Work Ethic Research Articles

Improving Work Engagement Strengthened by Self Efficacy and Organizational Culture

Employees' performance influences an organization's success; an organization will try to improve employee performance to achieve organizational goals; employees are an important factor. The success of an organization depends on the performance of its employees. This research analyzes the influence of self-efficacy and organizational culture on work engagement. Data analysis techniques use description analysis and regression analysis. Self-efficacy is formed from self-confidence, self-control, self-adjustment, self-effectiveness, and positive attitudes. Self-control is the biggest contribution to the formation of self-efficacy, reflected in remaining calm in the face of difficulties because you can rely on emotional abilities. Organizational culture is formed from involvement, consistency, adaptation, and mission. The greatest contribution to the formation of organizational culture is adaptation. This can be seen from the attitude of employees who always follow every change in organizational culture with full responsibility. Work engagement is formed from enthusiasm, dedication, and appreciation. The biggest contribution to forming work engagement is dedication, reflected in pride in the work done. Employee performance is formed from being service-oriented, accountable, competent, harmonious, and loyal. The greatest contribution to the formation of employee performance is competence, reflected in always improving one's competence to answer ever-changing challenges. Self-efficacy provides confidence and self-confidence in employees in their ability to be involved and contribute to work engagement, which can be seen in high work morale, enthusiasm for their work, and appreciation or focus in carrying out their work. Organizational culture guides employees in work behavior by providing an overview of the goals to be achieved together. Based on the research results, the following contributions are given. For the Pemalang Regency Government, leaders of government agencies can pay attention to matters related to self-efficacy behavior, organizational culture, and job design to improve employee performance.

Ethical work climate and organizational citizenship behavior in collectivist culture: does power distance matter?

PurposeDrawing from social exchange theory and a collectivist cultural framework, this study explores the relationship between ethical work climate and organizational citizenship behavior, considering power distance as a potential moderator.Design/methodology/approachThe study used standard scales to obtain data from 244 employees working in various private companies in India. Structural equation modeling was adopted to test the hypotheses using Analysis of Moment Structures (AMOS).FindingsThe study results show a significant relationship between ethical climate and organizational citizenship behavior. Ethical work climate influences power distance negatively. However, the results also show that power distance does not serve as a moderator between ethical work climate and organizational citizenship behavior.Practical implicationsCorporate leaders often expect employees to demonstrate organizational citizenship behavior, which is aimed at advancing the organization’s interests and outcomes. This study underscores the necessity for expanding the organizational vision to enhance the ethical work climate. Such an initiative not only promotes improved organizational citizenship behavior but also helps to reduce employees' perceptions of power distance within the organization.Originality/valueAmid extensive literature rooted in individualistic cultures, our study explores the relationship between ethical work climate and organizational citizenship behavior within a collectivist context. This research uniquely introduces the moderating role of power distance, offering new and distinct insights into this dynamic.

The Impact of Persuasive Communication, Transformational Leaderships, and Work Interest on Work Ethic

The Yogyakarta City Fire Department is located on Jl. Muja Muju. Umbulharjo, Yogyakarta City, is an implementing element of the government that has the responsibility of assisting the community in handling fires and rescues. In addition to extinguishing fires, firefighters are also trained to carry out evacuations such as accidents, natural disasters, and other emergency evacuations. So the importance of competent and qualified human resources (HR) is needed to support the work ethic and activities so that the mission of the company or an organization can succeed. This study aims to prove and collect empirical evidence that Persuasive Communication, Transformational Leadership, and Work Interest affect the Work Ethic of Employees of the Fire and Rescue Service of Yogyakarta City. By conducting this study, the researcher hopes that the results of this study can be an evaluation in improving the performance and work ethic of the relevant agencies. This type of quantitative research with 67 respondents, using a purposive sampling method. Data was collected using a questionnaire and Likert scale as a measurement. The results of the study partially and simultaneously all variables, namely Persuasive Communication, Transformational Leadership, and Work Interest, have a positive and significant effect on the Work Ethic.

Letters or not, here we come! A communal perspective on credentials needed for a productive career in veterinary pathology.

