Work Ethic Scale Research Articles

The Role of Work Facilities, Employee Engagement, and Work Ethic in Enhancing Employee Performance with Job Satisfaction as an Intervening Factor at CV. Anugerah Tirta Persada Pangkalan Bun

This study explores the intricate relationships between work facilities, employee engagement, work ethic, job satisfaction, and employee performance within CV Anugrah Tirta Persada Pangkalan Bun. The research seeks to determine the impact of these factors on job satisfaction and how job satisfaction mediates their influence on employee performance. Utilizing a saturation sampling method, the study encompasses all 39 employees of the company. Data was collected via a comprehensive questionnaire covering respondent characteristics, work facility scale, work engagement scale, work ethic scale, job satisfaction scale, and employee performance scale, analyzed using SMARTPLS. Key findings reveal that work facilities and employee engagement do not significantly affect job satisfaction, as evidenced by p-values of 0.449 and 0.410, respectively. Conversely, work ethic significantly enhances job satisfaction with a p-value of 0.000. Job satisfaction is confirmed as a substantial predictor of employee performance (p-value 0.000). While job satisfaction significantly moderates the influence of employee engagement on performance (p-value 0.010), it does not moderate the effects of work facilities or work ethic on performance. Additionally, work ethic directly influences employee performance (p-value 0.012), while work facilities do not show a significant direct impact (p-value 0.177). These insights suggest prioritizing work ethic and employee engagement over work facilities to enhance job satisfaction and performance. The findings contribute valuable perspectives to human resource management practices, emphasizing the need for organizations to foster strong work ethics and employee engagement to boost overall performance.

DIFFERENCES IN THE WORK ETHIC OF TEACHERS WHO TEACH IN STATE SCHOOLS AND TEACHERS IN PRIVATE SCHOOLS AT SMA N 2 LENGAYANG AND SMK TECHNOLOGY LENGAYANG

This study aims to see how the work ethic of teachers who teach in state schools differs from teachers in private schools at SMA N 2 Lengayang and SMK Technology Lengayang. This study uses quantitative methods with a comparative quantitative design. The population in this study is teachers in state schools and teachers in private schools. The sampling technique in this study used a purposive sampling technique. This study has a sample of 60 teachers with details of 30 samples coming from SMA N 2 Lengayang and 30 samples from SMK Technology Lengayang. The instrument used in this study is the work ethic scale developed by Ngalia (2011) with a total of 27 items. This instrument is based on aspects of the work ethic from Cherrington (1980) which has 3 aspects including: work as a moral obligation, high work discipline, and pride in the results of work. Analysis result using independent sample t-test. The results of the data analysis test show that Ho is rejected and Ha is accepted with a significance value (2-tailed) of 0,048 < 0,05 which means that there is a difference in the work ethic of teachers who teach in state schools and teachers in private schools, where teachers in private schools have a higher work ethic.

DIFFERENCES IN THE WORK ETHIC OF TEACHERS WHO TEACH IN STATE SCHOOLS AND TEACHERS IN PRIVATE SCHOOLS AT SMA N 2 LENGAYANG AND SMK TECHNOLOGY LENGAYANG

This study aims to see how the work ethic of teachers who teach in state schools differs from teachers in private schools at SMA N 2 Lengayang and SMK Technology Lengayang. This study uses quantitative methods with a comparative quantitative design. The population in this study is teachers in state schools and teachers in private schools. The sampling technique in this study used a purposive sampling technique. This study has a sample of 60 teachers with details of 30 samples coming from SMA N 2 Lengayang and 30 samples from SMK Technology Lengayang. The instrument used in this study is the work ethic scale developed by Ngalia (2011) with a total of 27 items. This instrument is based on aspects of the work ethic from Cherrington (1980) which has 3 aspects including: work as a moral obligation, high work discipline, and pride in the results of work. Analysis result using independent sample t-test. The results of the data analysis test show that Ho is rejected and Ha is accepted with a significance value (2-tailed) of 0,048 < 0,05 which means that there is a difference in the work ethic of teachers who teach in state schools and teachers in private schools, where teachers in private schools have a higher work ethic.

