Islamic job satisfaction, organizational commitment, and intention to leave: Moderating role of Islamic work ethics

Abstract

This study examines the direct influence of Islamic job satisfaction and organizational commitment on the intention to leave, and the direct influence of Islamic job satisfaction on organizational commitment. It also investigates the mediation of organizational commitment in the relationship between Islamic job satisfaction and intention to leave. The study examines the moderating impact of the Islamic work ethic on the influence of Islamic job satisfaction and organizational commitment on intention to leave. This study is explanatory research and used Smart Partial Least Square (SmartPLS) Version 3.2.6. The sample for the study included 164 employees in Islamic banks in North Maluku Province, Indonesia. The results of the empirical research indicate that Islamic job satisfaction had a direct positive and significant influence on organizational commitment. Islamic job satisfaction has a direct negative and significant influence on intention to leave. Organizational commitment has a direct negative and significant influence on intention to leave. Organizational commitment also mediates the relationship between Islamic job satisfaction and intention to leave. Furthermore, these research results reveal that the Islamic work ethic cannot moderate the effect of Islamic job satisfaction on the level of intention to leave. Conversely, the Islamic work ethic may moderate the influence of organizational commitment on intention to leave. Implications, limitations and future research are discussed.

The Relevance of Islamic Religiosity, Islamic Work Ethics, and Job Satisfaction of Employees in Islamic Financial Institutions in Gorontalo.

“…Islamic work ethics is represented in the form of sharia consisting of Al-Quran, Sunnah, Ijma, and Qiyas (Triyuwono, 2000). Soleman et al (2020) emphasize the roles of a manager in creating work ethics to ensure the availability of policy patterns for new employees and to communicate internal problems to avoid conflicts.…”

“…Zaman et al (2013) analyzed efforts in mediating Islamic work ethics and employees' job satisfaction, resulting in an intense relationship between the two. Soleman et al (2020) raised the issue of Islamic job satisfaction, organizational commitment and impermanence in life as a model of Islamic work ethics. However, apart from many studies conducted, there have been limited studies analyzing the influence of Islamic work ethics on the job satisfaction of the employees of Islamic financial institutions.…”

Islamic Work Ethics, Affective Commitment, and Employee’s Performance in Family Business: Testing Their Relationships

“…According to Farid et al (2019), Hayati and Caniago (2012), Gheitani et al (2019), and Javed et al (2017), producing quality and reliable employee performance needs the instilling of strong Islamic work ethics in employees. This will promote enhanced employee performance and also stimulate increased dedication to the company (Husin & Kernain, 2019; Mohammad, Quoquab, and Omar, 2016; Salahudin et al, 2016; Soleman et al, 2020).…”

The effect of leadership style, organizational culture and motivation on employee performance

“…Organizational culture namely a pattern, beliefs, norms and values that run within a company affect the behavior or human resources' behavior or employees in the organization and it affects the employee performance. Soleman et al (2020) argue that organizational culture is a basic pattern of thinking and act correctly. Employees who have understood the values in an organization will make these values as an organizational personality.…”