Religiosity as a Moderation of the Effect of Intellectual and Spiritual Quotient on Employee Performance

Abstract

The purpose of this study is to examine and Determine the moderating effect of religiosity from the effect between intellectual intelligence and spiritual intelligence on the performance of employees of state-owned bank branches conventional Tegal. This study took a sample of 115 employees using a multi-stage type of probability sampling technique, the which is a combination of proportional sampling and random sampling techniques. Data collection method is done by distributing questionnaires. The method of data analysis uses descriptive statistical tests and SmartPLS 3.0 software. The results of this study intellectual intelligence that has a positive effect on employee performance. Likewise, with spiritual intelligence has a positive effect on employee performance. In the moderation test, religiosity is not Able to moderate the relationship of intellectual intelligence on employee performance religiosity meaning that weakens the relationship, hypothesis 3 is rejected. Then, religiosity is Able to Strengthen the relationship of spiritual intelligence on employee performance hypothesis 4 is accepted meaning. Suggestions from this study, employees of conventional state-owned bank branch offices in Tegal city are expected to be Able to empower Reviews their intelligence in order to be Able to improve the level of performance in accordance with the company’s standards and for the management of conventional state -owned bank branch offices in Tegal city always provide motivation and establish communication with employees so that employees continue to maintain intellectual intelligence and spiritual intelligence in the work environment.

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

“…Among employees working in the banking and financial services sectors, religiosity is found to: strengthen organizational engagement (Abu Bakar et al , 2018); enhance performance of banks (Cantrell and Yust, 2018); religiosity among employees triggers ethical intentions and behaviors (Tariq et al , 2019) which prevents bank employees to engage in performance of fraudulent activities (Fathi et al , 2017). When employees realize their true purpose of life is to spend it according to the will of Allah and they act in a correct manner, the individual and organizational performance can be increased (Noegroho and Wulansari, 2020).…”

IS SPIRITUALITY THE BUILDING BLOCK THR CREATING EMPLOYEE CARING BEHAVIOR? ASSESSING MODERATING EFFECT OF ISLAMIC RELIGIOSITY & MEDIATING EFFECT OF EMOTIONAL INTELLIGENCE

“…Findings in support of the significance of SI on employee`s performance have been reported by Emmons and Robert (2000). Whereas, when focused on conventional banking industry it was found that SI is effective and plays a vital role in developing the caring behavior of the employee (Masitoh & Sudarma, 2019;Murniasih & Sudarma, 2016) and similar findings have been reported about the Islamic banking sector (Noegroho & Wulansari, 2020). The indirect effect of SI through EI was also found to be significant (Hosseini et al, 2010;Vaughan, 2002) generally in the banking sector, whereas similar findings have been reported specifically for the conventional banking sector.…”

“…It was always having high insignificant effect as a moderator in the case of Islamic banking. Iksyaniyah, Hakim and Listyadi (2021); Noegroho and Wulansari (2020); Jamal, Budiyanto and Agustedi (2021) have also reported the insignificant relation of the religiosity with employee performance. These findings are entirely contradicting findings of Abualigah et al, (2021);Robbie Iqbal, Khusnul and Novianti (2020), who report that religiosity can play the significant role enhancing organizational and employee performance.…”

Dart Emotional Spiritual Quotient (DESQ) Impact on Employee Performance and Role of Training Module (TM-DESQ): A Public Enterprise Perspective for Islamic Republic of Pakistan

“…The results of this study concluded that improved EQ improvised employee performance (Latif et al, 2017;Mahmood et al, 2018;Prentice et al, 2020), enhanced SQ significantly improved performance (Mahmood et al, 2018;Noegroho & Wulansari, 2020), and accountability proved to have a positive significant impact on performance (Tran & Nguyen, 2020).…”