Islamic Bank Employees Research Articles

PERAN RELIGIO TRANSFORMATIONAL LEADERSHIP DAN KOMITMEN ORGANISASI DAN BAGAIMANA MENINGKATKAN KINERJA KARYAWAN MELALUI MEDIASI SHARIA ENGAGEMENT

This study aims to analyze the role of religious transformational leadership and organizational commitment in improving employee performance with the involvement of sharia as a mediation. This research was conducted on Islamic bank employees in DKI Jakarta, West Java, and Banten Indonesia Provinces. The number of research samples taken was 213 respondents. Hypothesis testing was carried out using SEM. The research findings show that religion transformational leadership has a positive effect on sharia engagement and employee performance, then organizational commitment has a positive effect on sharia engagement and employee performance, then sharia engagement has a positive effect on performance. The originality value of this research finds a new concept of religious transformational leadership and a research model that can support employee performance improvement in Islamic banking.

Factors influencing PLS financing: the perspective of Indonesian Islamic banks employees

Purpose This study aims to examine the factors that influence profit–loss sharing (PLS) financing in Indonesian Islamic banks from the perspective of Islamic banks’ employees. Islamic banks have important role in influencing the amount of PLS financing distribution through their screening process. Design/methodology/approach This study uses questionnaires in collecting data that are distributed to the employees who process or handle PLS financing in Islamic banks in Yogyakarta, Indonesia. The independent variables are risk, financing screening process, analysis of financial statement and competency of the employees of Islamic banks. The data are processed using multiple regression. Findings This study finds that risk, the quality of financing screening process and the analysis of financial statement have positive influence on the PLS financing, whereas competency of employees of Islamic banks does not influence PLS financing. Practical implications The results of this study are expected to give contribution to increase the role of Islamic banks in encouraging PLS financing. The adequate screening, controlling and monitoring system in Islamic banks should be strengthened to encourage the quality of financing distributed. Originality/value Primary data are used in this study to know the perspective of Islamic bank employees in the financing division on the PLS financing. This study attempts to identify the perspective of employees who have direct relationship with the decision of financing in Islamic banks.

Peran Auditor Internal dalam Pendeteksian dan Pencegahan Fraud Pada Bank Syariah di Kota Bandung

Bareskrim Polri has named two BJB Syariah Bank officials in Bandung City as suspects in a fictitious credit case worth Rp 548 billion. This is one of the big cases that has tarnished Islamic banking, especially in the city of Bandung. The purpose of this research is to conduct a deeper study of the role of internal auditors in detection and prevention of fraud at Islamic Banks in Bandung City. The research method used is descriptive analysis and verification with the type of survey. The independent variable used is the role of the internal auditor. Meanwhile, fraud detection and prevention is used as the dependent variable. The population of this research is all Islamic Banks in Bandung City. The sampling technique used random sampling in order to obtain a sample of 60 Islamic Bank employees in the city of Bandung. The data analysis used was correlation coefficient analysis, determination and hypothesis testing. The role of the Internal Auditor affects Fraud Detection by 26.72%. Meanwhile, the role of the Internal Auditor has an effect on Fraud Prevention by 43.16%.

OPTIMIZATION OF HUMAN RESOURCES QUALITY IN IMPROVING THE PERFORMANCE OF ISLAMIC BANKING EMPLOYEES

The purpose of this study was to find and review the optimization of human resourcesquality in improving the performance of Islamic banking employees. The approach used in this study was a quantitative approach by using primary data obtained through questionnaires to the Islamic banking customers located in Lampung. Sampling technique used in this studywas purposive sampling with a sample size of 100 people. Analysis of the data used in this study was simple linear regression analysis. Based on the result, the study found that there are significant quality of human resources in improving the performance of Islamic banking at 10.3%. Therefore,it needs to do the optimization of human resources quality through various efforts such as the recruitment system, the planning and training given by the company toward the employees, improving the intelligence, creativity, perseverance, as well as the professionalism of the employees.

