Islamic Work Ethics Research Articles

Islamic Work Ethics and Employee Social Responsibility of Service Sector in Saudi Arabia. Mediating Role of Organizational Identification

Islamic Work Ethics and Employee Social Responsibility of Service Sector in Saudi Arabia. Mediating Role of Organizational Identification

Islamic work ethics in a complex, conflicted cultural milieu: The case of indigenous Palestinian Arab high school teachers in Israel

This study focuses on Islamic work ethics (IWE) among Indigenous Palestinian Arab high school teachers in Israel. With the establishment of the State of Israel in 1948, this predominantly Muslim Palestinian Arab minority experienced rapid socioeconomic change, as well as repression of its socio-political and cultural background and values. Despite its incorporation into a Western-oriented country, the core principles of Islam continue to have broad influence on the Palestinian Arab minority in Israel, as well as applications to many areas of life, including work values. The study sample included 1245 high school teachers. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were utilized to establish a reliable model of IWE, resulting in two reliable IWE dimensions: “dedication and social responsibility at work” and “independence, diligence, and achievement at work.” Indigenous Palestinian Arab teachers reported high IWE levels, although this differed by gender and age group. The IWE scale appears to be a valuable measure for describing the work-related values of Indigenous Palestinian Arab high school teachers in Israel.

Reliability generalization meta-analysis of measuring Islamic work ethic

Reliability generalization meta-analysis of measuring Islamic work ethic

Leadership capabilities and organizational culture on the agility of low-cost Islamic education organization

Islamic based low-cost private school facing a suffer from a lack of new students due to the incapability to adapt to current condition. They are already “lost in the competition” with other school. This quality also includes the inability of the low-cost private schools to adapt with technology and change. Another finding is that low-cost private schools struggling in managing the funding and management. Low-cost private high school has become a key support in ensuring the fulfilment 12-year compulsory education stated by Indonesian Education Law. With only 40 percent of the total population able to attend public schools, the government as well as the private sector needs to accommodate affordable private schools to meet the need of high schools in Jakarta. Low-cost private schools become essential in providing the gap between the need of schools from the total population of students and the availability of the public school. The previous study highlighted organizational agility with the mediation of Islamic Work Ethic can be achieved through leadership capability and organizational culture, whilst several studies also suggest that Islamic Work Ethics or Istiqamah have no impact in promoting organizational agility. This research conducted in 2022–2023 encompassed 133 low-cost private high school in Jakarta in which all of them are Islamic low-cost private high school. The finding of this study is that school principal leadership capabilities and school culture are positively affect school agility with Istiqamah as mediated variable.

The Influence of Transformational Leadership and Islamic Work Ethics on Employee Productivity With Motivation as an Intervening Variable (Case Study of the Banda Madani Sharia Cooperative, Banten)

The Influence of Transformational Leadership and Islamic Work Ethics on Employee Productivity With Motivation as an Intervening Variable (Case Study of the Banda Madani Sharia Cooperative, Banten)

Strengthening Leadership and Islamic Work Ethics Through Employee Characteristics in Improving The Function of Risk Management in Bank SUMUT Syariah

Strengthening Leadership and Islamic Work Ethics Through Employee Characteristics in Improving The Function of Risk Management in Bank SUMUT Syariah

Do Islamic work ethics matter? Impact of aversive leadership on employees’ emotional and psychological health through the lens of conservation of resource theory

Aversive leadership remains a relatively underexplored area in organizational behavior. This study advances the field by identifying emotional exhaustion as a key mechanism linking aversive leadership to employees’ psychological health outcomes, including psychological well-being, psychological strain, and psychological detachment. It also examines the role of Islamic work ethics (IWE) as a moderator in the relationship between aversive leadership and emotional exhaustion. Supported by conservation of resource (COR) theory, which posits that stressful workplace situations, such as aversive leadership, lead to resource depletion resulting in emotional exhaustion and poor psychological health, this study finds that individuals with strong personal resources, such as IWE, are better equipped to cope with these negative outcomes. Data were collected from 260 employees in service sector organizations of Pakistan using self-administrated questionnaires. The results supported direct and indirect effects, as well as the moderating role of IWE. This study provides valuable insights for policymakers in addressing the negative impacts of aversive leadership and offers organizations guidance on selecting and nurturing supportive and positive leaders. Such leaders can foster a healthier and more productive work environment.