Veterinary pathology credentials serve as a concise means attesting to educational attainments and experiences indicating a readiness for professional practice. Given the cost, time, and stress associated with obtaining different qualifications, pathologists must consider what credentials enhance their readiness. In this commentary, the authors describe how their various degrees and certifications have facilitated their individual and organizational success. The minimum credentials for proficient veterinary pathology practice are a veterinary medical degree (DVM or equivalent) and advanced pathology training (residency and/or on-the-job "apprenticeship") ideally culminating in board certification in pathology (American College of Veterinary Pathologists [ACVP] diplomate status or equivalent). Graduate degrees (MS, PhD, MPH, etc) and/or other qualifications in allied biomedical fields (eg, board certification in internal medicine, laboratory animal medicine, poultry medicine, preventive medicine, or toxicology) may improve employability by affirming specialty knowledge in another complementary discipline. The authors note that pathology positions may be obtained without a long list of degrees or certifications, and that more credentials may provide occupational flexibility for some employers. However, a good work ethic, experience in the field, ability to adapt to changes, job satisfaction, good attitude, and demonstrated productivity are also important, and indeed, they are often the paramount criteria for career success as a veterinary pathologist.

Role of Islamic Work Ethic, Transformational Leadership Style, and Emotional Intelligence on Organizational Commitment

This study examines the influence of Islamic work ethic, transformational leadership style, and emotional intelligence on organizational commitment within the Al Bahjah Cirebon Formal Education Division. The population comprises all permanent teachers in the division, with a sample of 146 respondents selected for quantitative research. The data were collected via a questionnaire and analyzed using Smart PLS version 3.0. The findings indicate that an Islamic work ethic has a statistically significant impact on organizational commitment (t-statistic: 2.992, P-value: 0.003). Additionally, the transformational leadership style was found to have a positive effect on organizational commitment (t-statistic: 2.042, P-value: 0.042). 3) Emotional intelligence significantly contributes to organizational commitment (t-statistic: 2.251, P-value: 0.025). Collectively, these factors influence organizational commitment, with a coefficient of determination (R Square adjusted) indicating that they account for 30.2% of the variance. This suggests that while these three factors are important, 69.8% of the variance in organizational commitment is due to other variables not covered in this study.

Lived Experiences of Philippine National Police Drug Enforcers in the Eastern Visayas Region

Fighting illegal drugs adds a great deal of complexity to law enforcement, requiring officers to deal with a wide range of issues that go far beyond simply apprehending criminals. The research endeavor sought to investigate the experiences of Philippine National Police drug enforcers operating within the Eastern Visayas region. It set out to comprehensively examine the challenges encountered in implementing anti-illegal drug laws across six provinces and the subsequent strategies to navigate challenges. The phenomenological research design and purposive sampling were employed. The nine police drug enforcers based in Southern Leyte, Leyte, Eastern Samar, Biliran, Northern Samar, and Samar participated in the study. The research methodology predominantly relied on qualitative interviews to gather data. The findings highlighted a multitude of challenges faced by police drug enforcers, including obstacles in case development, limited resources, interpersonal variances among leaders and team members, and adverse feedback from the subjects’ relatives and the wider community. Notwithstanding these challenges, the enforcers demonstrated resilience by upholding strong work ethics, optimizing their resources for anti-illegal drug operations, fostering camaraderie, and nurturing positive relationships within the community. Furthermore, the study underscored the necessity for advocating increased budgetary allocations, enhanced mobility, and fortified armaments for anti-drug operations to safeguard the well-being and security of the enforcers. In addition, the research proposed an intervention program to strengthen the implementation of anti-illegal drug laws in the Eastern Visayas region. Keywords: Criminal justice education, Anti-illegal drug law, lived experiences

The Mediating Role of Work Motivation in the Relationship Between Work Ethics, Workload, and Work Commitment among Service Company Employees in KLANG Valley, Malaysia

The Mediating Role of Work Motivation in the Relationship Between Work Ethics, Workload, and Work Commitment among Service Company Employees in KLANG Valley, Malaysia