Integrating Workplace Spirituality, Total Quality Management, and Job Satisfaction

TQM needs comprehensive refashioning of "softer" methods whose components encompass the core concept of personnel management to be entirely practical and self-sustaining. The alleged usefulness of the people aspect of TQM's is essential than its technical side in influencing the presumed utility of customers. Thus, the successful execution of TQM programs profoundly depends on the motive, abilities, engagement, and role-powers of the participants in an organization. TQM is not just about solving problem but more about satisfying clients. Hence, this study investigated the interaction effect of soft Total Quality Management, employees’ Job Satisfaction and spirituality at work. The respondents were employees of Islamic banks in Indonesia. The hierarchical regression was considered to be the most appropriate analytical tool used for data analysis in this study. The findings showed that all dimensions of soft total quality management had a detrimental effect on job satisfaction. Moreover, stronger employees’ spirituality at work strengthen the association between soft TQM dimensions, except empowerment, with job satisfaction.

Patience and Work Engagement among Islamic Bank Employees

This research investigates Islamic bank employees’ work engagement and its correlation to patience. Work engagement is fulfilling and positive state of mind that is characterized by vigor, dedication, and absorption. Patience is a coping strategy which involves rational thinking, self-acceptance, self-control, and effort. By using accidental sampling, final participants were 169 employees working in Islamic bank who were varied in age, job position, employment status, tenure, educational background, and work location. Data was gathered by using two measures: The Utrecht Work Engagement Scale and Patience scale and it were analyzed using Pearson correlation. Patience is found to relate positively with work engagement (r = .603). Islamic bank management may conduct training about patience to enhance their employees’ engagement.

Human Resource Management Practices and Organizational Commitment in Yemen Islamic Banking Sector: The Mediating Role of Tribalism

This paper endeavors to propose a conceptual framework to determine the relationship between HRM practices and organizational commitment through the Tribalism Relations as a mediating variable in Yemen Islamic banks sector. Indeed, the rationale for introducing HRM practices is to increase employee commitment to ensure positive outcomes. The search for the answer to this question focuses on management's orientation of employees, departmental guidelines and career development practices, and their relationship to employees' level of commitment, using a random sample of Islamic bank employees. The study results show that there is a strong relationship between human resource management practices and organizational commitment in theory, as theoretical concepts of the mediator's effect on the relationship clarify, particularly within Yemen Tribal society.

Islamic business ethics and practices of Islamic banks

PurposeThe purpose of this paper is to empirically examine the perception of Islamic bank employees in Malaysia and selected Gulf Cooperation Council (GCC) countries, namely, Bahrain, Oman and the UAE, on various issues related to Islamic business ethics and the practices of the Islamic banks at which they work.Design/methodology/approachThe required data to determine Islamic bank employees’ ethical perceptions is sourced from 144 completed survey questionnaires and interviews with 12 Islamic bank senior executives. Islamic model of normative business ethics is used to measure the relationship between attitudes and behaviours of employees and the ethical practices of Islamic banks.FindingsResults show that the Islamic bank personnel working in Malaysia and the GCC perceived that their banks conform to Islamic ethical norms in business. These banks were seen to be concerned with their impact on society, and ethics prevailed over profit-maximisation. The findings also suggest that despite being less regulated compared to Malaysia, Islamic bank personnel in GCC had a better impression of the ethical standard practised in their institutions compared to the feedback given by their Malaysian counterparts. Additionally, this research also proves that, in general, there is a positive correlation between attitudes and behaviours of employees and the ethical practices of Islamic banks.Research limitations/implicationsThe main limitation of the study is that the respondents were not selected randomly but rather through a convenient sampling of personal contacts. Despite the inherent limitation of the sampling method because of the constraints of time and resources, the large number of respondents from 12 different banks are representative of the Islamic bank employees in Malaysia and the GCC.Practical implicationsThe findings may serve as a useful input for Islamic financial institutions in improving their practices to conform with Islamic ethical norms.Originality/valueThe topic of Islamic business ethics and the practices of Islamic banks have not been fully understood by its stakeholders. This paper aims to give insights on how far Islamic bank business practices in Muslim majority societies fit with the prescribed business framework in Islam and its contributing value for both the organization and employees.