TURNOVER INTENTIONS IN EDUCATION PERSONNEL: THE ROLE OF JOB SATISFACTION AND ISLAMIC WORK ETHICS

Educational personnel in tertiary institutions play an important role in organizational success. The occurrence of turnover in educational staff can hurt the running of the organization. In Islamic-based tertiary institutions, job satisfaction and Islamic work ethic can influence the desire of educational staff to turn over. This study aims to determine the effect of job satisfaction and Islamic work ethic on the turnover intentions of teaching staff at the Muhammadiyah University of Purwokerto. This research method uses quantitative research methods. The sample of this research was 97 teaching staff at the Muhammadiyah University of Purwokerto. The data collection method uses the turnover intention, job satisfaction, and Islamic work ethic scales. The results of the study show that there is a significant effect of job satisfaction on turnover intentions, while Islamic work ethic has no significant effect on turnover intentions. The results also show that job satisfaction and Islamic work ethic contribute to a turnover intention of 49.2%. Higher education leaders can use the results of this study to increase the job satisfaction of educational staff so that turnover can be avoided.

The Effect of Religiosity on Work Ethic on Educators

This study aimed to determine the effect of religiosity on the work ethic of the educator at the State Police School (SPN) of the Central Java Police. This research is a quantitative study with 57 educators at the State Police School (SPN) of the Central Java Police. The data collection method used in this study is to use a work ethic scale with a reliability of 0.955, a religiosity scale with a reliability of 0.906. The data analysis technique used in this study was a simple linear regression analysis technique to determine the effect of religiosity on the work ethic of the State Police School (SPN) educators of the Central Java Police. The results showed that the calculated F = 0.942 and significant value = 0.000 (p <0.05), it can be concluded that the hypothesis is accepted, there is an influence of religiosity on the work ethic of the State Police School (SPN) educators of the Central Java Police. It is also known that the coefficient of determination is 0.369, which indicates that the influence of the independent variable (religiosity) on the dependent variable (work ethic) provides an effective contribution of 36.9%.

Development of the Korean teachers’ occupational work ethic scale: its factor structure, validity and reliability

The Teachers’ Occupational Work Ethic Scale (TOWES) was developed for assessing teachers’ work ethic in Korea. Based on an extensive literature review of work ethic instruments and focus group interviews of 15 principals from elementary, middle, and high schools, 77 initial items were developed. Content and face validity of the items were examined by a panel of experts. A total of 388 teachers across elementary, middle, and high schools provided usable data. Factor analyses verified the scale’s structure as fitting a four-factor model: integrity, interpersonal skills, respect for students, and professional development. Construct validity of the TOWES was established by scores of each of the four factors being moderately correlated. Convergent validity was tested using the Teachers’ Vocation Ethics and the Korean Occupational Work Ethic Inventory-Short Form. Finally, internal consistency was examined using coefficient alpha scores. Implications and suggestions for further studies and practice are discussed.

The Analysis of Work Ethic Scales and their Implications for Education

The Analysis of Work Ethic Scales and their Implications for Education

Examining the Work Ethic of Correctional Officers Using a Short Form of the Multidimensional Work Ethic Profile

The work ethic construct has seen increased research attention in recent years and has been applied to a host of different settings. In this study, the work ethic of correctional officers (COs) was examined. Compared with other occupational samples, COs generally endorsed higher levels of work ethic across several of the dimensions. Also, we found that the measurement properties of the Multidimensional Work Ethic Scale–Short Form (MWEP-SF) were comparable to those presented in previous studies. Implications for future research and the relevance of work ethic in a corrections context are discussed. In addition, study limitations and future directions are addressed.

ETIKA KERJA ISLAM DAN KOMITMEN ADEKTIF PEGAWAI NEGERI SIPIL

The purpose ofthis study was to determine the relationship between Islamic Work Ethics and Affective Commitment. This research was conducted at a state university in Yogyakarta, and involved 103 subjects. The subjects were the employees who work at the university with following the characteristics aged 34-60years and have a service life of 2-10 years. The data was collected using a questionnaire, Islamic Work Ethic scale based on the theory of Ali J. Abbas and Affective Commitment scale based on the theory of Allen and Meyer. The data was analyzed using pearson product moment. The results indicate that there is a positive relationship between Islamic Work Ethics Affective commitment to the value of rxy = 0.459, p Keywords: Islamic Work Ethic, Affective Commitment

