Religiosity and work engagement: Workload as a moderator

Abualigah, Ahmad; Davies, Julie; Harrington, Shelley

doi:10.1002/smi.3042

Cited by 18 publications

(18 citation statements)

References 63 publications

(91 reference statements)

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“…There is ample research already published where ethical intentions and positive behaviors of frontliners are highlighted as an important organizational concern (Kashif et al , 2017; Singhapakdi et al , 2013; Kashif et al , 2015). With an increase in fraudulent activities performed by banking organizations operating in the Muslim world (Kazemian et al , 2019), religiosity is now considered as an important organizational resource at work (Abualigah et al , 2021) and also an important job characteristic of customer-contact employees working in Islamic banks in Muslim countries (Anwar et al , 2018). There are studies where religious practices of employees are regarded as important acts to ensure ethicality at workplace (Kashif et al , 2015).…”

Section: Religiosity Among Employees Working In the Financial Servicesmentioning

confidence: 99%

Islamic religiosity and ethical intentions of Islamic bank managers: rethinking theory of planned behaviour

Samad

Kashif

Wijeneyake

et al. 2021

JIMA

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Purpose The primary aim of this study is to investigate how Islamic religiosity shapes the ethical attitude of customer relationship managers while predicting their behaviours. Design/methodology/approach A survey-based, cross-sectional data is collected from 257 customer relationship managers working in leading Islamic Banks in Pakistan. Findings Results demonstrate that religiosity positively influences the attitude of managers. Furthermore, the effect of subjective norms to predict ethical intentions is found insignificant which opens a new debate for the scholarly community. Originality/value A key contribution of this study is the investigation of Islamic religiosity as a predictor of managerial attitude. Furthermore, the context of Islamic bank managers is a new context of this investigation.

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Section: Religiosity Among Employees Working In the Financial Servicesmentioning

confidence: 99%

Islamic religiosity and ethical intentions of Islamic bank managers: rethinking theory of planned behaviour

Samad

Kashif

Wijeneyake

et al. 2021

JIMA

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“…Though unstandardized coefficients are the preferred metric in causal modelling and/or comparing effects across studies when the raw metric is meaningful (Asher, 1983;Hayes, 2017;James et al, 1982), standardized coefficients are preferred when the raw metric is not particularly useful (e.g., Likert scales) and/or when comparisons of relative effects within a study is desired (e.g., predictive validity; Keith, 2019). Thus, as is commonly done in similar studies within the stress and health literature (e.g., Abualigah et al, 2021;Lawrence & Elphinstone, 2021;Yörük & Acikgoz, 2022), we report standardized versus unstandardized beta coefficients for interpretability and to make comparison across predictors. While a refined more encompassing measure of work-life conflict should be helpful to scholars and practitioners, utility is gauged by its incremental prediction beyond existing measures, such as that by Carlson et al (2000).…”

Section: Resultsmentioning

confidence: 99%

Identifying energy and emotion‐based conflict: Development of a refined work‐life conflict scale

Michel

DeBaylo

2022

Stress and Health

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While work-family conflict, and more broadly work-life conflict, has traditionally been conceptualized through the dimensions of time, strain, and behaviour, an expansion of these dimensions should prove advantageous for measurement and comprehension. Specifically, energy and emotion-based conflict have been cited as possible factors that would be beneficial to the measurement of work-life conflict. While these forms of conflict have been discussed as viable areas of expansion in the work-life conflict literature, there has yet to be a systematic empirical attempt to include both energy and emotion as their own distinct dimensions. In the present research, items were identified and/or created to represent energy and emotionbased forms of conflict to explore their feasibility in work-life conflict measurement. Energy and emotion were identified as distinct dimensions of work-life conflict through four studies of construct validation. Collectively, a four-factor solution of time, behaviour, energy, and emotion was supported. Multi-wave data indicated that energy and emotion-based conflicts were incrementally predictive of outcomes, including job satisfaction and job-related burnout, above and beyond other measures. By combining and expanding existing literature to include energy and emotion as independent dimensions, this research creates a more encompassing scale that more comprehensively represents the construct of work-life conflict.

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“…Religiosity is a personal resource (Abualigah et al , 2021) that can enhance the effect of psychological empowerment on job satisfaction. Individuals who show high religiosity tend to have positive dispositions regardless of negative circumstances they may experience (Ramsay et al , 2019; Vishkin et al , 2016; Villani et al , 2019).…”

Section: Theoretical Foundationmentioning

confidence: 99%

Psychological empowerment and employee engagement: role of job satisfaction and religiosity in Nigeria

Nwachukwu

Agboga

2022

ICT

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Purpose This paper aims to examine the mediating role of job satisfaction in the relationship between psychological empowerment and employee engagement. There is also an investigation of the moderating effect of religiosity on psychological empowerment and job satisfaction as well as job satisfaction and employee engagement. Design/methodology/approach Data were obtained from 265 employees working in the service industry in Nigeria. The hypotheses were tested and analysed using structural equation modelling and bootstrapping procedure. Findings The results show that the direct relationship between psychological empowerment and employee engagement was partially mediated by job satisfaction. Intrinsic religiosity (IR) was found to have a moderating effect on job satisfaction and employee engagement. IR and extrinsic religiosity (ER) does not moderate the impact of psychological empowerment on job satisfaction and employee engagement. ER was found to have a negative insignificant moderating effect on job satisfaction and employee engagement. Research limitations/implications A cross-sectional study reveals the relationship between variables at one point in a time. As such this study may not precisely predict the dominant pattern of the association over time. Future research can use longitudinal study to establish a dominant pattern of relationships. Practical implications This study informs human resource practitioners and scholars by demonstrating that religiosity and job satisfaction are important factors that should be considered in managing and keeping employees engaged. Originality/value To the best of the authors’ knowledge, this study is among the first atte`mpts to enrich the literature in the fields of psychological empowerment and employee engagement by highlighting organisational mechanisms that amplify the relationship.

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Religiosity and work engagement: Workload as a moderator

Cited by 18 publications

References 63 publications

Islamic religiosity and ethical intentions of Islamic bank managers: rethinking theory of planned behaviour

Islamic religiosity and ethical intentions of Islamic bank managers: rethinking theory of planned behaviour

Identifying energy and emotion‐based conflict: Development of a refined work‐life conflict scale

Psychological empowerment and employee engagement: role of job satisfaction and religiosity in Nigeria

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