Determinants of Good Corporate Governance and Its Implications on Organizational Commitments (Empirical Study on Employees of Government-Owned Islamic Banks in Dki Jakarta Province)

The purpose of this research was to determine the effect of leadership, competence, organizational culture and Good Corporate Governance partially or simultaneously on organizational commitment.. Based on the results of the research, the findings are as follows: leadership, compensation, and organizational culture partially or simultaneously significant effect on good corporate governance with a contribution of 69%. Partially, the organizational culture reflected by ikhwana culture (friendship) has a positive and dominant influence on good corporate governance. Leadership, compensation, organizational culture and good corporate governance partially or simultaneously significant effect on organizational commitment with contribution of 88%. Partially good corporate governance which is reflected with the fairness dimension of dominant in influencing organizational commitment. The results also show that good corporate governance is a full mediating variable on the influence of leadership, compensation, and organizational culture on organizational commitment. The managerial implication of this research result is organizational commitment to Islamic Bank employee in DKI Jakarta Province reflected by dimension of continuous commitment will be able to be improved if Islamic Bank in DKI Jakarta Province able to improve good corporate governance which is reflected with fairness dimension, where good corporate governance will increase if Islamic Bank able to improve the organizationalculturereflectedbythedimensionofikhwanaculture(friendship),which is supported by increasing bank leadership especially reflected with the dimension of social responsibility and supported by increasing the competence of employees especially reflected by the high dimension of human skill.

The mediating role of career resilience on the relationship between career competency and career success

PurposeThe purpose of this paper is to empirically investigate the relationships between career competency, career resilience and career success. The study further examines the mediating role of career resilience on the relationship between career competency and career success.Design/methodology/approachData were collected from 284 Islamic bank employees across Pakistan through a cross-sectional, self-reporting, online questionnaire. Partial least squares structural equation modeling was used to test the proposed hypotheses using Smart PLS version 3.0.FindingsThe study’s results indicate that career competency is a significant predictor of career resilience, and that career resilience is subsequently a significant predictor of career success. Further, the results of the structural equation model analyses supported the proposition that career resilience mediates the relationship between career competency and career success.Practical implicationsHuman resource practitioners and managers can increase the likelihood of their employees’ career resilience by focusing on developing career-related competencies – an antecedent of career success.Originality/valueThe study clarifies prevailing misconceptions that assume a direct linear relationship between career competency and career success by establishing, through empirical evidence, that success is not an ultimate outcome of competence. In addition, it proposes an oversimplified model of the competence–resilience–success relationship.

Linking Religiosity and Job Performance in Islamic Rural Banks

Islamic banking is a dynamic segment in the banking industry. However, although having enormous potential, Islamic banks, especially micro banks which have emerged only recently, are perceived as less popular and as less experienced than conventional banking. Therefore, they need a proper strategy to compete and have a high performance compared to their competitors. To conduct this research, 250 Islamic bank employees were gathered using a self-administered questionnaire in West Java Province, Indonesia. This research examines the construct validity and reliability by applying variance-based Structural Equation Modeling (SEM-PLS). This method was used to verify the model that has been proposed. This research shows that Religiosity directly and indirectly affects the job performance in Islamic Rural Bank. This study is also intended to assess the effect of religiosity on job performance through strengthening employee job satisfaction and employee engagement. It also gives a reference for the managers of Islamic Bank that in the recruitment of employees they must also observe their individual religiosity beside their working ability. Then, it needs to be considered and improved to increase their performance and to make it in accordance with the standards expected by the company

Assessment of Human Resource Management Model in Islamic Banking of Pakistan With Moderating Role of Islamic Principles

The objective of the study is to analyze the role of human resource practices on organizational performance with the moderating effect of Islamic principle application in the Islamic banks of Pakistan. Responses from 242 employees of Islamic banks located in Karachi, Pakistan, were collected using convenience sampling technique while PLS-SEM has been employed for data analysis using Smart PLS version 3.2.8. Results showed that employee involvement, performance appraisal system, and selection and recruitment have significant positive relationship with organizational performance; whereby, compensation, and training and development have no relationship with organizational performance. Furthermore, compensation. Training & development, selection and recruitment has improved whereas performance appraisal system has reduced its relationship with organizational performance due to the moderating effect of application of Islamic principles. Employee’s involvement may have reduced ,i.e., it showed insignificant impact on organizational performance due to the moderating effect of Islamic principles’ application. We suggest the managers of islamic banks to provide greater focus on the training and development side of the organization. This is so because, when a company provides relevant training to the employees, only then they would be able to perform their job in a proper way and as per the expectations of the management. Application of Islamic principles need to be coupled with providing monetary benefits as it motivates them to perform more actively and accurately.``

