Development of thriving at work and organizational citizenship behavior through Islamic work ethics and humble leadership

Abstract

This study examined the mediation and moderation models of the relationship between Islamic work ethics (IWE), thriving at work, organizational citizenship behavior (OCB), and leader humility. A total of 418 employees from two different sample groups (Islamic banks and educational institutions) in Indonesia were included. A multiple regression hierarchy with PROCESS was used to test the hypotheses. We found a positive influence of IWE and leader humility on thriving and OCB and thriving at work on OCB. Thriving was found to mediate the relationship between IWE and OCB, and the leader humility moderates these relationships. Thriving at work and OCB are dramatically under-represented in Islamic work ethics research, and this study attempts to fill this void. Furthermore, this study reveals the interactive role of leader humility and IWE in enhancing OCB preference and the mediating role of thriving at work in the IWE − OCB relationship.

How and When Islamic Work Ethic Leads to Employee Voice in Urban Muslim Community?: The Role of Civility Climate and Organizational Identification

“…A non-probability approach was used to determine the target. This study continues the study of Suryani et al (2022), which explores knowledge-sharing behavior from lectures in three Islamic state universities. Since initial data collected by previous studies (Suryani et al, 2022) related to IWE and organizational identification, the current study continues using the same sampling frame to provide preparedness for civility climate and employee voice.…”

“…This study continues the study of Suryani et al (2022), which explores knowledge-sharing behavior from lectures in three Islamic state universities. Since initial data collected by previous studies (Suryani et al, 2022) related to IWE and organizational identification, the current study continues using the same sampling frame to provide preparedness for civility climate and employee voice. All respondents in the previous study were disinvited via email, with 342 completed questionnaires (86% response rate) from September 2022 to January 2023.…”

“…These findings build upon previous research highlighting the impact of IWE on individual positive workplace behaviors. For example, Suryani et al (2022), Murtaza et al (2016), andAkhmadi et al (2023) identified that instilling IWE values can encourage employees to engage in sharing behavior. In addition, this study successfully adds theoretical insight regarding integrating SET and social identity theory to explain employee voice behavior through the role of IWE, civility climate, and employee voice.…”

“…In other words, Islam encourages cooperation, mutual respect, and effective communication with colleagues. Consequently, IWE is relevant to the Muslim community and universal because it regulates work ethical values that can encourage effective collaboration and cooperation (Ali & Al-Kazemi, 2007;Suryani et al, 2022). Therefore, this study addresses the scarcity of empirical evidence on IWE and employee voice (Akhmadi et al, 2023;Hendryadi, 2022).…”

“…The research focuses on the impact of contextual factors based on religion, specifically IWE, on group behavior (e.g., civility climate) and individual behavior (e.g., employee voice). Previous studies have shown that IWE can promote organizational citizenship behavior, thriving at work, commitment, and knowledge-sharing behavior (Achmadi et al, 2023;Murtaza et al, 2016;Suryani et al, 2021Suryani et al, , 2022Yousef, 2001). Islam encourages the dissemination of knowledge as an act of charity.…”