Impact of religiosity, spirituality, job satisfaction and commitment on employee performance: a quantile regression approach

Mathew, Georgie; Prashar, Sanjeev; Ramanathan, Hareesh N.; Pandey, Umesh Kumar; Parsad, Chandan

doi:10.1504/ijicbm.2019.104797

Cited by 12 publications

(9 citation statements)

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“…There are many factors that affect the job satisfaction and organizational commitment of employees. Religiosity and spirituality are well-known factors that can increase job satisfaction, commitment, and performance (Mathew et al, 2019). People with a high level of religiosity mostly have positive attitudes such as responsibility and tolerance, and they are committed to their jobs and organizations (Darto et al, 2015).…”

Section: Literature Review Religiositymentioning

confidence: 99%

The Moderating Effect of Religiosity on the Relationship Between Burnout and Job Satisfaction

Bal

Kökalan

2021

Front. Psychol.

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The aim of this study is to investigate the moderating effect of employees’ religiosity on the relationship between their burnout and job satisfaction. The research was carried out on a total of 326 people working in the banking, education, and tourism sectors. According to the research results, a significant negative relationship was found between the burnout levels of the employees and their job satisfaction. The research also determined that intrinsic religious orientation reduced the negative effect between burnout and job satisfaction, while extrinsic religious orientation had no moderating effect on the negative relationship between burnout and job satisfaction.

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Section: Literature Review Religiositymentioning

confidence: 99%

The Moderating Effect of Religiosity on the Relationship Between Burnout and Job Satisfaction

Bal

Kökalan

2021

Front. Psychol.

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“…Thus, this research aims to add to the existing literature by focusing on a specific Asian Muslim country -Pakistan. It is argued that spirituality and religiosity are considered well-known factors that can increase commitment, job satisfaction and employee performance (Bal and K€ okalan 2021;Farrukh et al 2021;Mathew, Prashar, Ramanathan, Pandey and Parsad 2019). More specifically, people with a higher religiosity showed stronger positive attitudes such as internal motivation and meaningfulness, were found to be more satisfied and committed to their organizations (Darto, Setyadi, Riyadi and Hariyadi 2015;Ghazzawi, Smith and Cao 2016), and showed higher performance (Behere, Das, Yadav and Behere 2013;Hassan, Bin Nadeem and Akhter 2016).…”

Section: Discussionmentioning

confidence: 99%

Performance appraisal quality and employee performance: the boundary conditions of human resource strength and religiosity

Babar

Obaid

Sanders

et al. 2022

Asia Pac J Human Res

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This study aims to provide new insights on the boundary condition effects of human resource (HR) strength, based on the covariation principle of the attribution theory and job demand resource model. HR strength is defined as the features of an HR system that send signals to employees, allowing them to understand the desired responses and behaviors in the relationship between performance appraisal quality (PAQ) (clarity, regularity and openness) and employees' proficient, adaptive and proactive performance. Additionally, employees' religiosity is examined as a boundary condition of the effect of perceived HR strength. The findings of a two-wave, multi-actor study (N = 391 employees and 61 managers) highlight that the relationship between PAQ and employee performance is strongest when it is embedded within a strong HR system (perceived HR strength) and low religiosity, or within low perceived HR strength and high religiosity conditions.

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“…Ini juga dipandang sebagai hubungan pertukaran antara yang mempekerjakan dan pekerja yang merefleksikan nilai-nilai agama. Menurut Darto et al (2015) dan Mathew et al (2019), ada hubungan yang nyata antara religiusitas dengan kinerja karyawan. Kekuatan religiusitas dapat mendorong pencapaian hasil kerja yang baik.…”

Section: Pendahuluanunclassified

Pengaruh Motivasi Kerja, Religiusitas, Kepemimpinan Dan Lingkungan Terhadap Kinerja Karyawan

Munir¹,

Arifin

Darmawan

et al. 2023

j. manaj. adm.

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Unsur manusia dalam organisasi selalu berkaitan dengan perilaku dan karakteristik individu yang mempengaruhi hasil kerja dan pencapaian tujuan organisasi. Peranan motivasi, religiusitas, kepemimpinan dan lingkungan kerja perlu dicermati untuk mengetahui dukungannya terhadap pencapaian tujuan organisasi melalui pencapaian kinerja pegawai. Studi ini untuk mengamati peran motivasi kerja, religiusitas, kepemimpinan dan lingkungan kerja terhadap kinerja pegawai. Survei ini menggunakan teknik sampling sensus. Jumlah responden sebanyak 128 responden. Untuk memperoleh hasil dari data yang terkumpul akan dianalisis dengan teknik regresi. Hasil penelitian ini menyatakan bahwa motivasi kerja dan religiusitas berpengaruh signifikan terhadap kinerja pegawai. Temuan lain menyebut ada peran dari kepemimpinan dan variabel lingkungan kerja membentuk kinerja karyawan

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Impact of religiosity, spirituality, job satisfaction and commitment on employee performance: a quantile regression approach

Cited by 12 publications

References 0 publications

The Moderating Effect of Religiosity on the Relationship Between Burnout and Job Satisfaction

The Moderating Effect of Religiosity on the Relationship Between Burnout and Job Satisfaction

Performance appraisal quality and employee performance: the boundary conditions of human resource strength and religiosity

Pengaruh Motivasi Kerja, Religiusitas, Kepemimpinan Dan Lingkungan Terhadap Kinerja Karyawan

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