The Competency Effects Towards The Job Performance Of Islamic Banking Employees In Malaysia : Religiosity as a Moderator

The rapid growth and development of Islamic Bank should be aligned with the effective and efficient human capital development process. However, in the age of rising, there are still problems that create a public hesitation towards the Islamic banking system. No doubt, performance is related to the competency and job motivation and is quite popular whenever a discussion on the improvement of job performance. The term competency has been widely used in various industries. It relates to the knowledge, expertise and ability and values of the top performer in an organization. Past researches have been carried out on the Islamic banking especially in the areas of customer satisfaction, the selection factors of banking facilities among the consumers, analysis on the development and growth and liquidity requirement. However, there is still a lack of research on Islamic banking employees especially in relation to the elements of competency towards job performance among the employees and religiosity as the moderator. Hence, this study is conducted to fill the gap that exists in this existing knowledge. As such, the hypotheses were derived from the literature as follows:
 Hypothesis 1: There is significant relationship between technical competency and job performance of Islamic banking employees in Malaysia
 Hypothesis 2: There is significant relationship between behavioral competency and job performance of Islamic banking employees in Malaysia
 Hypothesis 3: Religiosity has the moderator effect to influence the relationship between technical competency and job performance of Islamic banking in Malaysia
 Hypothesis 4: Religiosity has the moderator effect to influence the relationship between behavioral competency and job performance of Islamic banking in Malaysia.

ISLAMIC SOCIAL REPORTING: THE DIFFERENCE OF PERCEPTION BETWEEN USER AND PREPARER OF ISLAMIC BANKING IN INDONESIA

Islamic banking has functions that are not merely oriented towards gaining profit but also related to social roles in society. Muhammad (2010) explain that financial report makers as part of companies tend to minimize reporting costs to ensure cost efficiency because their main goal is economic performance. On the other hand, users who represent the community expect Islamic banking to have social accountability because the existence of these companies is within the community. Therefore, the discussion about accountability of Islamic banking in the social field becomes interesting to be studied. This study aims to determine the perceptions of users and preparers of financial statements on the main objectives of Islamic banking social report, the motivation of Islamic banking to present social report, the potential groups of social report users and the information that must be disclosed on a social report. This study uses two types of respondents, namely the users represented by lecturers and students and the preparers represented by Islamic Bank employees in one of the big cities in Indonesia. The analytical method used is t-test and Multiple Response Analysis. The results of the study show that there are no differences in perceptions between the users and preparers of financial statements towards the main objectives of Islamic banking social report, the motivation of Islamic banking to present social report and potential users of Islamic banking social report. Meanwhile, there is the difference in perceptions between users and preparers of financial statements of information that must be disclosed in the Islamic banking social report.Keywords: Islamic Banking, Social Reporting in Islamic Perspective, Accountability.

Measuring of Islamic Business Ethics in Indonesia Islamic Bank

The business characteristic of Islamic banks is the implementation of Islamic business ethics. Parallel with the trend of increasing preference to ethical institution, Islamic banks should put this as its competitive edge toward its competitor conventional competitor banks. However, only few previous studies discussed about the implementation of Islamic business ethics within Islamic banks and none suggested how to measure such implementation. This paper is a study of the literature on ethics and used descriptive qualitative methods as data analytical. The unit of analysis in this study is employees of Islamic Bank in Indonesia. This paper synthesizes the dimensions of Islamic business ethics extracted from the Quran and Sunnah, which were proposed by previous research and divided into five dimensions there are, the union of unity, balance, free will, responsibility and truth. Furthermore, this paper describes the findings through deep interviews with information. Opportunities for future empirical studies are recommended at the end of this paper.

INVESTIGATING ENGLISH NEED OF SHARIA BANK EMPLOYEES IN PAREPARE SOUTH SULAWESI

This study was aimed to investigate English need of sharia bank employees in Parepare. The design research was qualitative research. Subject of the research was 12 employees in 3 sharia banks in Parepare. Research data was collected by using interview. The findings showed that: (1) Islamic bank employees need English materials relate to banking, accounting, and computer application; and (2) Islamic bank employees need reading skills more than listening, speaking, and writing skills because they work more with English written documents. Bank employees also work with computer program. All instructions and terms in computer are in English. The employees need good pronunciation in English term of banking, accounting, and computer. They also need skills in correspondence in electronic letter or email.