Pengaruh Etos Kerja Islam, Disiplin Kerja, Motivasi Kerja dan Lingkungan Kerja Terhadap Kinerja Karyawan pada Badan Pusat Statistik (BPS) Provinsi Bengkulu

This examination plans to determine whether the factors of Islamic work ethic, work discipline, work motivation and work environment have an impact on employee performance. The Central Statistics Agency (BPS) of Bengkulu Province was the subject of the research. The population of this study consisted of all employees of the Bengkulu Province Central Statistics Agency, totaling 61 respondents. The data analysis method is multiple linear regression. Based on the test results, the Islamic work ethic and work discipline variables have a partially significant influence on employee performance. For the time being, work motivation and work environment do not have much influence on employee performance. Then simultaneously or together the factors of Islamic work ethic, work discipline, work motivation and work environment essentially influence the implementation of employee performance at the Central Bureau of Statistics (BPS) of Bengkulu Province.

Perceptions of politics and knowledge sharing: Moderating role of Islamic work ethic in the Islamic banking industry of Pakistan

Knowledge is the most critical source for sustainable competitive advantage in an organization. Organizations must therefore focus on creating a culture for Knowledge Sharing. However, politics or political work environment is an inevitable outcome where people interact and communicate on a daily basis. Politics discourage Knowledge Sharing and its related efforts in the organization. However, Islamic Work Ethic can remove negativity and strengthen Knowledge Sharing behaviors in the organization. This research focused on the moderating role of Islamic Work Ethic between Perceptions of Politics and Knowledge Sharing behaviors.The data was gathered using a structured questionnaire from the Banking Industry in Karachi, Pakistan using unrestricted non-probability convenience sampling technique. Hypotheses was tested using Structural Equation Modelling in SMART-PLS software. It was found that Perceptions of Politics reduces Knowledge Sharing Behaviors while Islamic Work Ethic Increase Knowledge Sharing Behaviors. Islamic Work Ethic moderates the relationship between Perceptions of Politics and Knowledge Sharing Behaviors. Employees religious orientations affect their work-related outcomes and behaviors. Islamic Banks have been mostly neglected as they have recently emerged as an important part of the economy therefore this study contributes to the literature by collaborating Islamic Work Ethic, Perceptions of Politics and Knowledge Sharing.

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.

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.

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

Sharia Marketing Strategy in the LAZNAS Context: Influencers, Sharia Marketing Mix, Islamic Work Ethic, and Muzakki Loyalty

Sharia Marketing Strategy in the LAZNAS Context: Influencers, Sharia Marketing Mix, Islamic Work Ethic, and Muzakki Loyalty

Analisis Komitmen Organisasi Dengan Komitmen Profesional Di Lingkungan Bisnis Pangandaran

The purpose of this study is to investigate how business ethics and work ethics affect organizational and professional commitment, with the professional commitment variable serving as an intermediary variable. The primary data for this study were gathered by filling out and submitting a questionnaire to the researcher on behalf of external auditors. The study's findings demonstrate that the external auditor performs his or her duties and serves as an external auditor more effectively the more he or she understands the accepted practice or rule of the workplace, whether it be business ethics, Islamic work ethics, or professional ethics. Additionally, it affects his organizational and professional commitments as an external auditor.

The Prophet’s efforts in preserving and developing the plant environment and expanding the green areas in Medina in the era of the message from 1-11 of the Hijra

The study was keen to clarify that the ethics of Islamic banking is a set of principles, values and moral rules derived from Islamic Sharia, according to which morals and the ethics of workers are determined, such as sincerity, honesty, justice and fairness ... etc. Likewise, work ethic is based on respect for order and laws, factors of production, self-restraint, respect for ownership, speed of achievement, and mastery. And also, the ethics of financial transactions from preventing usury, hoarding money, and avoiding prohibitions in transactions. In addition to the bank's ethics towards internal and external communities, such as helping to spread and fulfill Islamic banking awareness for the public interest, taking into account social conditions. We also concluded that the Islamic bank is keen to apply all Islamic work ethics in Islamic banks. Thus, the Islamic bank performed its moral and social mission and achieved the desired success. Keywords: Islamic banking, work ethics, Governance.

