examine their origins, and develop more efficient solutions by incorporating people in problem-solving and decision-making. This study offers new insights into studying employee voice through a religious approach (IWE) and team cohesion.
 Article historyReceived: 5/3/2023 | Revised: 5/28/2023 | Accepted: 5/28/2023 | Online First: 5/29/2023

Factors Affecting Job Satisfaction and Intention To Leave Work in Zakat Institutions

This study aims to analyze the effect of Islamic work ethics, competency, on job satisfaction and its impact on turnover intention with the work environment as a moderating variable. The context of the study (study situation) was carried out at the Muhammadiyah Zakat Institution by distributing questionnaires via the google form. Questionnaire distribution technique with Snowball sampling. The sample in this study were all 179 amil zakat administrators at Muhammadiyah Zakat Institutions (Lazismu) spread across 19 district/city lazismu representatives in North Sumatra Province. The data used in this research is primary data. The test results show that: (1) Islamic work ethics has a significant positive effect on job satisfaction. (2) Competence has a significant positive effect on job satisfaction. (3) Work environment can moderate the effect of Islamic work ethics on job satisfaction. (4) Work environment cannot moderate the effect of competency on job satisfaction. (5) Job satisfaction has a significant negative effect on turnover intention. (6) Job satisfaction can mediate the effect of Islamic work ethics on turnover intention. (7) Job satisfaction can mediate the influence of competence on turnover intention.

Islamic work ethics and employees’ prosocial voice behavior: The multi-role of organizational identification

This study aims to uncover the direct and indirect effects of Islamic work ethics (IWE) on prosocial voice behavior in the education sector in Indonesia. Organizational identification has also been investigated extensively as a mediator and moderator of the relationship between IWE and prosocial voice. Self-rated questionnaires were distributed to teaching staff at various universities, and 271 participants were selected for analysis and hypothesis testing. The PLS-SEM results confirmed that IWE positively affect organizational identification and prosocial voice. It was also confirmed that organizational identification acts as a mediator and effective moderator of the relationship between IWE and prosocial voice. This study adds to the knowledge of IWE literature by examining its role in developing organizational identity and prosocial voice. Furthermore, this study offers new insight by exploring the multi-role of organizational identification in the proposed model.

THE EFFECT OF ISLAMIC WORK ETHICS ON EMPLOYEE PERFORMANCE AND COUNTERPRODUCTIVE WORK BEHAVIOR: EXAMINING THE ROLE OF JOB SATISFACTION

The current research investigated the effect of Islamic work ethics on employee performance and counterproductive work behavior with job satisfaction as a moderator between Islamic work ethics and employee performance as well as counterproductive work behavior. This study was conducted in light of the other-orientation theory. This is empirical, quantitative and surveybased research and data was collected from 350 employees of different banks in Islamabad and Rawalpindi. Analysis of the data was done using SPSS and AMOS and hypotheses were tested through the regression analysis process. Results indicated that Islamic work ethics have a positive relationship with Employee performance and a negative relationship with Counterproductive Work Behavior. The result of the research indicated that management and responsible authorities should promote Islamic work ethics among employees in order to enhance their satisfaction and high performance.

Enhancing Contextual Performance through Islamic Work Ethics with Mediating role of Normative Commitment

This study aimed to assess the Islamic work ethics and employees’ Contextual performance with mediating effect of normative Commitment on the governmental sector in Yemen. The study used cross-sectional survey was designed to assess the Islamic work ethics and employees’ Contextual performance with mediating effect of Normative Commitment on the governmental sector in Yemen. A total of 520 participants where randomly study employed a stratified random sampling SPSS 25, and Smartpls3 processed the gathered data. 520 participants were included in the survey, which was fairly enough to conduct this study. IWE -> ECP were found significant with level of significance of 0.01 (P<0.05,β= .368, t= 5.414, p=.000). Meanwhile, IWE -> NCS as well with at the significance level 0.01 (p<0.05,β= 0.661, t= 16.543, p= 0.000). finally, NCS's mediating role indirectly affects ECP through IWE. f^2=77% is considered an excellent effect size and R^244% considered a good fit to data. The study is unique based on its finding that reveals the effect of Islamic work ethics on contextual performance with mediating role of normative commitment. Furthermore, this current study's results may serve as guidance for employees’ awareness and implementation of the work ethics based on Islamic principles would motivate and improve contextual performance. In the same context, implementation of IWE in the governmental sector can further strengthen employee normative commitment and consequently enhance contextual performance and high productivity.