TANTANGAN PENGEMBANGAN E-LEARNING KAMPUS MERDEKA BELAJAR

With the implementation of the Merdeka Belajar Kampus Merdeka (MBKM) Curriculum in 2020, the opportunities for online learning, particularly through the utilization of e-learning, have significantly expanded. How prepared are universities to realize this MBKM initiative, and what challenges do they face? This research aims to construct the development of e-learning to accelerate the Merdeka Belajar – Kampus Merdeka (MB-KM) Program at IAIN Sultan Amai Gorontalo and UHAMKA Jakarta. This descriptive research employs a mixed-methods approach. Data collection techniques include observation, interviews, and Focus Group Discussions (FGD). Data is analyzed using reduction, display, and conclusion techniques. The research findings indicate that the implementation of MBKM at universities, whether face-to-face or online, can be achieved through student exchanges within the same or different universities, entrepreneurial activities, and thematic community service/fieldwork activities. The design of e-learning development to accelerate the implementation of MBKM can be initiated through: (a) ensuring the accessibility and stability of internet, electricity, telephone, and other infrastructure networks, (b) selecting reliable and modern hardware and software, (c) establishing a strong IT management institution with adequate operational funding, and (d) preparing professional human resources with a high work ethic. The next step is to enhance the performance of university e-learning and study programs in terms of content performance, accuracy, format, appropriateness, ease of use, security and privacy, and response speed

Beyond tokenism: activism, resistance and rebellion

PurposeThe aim of this research was to explore and gain an understanding of the lived experiences of Black females transitioning from social work practice into academia and the support and barriers they experienced.Design/methodology/approachTo achieve this an adaptation of Wengraf (2004) Biographical Narrative Interview Model (BNIM) was employed alongside Braun and Clarke (2006) thematic analysis as foundation of the methodology employed in this study. Whilst the adverse issues relating to Black female academics is not new, the paper is original in the manner in which data was gathered.FindingsThe study identified four themes: (1) significance of early life, (2) passion for learning, (3) overcoming obstacles and (4) navigating academia. The case studies highlighted the various examples of resistance, rebellion and activism the Black female academics employed within UK universities. The paper concluded that despite the positive messaging from families and communities, about pursuing education, and the need for having a strong work ethic, the progress that can be achieved by Black female academics is limited due to the pervasive nature of racism, therefore dispelling the myth of meritocracy.Research limitations/implicationsThe research sample was small and therefore not easily generalisable to the whole population. The findings of the paper will need to be considered as a contribution of knowledge to the issue of structural racism.Originality/valueWhilst the adverse issues relating to Black female academics is sadly not new, the paper is original in the manner in which data was gathered. Namely, the academics were both researchers and the participants, therefore simultaneously providing and analysing the data.

How Islamic work ethics predict work engagement: a double mediation model

PurposePositive work attributes and moral behaviors are vital for creative organizations, their people and sustainable work systems. The twofold purpose of this study is first, to describe the concept and importance of work ethics in the light of Quranic verses, and second, to examine the link that explains how Islamic work ethics (IWE) predicts work engagement in an individual. A dual mediation path is identified and tested.Design/methodology/approachData were collected using a cross-sectional design, and a sample of 373 health-care employees provided empirical evidence for the conceptualized model.FindingsResults showed full mediation for both mediators, meaning individuals demonstrating higher IWE have strong cognitive and emotional resources that help them to immerse in work constructively. Data was analyzed using SPSS V.16. Implications and future directions are further discussed.Originality/valueThis paper contributes to the scant area of identifying IWE consequences in contemporary organizations and extends the understanding of work engagement by linking it with an affective resource as a potential mediator in the mechanism.

An Exploration of the Contemporary Work Ethic of IT Industry Employees in the United States

This study contributes to the growing body of research identifying work ethic as an integral part of organizational performance. IT work in the U.S. is an essential component of the contemporary work environment as the dependency on technological resources increases. Relying on IT workers as respondents, this study examined multiple aspects of work ethic including changes in its aggregate level over time, differences across work environments, relationships with demographics, and the influence of organizational culture. Results suggest that work ethic is relatively stable over time and across demographic categories. Important relationships between work ethic and organizational culture are discussed and the relevance to the IT profession are supported.

