Islamic Work Ethics ( IWE ) : A Review of Litrature and Directions for Future Research

Khan, Khurram Ajaz; Shahzad, Khurram; Usman, Muhammad

doi:10.12816/0026421

Cited by 20 publications

(31 citation statements)

References 38 publications

(65 reference statements)

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“…Another significant extension to the LMX comes from confirmation of the moderating role of IWE in development of OI. Results suggested that increased level of relationship with leader combined with IWE strength might be more useful (Khan, Shahzad, & Usman, 2015). The theoretical boundary of the LMX is further extended to relationship oriented contexts of organizations practicing IWE to predict OI and citizenship behavior.…”

Section: Discussionmentioning

confidence: 99%

Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

Hussain¹,

Shahzad²,

Khan³

et al. 2018

J. Islam. bus. manag.

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The present study aims to investigate the indirect relationship of Leader-Member Exchange (LMX) and followers' citizenship behavior through Organizational Identification (OI) for the first time using Social Identity Theory (STI), and to widen the scope of research by explaining differences in LMX-citizenship behavior relationship through OI arising from a moderating role of Islamic Work Ethics (IWE). The questionnaire comprising supervisor and subordinate-rated measures and a time-lagged data collection design has been used for data collection. Based on a convenience sample of 408 subordinates who were attached with 142 supervisors from developing country like Pakistan, mediation and moderated-mediation was tested using PROCESS. Results supported the mediating role of OI between LMX and follower citizenship behavior. Moderated mediation analysis confirmed the conditional effect of IWE on the indirect relationship between LMX and citizenship behavior through OI.

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Section: Discussionmentioning

confidence: 99%

Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

Hussain¹,

Shahzad²,

Khan³

et al. 2018

J. Islam. bus. manag.

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“…There are several definitions for job satisfaction. For example, Fisher and Hanna defined job satisfaction as an internal factor that is a kind of emotional adaptation to occupation and employment conditions [11]. Locke defined job satisfaction as a pleasant or positive emotional state that comes from evaluating one's job or job experience [12].…”

Section: Introductionmentioning

confidence: 99%

Comparing Job Satisfaction of Prehospital and Hospital Emergency Nurses in Mashhad, Iran

Basabr¹,

Khankeh²,

Dalvandi³

et al. 2018

Health Emerg. Disast.

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Background: Job satisfaction and its effective factors are important issue in productivity improvement. The main purpose of this study is to determine the job satisfaction of nurses in pre-hospital and hospital emergency rooms of Mashhad health system. Materials and Methods:The present study was descriptive-analytic with cross-sectional design carried out on nurses working in 168 pre-hospital emergency bases and 12 emergency departments of public hospitals of Mashhad affiliated to Mashhad University of Medical Sciences in 2017. A total of 232 nurses working in pre-hospital and hospital emergency units were selected and studied. A reliable and valid questionnaire including personal and professional information was used for collecting data based on the standardized Brayfield and Ruth Job Satisfaction test. Data analysis was performed by 1-sample t test, 1-way t test, two Independent samples, and linear regression analysis in SPSS V. 18. Results:A total of 232 nurses answered to questionnaires. The average quality level of job satisfaction based on Brayfield and Ruth test was 62.6% in pre-hospital emergency nurses and 62.4% in nurses of emergency hospital. It was also found that the variables of age, gender, educational level, service record, working hours, income level and marital status were significant determinants of job satisfaction, so that these variables were altogether explain about 30%(F=13.5, P<0.001) of job satisfaction. Conclusion:Based on the findings of this study, nurses' workplace is not associated with their job satisfaction. Also, job satisfaction is affected by many demographic variables, which change due to time and place and social conditions.

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“…Second, we answer recent calls for more research exploring potential mediators, based on theoretical explanations, between employees' IWE and their positive behaviors (Usman et al 2015) and propose a new perspective based on social identity theory (Tajfel 1974) and self-consistency theory (Korman 1970). Thus, we explore the mediating effects of employees' moral identity in the relationships between their IWE and their promotive and prohibitive voice behaviors.…”

Section: Introductionmentioning

confidence: 87%

“…While the first empirical study on IWE (Ali 1988) was published more than two decades ago, studies on the implications of IWE for workplace attitudes and behaviors are very limited. In reviewing the 28 studies on IWE published in the last two decades, Usman et al 2015 Second, prior IWE research mostly fails to explore the underlying mediating mechanisms or well-acknowledged theory(ies) from psychology and organizational behavior literature to explain how the IWE influences work attitudes and behaviors (Usman et al 2015).…”

Section: Islamic Work Ethic (Iwe)mentioning

confidence: 99%

How and when Islamic work ethic (IWE) leads to employee promotive and prohibitive voice? The interplay of employee moral identity and perceived voice opportunity

Hameed

Bhatti

Khan

et al. 2020

IMEFM

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Purpose This study aims to examine the moderated-mediation effects of employees’ Islamic work ethic (IWE) on their promotive and prohibitive forms of constructive voice behaviors through the integrated frameworks of social identity theory and self-consistency theory. Design/methodology/approach Using two-source data collection from employees and supervisors, data were collected from 217 participants working in various companies in the Kingdom of Saudi Arabia. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in the PROCESS macro for SPSS. Findings The results of this study supported the integration of social identity theory with self-consistency theory in explaining the indirect effects of employees’ IWE on their promotive and prohibitive forms of constructive voice behaviors through the mediation of moral identity. Furthermore, this study also indicated that the indirect effect was conditional on the employees’ perceptions of perceived voice opportunity, which significantly moderated the relationship between their moral identity and their prohibitive voice. However, no such effect was recorded for promotive voice. Originality/value This study is the first that explains how and when employees’ IWE leads them to exhibit promotive and prohibitive voice behaviors through the mediation of moral identity and the moderation of perceived voice opportunity. Thus, this study contributes to the IWE, moral identity and employee voice literature by addressing questions with useful theoretical and managerial implications for employees’ promotive and prohibitive forms of constructive voice behaviors in the workplace.

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Islamic Work Ethics ( IWE ) : A Review of Litrature and Directions for Future Research

Cited by 20 publications

References 38 publications

Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

Comparing Job Satisfaction of Prehospital and Hospital Emergency Nurses in Mashhad, Iran

How and when Islamic work ethic (IWE) leads to employee promotive and prohibitive voice? The interplay of employee moral identity and perceived voice opportunity

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