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

Studying the role of religion and its relationship to work outcomes is not new in cross-culture management, especially in globalization with the increase of interaction in cross-cultural settings. Islamic work ethics (IWE) have attracted the attention of academics studying the attitudes and behaviors of workers in Muslim societies. This study investigates the role of IWE as a mediator in the relationship between job satisfaction and performance. A stratified sampling technique was used to select 11 emergency departments from hospitals in Jordan. In total, 475 questionnaires were distributed to healthcare providers. Only 299 questionnaires were completed and returned to the research team. Data were analyzed using IBM SPSS version 25. Descriptive analysis, correlation, Cronbach alpha, and regression analyses were performed. The findings indicated that job satisfaction has a significant positive impact on IWE and job performance (B = 0.66, p < 0.001), (B = 0.58, p < 0.001), respectively. The findings also indicated that IWE directly and positively affects job performance (B = 0.70, p < 0.001). Overall, the results supported that IWE partially mediates the relationship between job satisfaction and performance. Similarly, job satisfaction was also found to be an essential predictor of IWE. In addition, job satisfaction indirectly affects job performance through IWE. Therefore, IWE plays an essential role in job satisfaction and performance relationship. This study is an attempt to create a conceptual framework that incorporated IWE into the relationship between job satisfaction and performance in the Arab working culture and tried to broaden the cross-cultural management study of religion by investigating the mediation role of IWE in the relationship between job satisfaction and performance. The current study contributes to expand our understanding of the importance of IWE to the relationship between job satisfaction and performance in the Arab cultural context, which has received less attention in management research.

The Effect of Islamic Work Ethics and Affective Commitment on Quality of Work Life and Turnover Intention of Sharia Bank

Maintaining the good performance of an employee must continue to be carried out by the company. This can be done by controlling the quality of work life and intention to leave, both of which are considered to be influenced by Islamic work ethics and affective commitment. Therefore, this study examined the effect of Islamic work ethic and affective commitment on the quality of work life and intention to leave. The object of this research is Bank BPD DIY Syariah. In this quantitative study, data were collected using a questionnaire distributed to employees of Bank BPD DIY Syariah. The questionnaires used in this study were 55 questionnaires that were analyzed using the SmartPLS 3.0 application. The test results show the positive influence of Islamic work ethic and affective commitment on the quality of work life. It was also found that the negative effect of Islamic work ethic on the intention to leave, while affective commitment had no effect on the intention to leave. Employees with Islamic work ethics and affective commitment show attitudes encouraging them to do their best. Employees focus on self-achievement, the relationship between employees and the company’s achievements. For this reason, bank management is expected to take several steps in order to improve Islamic work ethics and affective commitment to employees, such as incorporating Islamic work ethic values ​​in corporate culture and paying more attention to the needs and desires of employees.

ISLAMIC WORK ETHICS AND ENTREPRENEURIAL ORIENTATION TO MICRO BUSINESS' FINANCIAL PERFORMANCE IN MICRO BUSINESS OF MUSLIM FAMILY

This study focuses on the effect of Islamic Work Ethics (IWE) and Entrepreneurial Orientation (EO) on the Financial Performance (FP) of Muslim-family-owned-micro businesses in Indonesia. The sample was obtained from micro-enterprises registered with OK-OCE (social institutions that function as entrepreneurship centers in various districts). The purposive sampling method is used with the criteria of Muslim family-owned businesses and home industries that produce food and beverages, restaurants, and cafes. Using a SmartPLS software (PLS-SEM method), 246 micro-business data samples were processed and analyzed. The result shows that IWE has a significantly positive influence on EO; secondly, EO has a significantly positive influence on FP; while last, IWE has no significant impact on FP. However, the IWE indirectly positively affects financial performance through EO as the mediating variable. This empirical evidence contributes a novelty in Islamic Work Ethics and entrepreneurship literature, especially in Indonesia. For further research, there are several suggestions, such as using objective financial performance data; using other sectors or industries as the sample, such as the apparel industry; and including a moderating variable such as business regulation, etc.