The Effect of Reward, Punishment on Satisfaction and Work Ethic and its Implication on Organizational Commitment (Empirical Study on Ministry of Religious Affairs Employees in the South Papua Province Region)

The research focused on the effect of the reward and punishment system on the level of satisfaction and work ethic of employees, and how to influence the organizational commitment of employees at the Office of the Ministry of Religion in the South Papua Province Region. The type of research used is quantitative. The total population totaled 159 people. The sampling technique uses a saturated sampling approach (census), which involves all members of the population. Data collection procedures through online questionnaires. The results of this study indicate that reward has a significant positive effect on job satisfaction, reward has a significant positive effect on work ethic, reward has no significant effect on organizational commitment, punishment has no significant effect on job satisfaction, punishment has no significant effect on work ethic, punishment has no significant effect on organizational commitment, job satisfaction has a significant positive effect on organizational commitment, work ethic has a significant positive effect on organizational commitment, job satisfaction mediates the effect of reward on organizational commitment, work ethic mediates the effect of reward on organizational commitment, job satisfaction does not mediate the effect of punishment on organizational commitment, work ethic does not mediate the effect of punishment on organizational commitment.

Book review: Leading Works in Health Law and Ethics

Book review: Leading Works in Health Law and Ethics

The Impact of Islamic Work Ethic on Employee Performance The Role of Knowledge-Sharing Behavior in Indonesia's Fast-Food Companies

The Impact of Islamic Work Ethic on Employee Performance The Role of Knowledge-Sharing Behavior in Indonesia's Fast-Food Companies

Pandemic Times and Health Care Exclusion: Attitudes Toward Health Care Exclusion of Undocumented Immigrants.

Most of the 11 million undocumented immigrants living in the United States are excluded from government healthcare programs. Yet, healthcare inequities pose significant dangers to all members of society during a pandemic. This project explores to what extent undocumented immigrants, in the context of a pandemic, can be seen as deserving of access to government healthcare programs. The first survey experiment explores whether work ethic can affect perceptions of undocumented immigrants as deserving of government healthcare programs. The second survey experiment tests to what extent appeals to fairness and self-interest, during a pandemic, shape healthcare deservingness attitudes. The results show that respondents view undocumented immigrants as less deserving of healthcare than citizens, even when undocumented immigrants have a solid work history. The second survey experiment, however, shows that appeals to fairness and self-interest trigger substantial increases in support for undocumented immigrants, both among Republicans and Democrats. The results suggest that while undocumented immigrants are seen as less deserving of access, appeals to fairness and self-interest can trigger increased support.

Millennials in the Workplace: How Well-Being Affects Work Morale

Work engagement is a form of employee behavior in working conditions where an employee shows hope, intention, and commitment to the work he is doing, so that the employee carries out the work more actively. One of the factors that influence employee engagement is workplace welfare. This study aims to determine the relationship between working well-being and attachment in millennial generation employees. This research method uses a quantitative approach. The subjects of this study were 250 millennial generation employees who were selected using a purposive sampling technique. The data collection method used is the scale of work welfare and work engagement. The data analysis technique used is the Kendall Tau correlation test. The results showed that the P value < 0.05 and the results of the correlation value of 0.241 which has meaning in this study show that there is a positive and significant relationship between workplace welfare and work attachment in millennial generation employees. The practical implication in this study is that workplace welfare has an effective role in increasing employee work engagement, with the existence of a supportive work environment, facilities, and superiors that can provide encouragement in employees to contribute more to work to achieve company goals.Work engagement merupakan bentuk perilaku karyawan dalam bekerja keadaan dimana seorang karyawan menunjukkan harapan, niat, dan komitmen dengan perkerjaan yang digelutinya, sehingga karyawan tersebut menjalankan pekerjaan dengan upaya yang lebih. Salah satu faktor yang memengaru work engagement pada karyawan adalah workplace well-being. Penelitian ini bertujuan untuk mengetahui Hubungan workplace well-being dan keterikatan pada karyawan generasi milenial. Metode penelitian ini menggunakan pendekatan kuantitatif. Subjek penelitian ini berjumlah 250 karyawan generasi milenial yang dipilih dengan menggunakan teknik purposive sampling. Metode pengumpulan data yang digunakan adalah skala workplace well-being dan work engagement. Teknik analisa data yang digunkan adalah uji korelasi Kendall Tau. Hasil penelitian menunjukkan bahwa nilai P < 0.05 serta hasil nilai korelasi sebesar 0.241 yang memiliki arti dalam penelitian ini menunjukkan bahwa terdapat hubungan positif dan signifikan antara workplace well-being dengan work engagement pada karyawan generasi milenial. Implikasi praktis dalam penelitian ini adalah workplace well-being memiliki peran efektif dalam meningkatkan work engagement karyawan, dengan adanya lingkungan kerja, fasilitas, serta atasan yang mendukung dapat memberikan dorongan dalam diri karyawan untuk berkontribusi lebih dalam bekerja sehingga tercapainya tujuan perusahaan.

