Islamic Human Resources Practices

Martin, William Marty; Hunt‐Ahmed, Karen

doi:10.1002/9781118653814.ch13

Cited by 1 publication

(2 citation statements)

References 16 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Sudah banyak penelitian untuk menguji hubungan Praktik SDM konvensional dan kinerja organisasi. Meskipun saat ini hanya ada sedikit dan masih terbatas terkait penelitian tentang praktik HR dengan konsep ajaran Islam diantaranya Martin (2013), Ningsih et al (2020), yang mencoba menyelidiki hubungan praktik HR Islam dan kinerja karyawan. Rahmat (2018) dalam penelitiannya menemukan bahwa Islam sebagai faktor utama dalam pengembangan praktik HR di organisasi Islam di Indonesia.…”

Section: Pendahuluanunclassified

“…Variabel praktik HR Islam terbagi dari beberapa dimensi diantaranya sebagai seleksi dan rekruitmen, pelatihan dan pengembangan, pengembangan karir, manajemen kinerja, dan sistem penghargaan (Jouda, 2016). Praktik HR yang dipertimbangkan diantaranya adalah rekrutmen/seleksi, penilaian kinerja, pelatihan, definisi pekerjaan, perencanaan karir, partisipasi karyawan dan kompensasi (Azmi, 2015;Martin, 2013). Maka dari itu HR yang digunakan sebagai variabel dalam penelitian ini meliputi praktik HR yang terkait dengan seleksi dan rektrutmen, pelatihan, penilaian kinerja, kompensasi, prestasi kerja, dan partisipasi karyawan.…”

Section: Metodeunclassified

See 1 more Smart Citation

Peran mediasi etos kerja Islami antara praktik human resource dan kinerja organisasi pada lembaga keuangan syariah

Winarto

2021

JEM

View full text Add to dashboard Cite

This study aims to analyze the relationship between human resource practices which include recruitment and selection, training and development, compensation, performance, employee participation on organizational performance with Islamic work ethic as a mediating variable in Islamic financial institutions. The research approach uses quantitative methods and the research sample is employees and staff at Islamic financial institutions in Pekalongan as many as 97 respondents. Data analysis using Smart PLS to test direct and indirect relationships between variables. The findings in this study are that there is a significant positive direct relationship between human resource practices on organizational performance, human resource practices on Islamic work ethic, and Islamic work ethic on organizational performance. In addition, there is also a significant positive result of the indirect relationship between human resource practices and organizational performance mediated by Islamic work ethic. In terms of managerial implications, that human resource practices are positively related to Islamic work ethics in every job as an effort to improve organizational performance. In particular, Islamic work ethics as the behavior and thoughts of employees must be developed and improved and can be a concern of the organization. Recommendations for further research by adding other instruments to human resource practice include management discipline, employee health and safety.

show abstract

Section: Pendahuluanunclassified

Section: Metodeunclassified

Peran mediasi etos kerja Islami antara praktik human resource dan kinerja organisasi pada lembaga keuangan syariah

Winarto

2021

JEM

View full text Add to dashboard Cite

show abstract

Islamic Human Resources Practices

Cited by 1 publication

References 16 publications

Peran mediasi etos kerja Islami antara praktik human resource dan kinerja organisasi pada lembaga keuangan syariah

Peran mediasi etos kerja Islami antara praktik human resource dan kinerja organisasi pada lembaga keuangan syariah

Contact Info

Product

Resources

About