Beliefs About Faith and Work: Development and Validation of Honoring God and Prosperity Gospel Scales

Disputes over the connection between beliefs and behaviors, coupled with the relative paucity of survey measures of specific theological beliefs related to work and its association with financial success, motivated the development of two beliefs scales: beliefs about work as a means to honor God and beliefs about God promising prosperity for believers. Analyses demonstrated these two scales to be distinct from one another and reliable. Using a national sample of over 1,000 working adults, we assessed the relationship of the specific belief scales to Lynn et al.'s (J Bus Ethics 85(2):227–241, 2009 ) faith at work scale, Mirels and Garrett's (J Consul Clin Psychol 36(1):40–44, 1971) Protestant Work Ethic scale, two personality scales (Conscientiousness and Neuroticism), entrepreneurial behavior, helping behavior, and religious tradition. Results indicate convergent and divergent validity and demonstrate the potential utility of these beliefs scales for predicting work-related attitudes and practices.

Protestant Work Ethic Endorsement and Social Justice Values in Developing and Developed Societies

Taking Weber's Protestant Ethic and the Spirit of Capitalism thesis as the point of departure, this paper compares work ethic endorsement patterns and social justice correlates in a developing society, Jamaica, and a developed society, New Zealand. A condensed version of Mirels and Garrett's Protestant work ethic scale and related demographic and social values-related measures were administered at Jamaican and New Zealand universities. High and low Protestant ethic (PE) clusters were isolated, within each culture, among comparable samples of undergraduate social science students, and multiple analysis of variance applied to test effects of culture, Protestant religious affiliation and related “social justice values” variables (welfare state support, redistribution, intergenerational equity, free enterprise, social distance from the disadvantaged, social Darwinism). Results suggest there are significant cultural differences between high and low PE scorers on key justice-related societal values often seen as being associated with the Protestant work ethic. Possible reasons for the differences are advanced in light of Jamaican and New Zealand social and political conditions.

Finding Teammates Who Are Not Prone to Sucker and Free-Rider Effects: The Protestant Work Ethic as a Moderator of Motivation Losses in Group Performance

This study examined whether differences in the endorsement of the `Protestant Work Ethic' (PWE) are related to motivation losses in group work. Three factors were derived from male student scores on the Mirels—Garrett Protestant Work Ethic Scale, Ho's Australian Work Ethic Scale and a scale designed to assess preferences for reward distributions: instrumental value of work, ethical value of work and normative value of equity. The study assessed motivation loss in two situations; one designed to promote free-rider effects and another designed to promote sucker effects. Results showed that the sucker effect was moderated by all three factors but in qualitatively different ways whereas the free rider effect was not strongly moderated by any of the PWE factors.

Conservative Ideology and Ambivalent Sexism

To assess the relationship between different facets of conservative ideology and ambivalent sexism, 246 residents of two towns in southern Michigan completed a social dominance orientation scale (SDO), a right-wing authoritarianism scale (RWA), a Protestant work ethic scale (PWE), and the Glick and Fiske (1996) Ambivalent Sexism Inventory via a mail survey. Zero-order correlations revealed that SDO, RWA, and PWE were each related to both components of ambivalent sexism (hostile and benevolent sexism). Hierarchical regressions revealed that SDO and PWE most strongly predicted hostile sexism, whereas RWA most strongly predicted benevolent sexism. Results are discussed with respect to different facets of conservative ideology and why SDO, RWA, and PWE each tend to be associated with prejudice toward different groups.

The Work Values of Arab Teachers in Israel in a Multicultural Context

The subjects of this study, 143 Arab elementary school teachers, represent an ethnic and religious minority in Israel, and work in schools based on a Western educational model. Their work values were measured by using the Islamic Work Ethic (IWE) and work individualism scales developed by Ali (1988). Based on the factor analysis of the IWE scale, three factors emerged: (1) personal and organizational obligations; (2) personal investment and dividends; and (3) personal effort and achievement. The relation of Ali's Islamic work ethic and work individualism scales to the traditional Western work values theory is discussed. The results of this study are compared to the findings of Ali (1988, 1992) obtained using the IWE and work individualism scales among Arab students in the United States and Arab managers in Saudi Arabia.