Transformational Leadership, Work Ethic and Quality of Work Life Increase Teachers' Organizational Citizenship Behavior

Transformational Leadership, Work Ethic and Quality of Work Life Increase Teachers' Organizational Citizenship Behavior

PENGARUH ETOS KERJA, DISIPLIN KERJA DAN KEPEMIMPINAN TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA DINAS KETENAGAKERJAAN DI KABUPATEN SITUBONDO

The purpose of this research is to analyze and test the influence of work ethic, work discipline and leadership on employee performance through job satisfaction. The sampling technique is determined by Non-Probability Sampling using Total Sampling or saturated samples. Data analysis and hypothesis testing in this research used the Structural Equation Model - Patial Least Square (PLS-SEM). The results of the direct influence hypothesis test using the Smart PLS 3.0 application, show that work ethic and work discipline have a significant effect on job satisfaction, leadership has a positive but not significant effect on job satisfaction, work ethic has a negative but not significant effect on performance, work discipline has a positive but not significant effect. significant effect on employee performance, leadership has a significant effect on employee performance, job satisfaction has a significant effect on employee performance. The results of indirect hypothesis testing show that the work ethic variable on employee performance through job satisfaction has a positive but not significant effect, work discipline on employee performance through job satisfaction has a positive but not significant effect and leadership on employee performance through job satisfaction has a positive but not significant effect.

Empowering justice: female police officers’ perspectives on advocating for female victims in South Korea

ABSTRACT We conducted qualitative research in South Korea by interviewing female police officers to gain insight into the processes of female representation. The findings show that female officers generally accept representative roles for female victims. Still, such determination can manifest through various behaviours, which may not always translate into tangible law enforcement outcomes. Additionally, the male-dominant culture in police organizations may not directly affect female officers’ advocacy but may reduce their work morale, indirectly impacting their advocacy behaviour. We emphasize that the concept of active representation is not fixed, and various contextual factors can influence it.

Fundamental Concepts of Work Ethics in Islamic Perspective and Its Implementation in Islamic Bank Marketing

This article wants to discuss the basic concepts of work ethics in Islamic Perspective and its Implementation in Islamic Bank Marketing. This is important to do because ethics is one of the components that must exist in various activities including in the field of marketing in order to produce various benefits for various parties, and not harm other parties. The method used is a literature study. The data used in this research comes from library data, such as books, encyclopedias, dictionaries, journals, documents and other relevant data. The results of this research show that work ethics is something that is very important in work. Ethics guide, encourage and direct work attitudes and behaviour to values that are in line with religious teachings, legal and societal norms. Islamic bank marketing work ethics in principle aims to ensure the embedding of seeds of professionalism, sincerity, harmony and creating justice in public relations, thereby increasing dignity, and upholding human rights such as when carrying out promotions must use soft words, be polite and full of responsibility, be professional, transparent and the position of consumers or customers is placed as equal as partners. Being wise to competitors and the work culture created is different from conventional institutions.