Abusive supervision and helping behavior among nursing staff: a moderated mediation model

PurposeThis study aims to explore the adverse impacts of abusive supervision on helping behaviors among employees, as mediating by intention to leave and moderating by Islamic work ethics (IWE).Design/methodology/approachA quantitative approach was employed, and the sample consisted of 283 nurses working in various public sector hospitals in Pakistan. The data analysis was conducted using SPSS and AMOS with the PROCESS macro.FindingsThe results suggest that abusive supervision diminishes helping behavior among nurses. Additionally, the study reveals that intention to leave mediates the relationship of abusive supervision and nurses' helping behavior. Moreover, the introduction of IWE as a boundary condition reveals that the mediated link is weaker when IWE is higher, and vice versa.Practical implicationsThis study provides valuable insights for hospital authorities to develop intervention strategies and policies aimed at reducing abusive supervision in hospitals. Hospital management should also be aware of the detrimental effects of abusive supervision on nurses' helping behaviors, which can be mitigated by promoting ethical values aligned with IWE.Originality/valueThis study makes a valuable contribution to the limited research on the link between abusive supervision and helping behaviors in hospital settings. It offers new perspectives by incorporating the Conservation of Resources theory, particularly within the healthcare sector. Furthermore, this research expands the current knowledge by investigating the mediating influence of intention to leave and the moderating effect of IWE in mitigating the adverse impact of abusive supervision on nurses' helping behavior in Pakistan's public sector hospitals.

Dampak Lingkungan Kerja, Budaya Organisasi, dan Etika Kerja Islam terhadap Kinerja Karyawan

This study aims to determine the effect of work environment, organizational culture, and Islamic work ethics on employee performance at Bank Syariah Indonesia Hasanudin Jakarta branch. The method used is quantitative method and causal associative approach, namely to determine the effect of independent variables on the dependent variable. The analysis technique uses multiple linear regression analysis with SPSS software version 21. The data used are primary data and secondary data. Primary data collection was obtained from observations made by the author while carrying out field work practices for one month, followed by interviewing one of the employees, and distributing questionnaires related to the research topic to all employees with a saturated sample technique of 40 respondents. Secondary data collection is obtained from literature studies and documentation related to the research topic. The results of this study are partially work environment and organizational culture have no significant effect on employee performance. Meanwhile, partially Islamic work ethics has a significant effect on employee performance. Then, simultaneously work environment, organizational culture, and Islamic work ethics have a significant effect on employee performance at BSI KC. Jakarta Hasanudin..

The Correlation Analysis of Islamic Work Ethic, Islamic Organizational Culture, Job Satisfaction, and Employee Performance

The Correlation Analysis of Islamic Work Ethic, Islamic Organizational Culture, Job Satisfaction, and Employee Performance

Readiness to change in Islamic banking: the significance of adaptability and Islamic work ethics

Purpose This paper aims to investigate Islamic work ethics and adaptability towards change readiness of Islamic Bank employees in Indonesia with commitment as a mediating variable. This study focuses on the Sharia banking industry, which is facing transformation from Sharia business units to Sharia commercial banks by preparing its human resources, thus minimizing resistance. Design/methodology/approach This study is based on a survey of 135 Bank Syariah Indonesia employees via an online questionnaire. PLS-SEM is used to analyze data and test hypotheses using SMART-PLS. Findings The results of the study show that adaptability does not have a positive and significant effect on readiness for change in Indonesian Sharia banks and organizational commitment. Meanwhile, Islamic work ethics have a positive and significant effect on the change readiness of Islamic bank employees in Indonesia as well as organizational commitment. This study also found that organizational commitment mediates the impact of Islamic work ethics on the change readiness of Islamic bank employees in Indonesia. Research limitations/implications This research uses a sample of employees at Sharia commercial banks (BUS) in Indonesia, so it is still limited to certain types of banks. Future research needs to test the model in different contexts, such as banks that still have Sharia business unit (UUS) status. In addition, further research needs to use other variables such as leader support for transformational change readiness. Future research also needs to control more variables and use a more complex scale than a binary scale (e.g. percentage of share ownership or area within a province or district/city). This study recommends that employee change readiness is very necessary to avoid resistance and resistance to the transformation and acceleration of Sharia banking in Indonesia. Originality/value This research looks at employee readiness for change in Indonesian Sharia banks through the lens of adaptability Islamic work ethics and organizational commitment.

Islamic Work Ethics, Employee Response, and Job Satisfaction: An Exploration of Indonesian Islamic Banking Employees

Islamic Work Ethics, Employee Response, and Job Satisfaction: An Exploration of Indonesian Islamic Banking Employees