The Protestant Work Ethic, Expectancy Violations, and Criminal Sentencing1

To test the hypothesis that endorsement of the Protestant work ethic would be related positively to sensitivity to criminal behavior that violated expectations, American college students (N = 159) read scenarios describing a crime committed by a typical or an atypical offender. After answering questions about the crime, they completed Mirels and Garrett's (1971) Protestant Work Ethic (PWE) scale. Extent of punishment was positively related to PWE for atypical criminal behavior. Yet, high PWEs also were more likely to perceive an affluent criminal as experiencing greater remorse for a blue‐collar crime than a white‐collar crime. We relate our results to perceptions of criminal behavior, information‐processing tendencies among individuals endorsing the PWE, and jury selection considerations.

A cross‐cultural comparison of British and Turkish managers in terms of Protestant work ethic characteristics

This paper presents a cross‐cultural comparison of Protestant work ethic characteristics of practising Protestant British and practising Muslim Turkish managers using Mirels and Garrett’s Protestant work ethic scale. Max Weber’s Protestant work ethic thesis is used as the conceptual framework in this study. The nature of the Protestant work ethic thesis and its relationship with organisation culture is discussed. Multivariate and univariate analysis of variance were used to analyse the data. The results suggest that there is a significant difference between practising Muslim Turkish managers and practising Protestant British managers: the Turkish group showed relatively higher Protestant work ethic scores than their Protestant counterparts. Possible reasons for the difference between British and Turkish groups are advanced in the light of Turkish economic, social and political developments. It is argued that representative Islamic sources also support the results of this research by pointing to the important role of a work ethic in Islam.

Protestant Work Ethic as a moderator of mental and physical well-being.

This study tested hypotheses about effects of the Protestant Work Ethic on mental and physical well-being. The Protestant Work Ethic was expected to enhance mental and physical well-being and buffer response to adverse work conditions. Blue collar workers (N = 115) filled out questionnaires. As predicted, workers with high scores on a Protestant Work Ethic scale are more satisfied with their jobs than workers with low scores. General health complaints are partly explained by an interaction between Protestant Work Ethic and Job Richness: when jobs lacked Job Richness, employees with a high Protestant Work Ethic report fewer General Health Complaints than employees with a low Protestant Work Ethic. No interaction effect was found of Protestant Work Ethic for the relationship between Physical Working Conditions and well-being.

Individualism and Islamic Work Beliefs

This study examines the relationship of individualism to Islamic work beliefs among Arab teachers in Israel. Three factors emerged from the factor analysis of the Islamic Work Ethic (IWE) scale. Personal and organizational obligations was the dominant IWE factor and was relatively independent of individualism. The other two IWE factors were moderately correlated to the individualism index.

On Measuring Work Ethic: A Neglected Work Commitment Facet

Work ethic has been underrepresented in work commitment studies, compared to other work commitment facets such as job involvement, career commitment, and organizational commitment. Using exploratory factor analysis on an overall sample of 543 participants, this study identified a four-dimension work ethic concept. The four dimensions found were hard work, nonleisure, independence, and asceticism. Various subsample analyses further supported this four-factor structure. Results and limitations of the study, including the potential incorporation of a shortened 12-item work ethic scale into a more general work commitment measure, are discussed.

Construct and concurrent validity of three Protestant work ethic measures in an Arabian Gulf society

Discusses the data analysed in the present study which was collected from 284 Qatari men and women college students. Examines the internal reliability estimates, construct and concurrent validity of the Protestant ethic scale. Internal consistency estimates of reliability and the pattern of relationships among the scales yielded similar results to those reported in the Western culture. Shows that, the factor analysis yielded four interpretable factors for the Protestant ethic scale, two factors for the work ethic scale, two factors for the Protestant ethic attitudes and five factors for the total items of the three Protestant work ethic scales and the leisure ethic scale. Posits that, these results are generally consistent with previous research findings, and, similar to previous research findings, the mean scores of the three Protestant ethic scales were relatively higher than those generally reported in developed countries. Suggests that, the results show that the three Protestant work ethic scales are moderately valid and reliable instruments to use for studying Arabian Gulf students.