Demographic Differences and Perceived Engagement among Islamic Banking Employees in Malaysia

A successful of employee engagement strategy will not only create good employee at workplace but also the community at a work place. Employees form an emotional connection with the company when they are effectively and positively engage with their organization. Their attitude effects both their colleagues and company’s client and improves customer satisfaction. Studies have highlighted the importance of demographics factors such as gender in ensuring highly engage employee. This paper explores the individual differs across three parameters as gender, age and educational background. Significant variations are observed across employees of various age and qualifications. One- way analysis of variance (ANOVA) is used for descriptive analysis on demographic variables. Data was collected from 200 employees of 13 Islamic banks in Malaysia. The research has made significant contributions to the body of knowledge at academic levels by extending knowledge regarding the effects of demographic differences on employee attitude and behaviour.The key findings of this research suggest that the organisations and managers need to understand the differences of demographics factors on engagement. So that, the potential effectiveness the selection of strategies and the development of employees may be conducted more effectively.

Measuring the Influence of Corporate Social Responsibility on Employee Engagement in Islamic Banking Sectors in Malaysia

Employee engagement has been a major attention among researchers and corporations for it significant impact on organization overall performance and competitive success. The objective of the study is to determine the influence of corporate social responsibility (CSR) association and participation on employee engagement among 200 Islamic Banking employees in Malaysia. The sample was determined using stratified random sample and data was gathered using research questionnaires. Descriptive analysis was utilized to describe the respondents and the Pearson Product Moment Correlation was used to assess the influence of the independent variables on its dependent. The result indicates the positive significant relationships between variables and supports the hypotheses. This study suggests that CSR association and CSR participation; factors employed in this study influencing employee engagement to the organization, and therefore the factors could be utilized by managers as dimensions to be focused to, in order to promote organizational citizenship among employees.

Investigating Factors Affecting Knowledge Sharing Intentions among Islamic Banking Employees: A TRA Perspective

This study investigates knowledge sharing in Islamic banks. Fishbein’s Theory of reasoned action (TRA) has been used as a theoretical framework. Close ended questionnaire was used to gather data from employees of Islamic banks. This study examined the effect of independent variables i.e. anticipated extrinsic rewards (AER), sense of self-worth (SSW), and organization-based self-esteem (OBSE) and anticipated reciprocal relationship (ARR) on variables i.e. knowledge share intention (IKS), knowledge sharing attitude (ATKS). The objective was to find out the strongest predictor. Structural equations modeling (SEM) has been applied to examine the hypothesized relations. Analysis shows strong association between IKS and ATKS. Hypotheses relating SSW and OBSE were endorsed. While ARR and AER did not influence knowledge sharing attitude, yet the OBSE was found to have strongest impact on knowledge sharing attitude. In the light of results, it is suggested that Islamic banks should focus on other ways to encourage knowledge sharing rather than investing in reward systems. They should also focus on relationship improvement and also ensure support to employees by means of carrier planning and job security.

Peran sumber daya manusia (SDM) dalam perkembangan perbankan syariah: sebuah analisis kualitas dan kinerja pegawai

Human resources have a very important role in a company organization especially when compared to other resources. Employee performance is a very important thing in an effort to achieve change in order to achieve its goals. This study discusses the influence of the quality of human resources on the performance of sharia banking employees in Aceh and how efforts should be made in improving the quality of sharia banking human resources in Aceh. The research method used is a mixed method (Mixed Method). Based on test variables obtained by tcount of 3.859 while t table of 2.048 the results of this calculation indicate that tcount> t table with a significance level of 0.001 or probability above α = 5%. Thus the results of statistical calculations indicate that the variable quality of human resources has a significant influence on employee performance. Which means that the higher the quality of human resources, the higher the performance of employees in Islamic banking. Efforts to improve the quality of banking Human Resources can be done through: 1) Evaluation of a sustainable Islamic economic curriculum in higher education institutions. 2) Establish a faculty / Islamic economic study program in accordance with the needs of the Islamic banking market. 3) Higher Education collaborates with Bank Indonesia to carry out Islamic economic education and training for students and employees of Islamic banks. 5) Education and training on banking to improve the quality of human resources in sharia banking is a short-term effort that can be done now. While the efforts made in the long term are by organizing education that is synergized between the education provider (college) user (bank) and the person in charge of education (government).