Examining the link between Islamic work ethic and innovation capability

Abstract

Purpose -The purpose of this paper is to present an in-depth analysis of the Islamic work ethic (IWE) and its influence on innovation capability in the public sector. Design/methodology/approach -The foundations of IWE and innovation capability were assessed using a validated questionnaire. A total of 472 employees from the Malaysian public sector participated in the survey. Findings -The empirical results indicate that the IWE is highly adapted in the public sector. In addition, the respondents collectively declared that the innovation strength in the Malaysian public sector is mounting. The IWE measure was found to be significant with moderate correlation and positive relationship with the innovation capability scale. Research limitations/implications -While the study was confined to the Malaysian public sector, it has considerable implications for the development of an optimistic workforce in other regions and across sectors. Practical implications -An understanding of the commitment of the workforce to the IWE and its consequences for innovativeness facilitates HR professionals in designing and implementing change initiatives. Originality/value -In response to the substantial need to examine IWE and workplace outcomes in a non-Western environment, therefore, the paper embraces the extent to which IWE sways innovation capability in the public sector. Both scholars and practitioners will find the study valuable.

Kualitas Layanan Internal Yang Memengaruhi Kepuasan Nasabah Dengan Menggunakan Kualitas Layanan Eksternal Sebagai Variabel Mediasi

“…(Brandon-Jones & Silvestro, 2010) menjelaskan bahwa kualitas internal merupakan persepsi karyawan mengenai pelayanan yang disediakan oleh unit organisasi yang berbeda atau orang-orang yang bekerja di unit ini untuk karyawan lain dalam organisasi. (Kumar, Tat Kee, & Charles, 2010;Kumar & Rose, 2010) mendefinisikan kualitas layanan internal sebagai perasaan yang dimiliki karyawan terhadap pekerjaan, kolega dan perusahaan / bank. Sedangkan (Jeng & Kuo, 2012) mengartikan kualitas layanan internal sebagai layanan yang diberikan oleh karyawan di suatu unit untuk memenuhi kebutuhan dari karyawan di unit lainnya di organisasi yang sama.…”

Islamic Values and Principles in the Organization: A Review of Literature

“…He ran a test, among 150 Arab students in major universities in the United States. This scale has been used by researchers in both organizational and management contexts (Yousef, 2001;Rahman et al, 2006;Ali & Al-Kazemi, 2007;Khalil & Abu-Saad, 2009;Kumar & Rose, 2010). They conducted the studies in respective countries, such as the United Arab Emirate, Malaysia and Kuwait and concluded that the IWE is directly affected and that it has a strong relationship with organizational change, committment, and work satisfaction.…”

Islamic Work Ethics And Corporate Sustainability Performance: An Empirical Study

“…Further research on the Islamic work ethics need to be done in developing countries as there are few studies in this area (Ahmad, 2011;Rokhman, 2010;Kumar & Rose, 2010). It is important to understand the possible linkages of ethics towards sustainable performance but however, the research of Islamic work ethics on the performance of corporate sustainability has been seen to be limited (Nooraslinda et al, 2016;Salih et al,2012).…”

“…Jalil et al (2010) stated that Islamic work ethics strengthens the qualities such as trust, loyalty, honesty, flexibility and solidarity. Besides, a number of good behaviours are gained by executing Islamic work ethics like hard work, dedication to work, fair compositeness in the workplace, commitment and cooperation (Kumar & Rose, 2010). Some of the Islamic values which have been stated in the traditions of Prophet are timeliness, cooperation, piety, cleanliness, transparency, honesty, capability, competence, benevolence, trustworthiness, accountability, responsibility, promise-keeping, fairness, perfectionism, punctuality and consultation (Kalsom & Ahmad, 2014).…”