Religiosity as a source of influence on work engagement: a study of the Malaysian Finance industry

Bakar, Raida Abu; Cooke, Fang Lee; Muenjohn, Nuttawuth

doi:10.1080/09585192.2016.1254103

Cited by 59 publications

(81 citation statements)

References 84 publications

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“…The western notion of WLB creates a physical and psychological boundary between work and nonwork life and the remedy of work-life conflict rests primarily outside the work domain. By contrast, the traditional Asian culture believes that work is one's obligation, that work may be fun, and that the workplace may be a source of happiness, spiritual support, and good social life where employees' families may be involved in its activities as an extended part of the company (e.g., Abu Bakar, Cooke, & Muenjohn, 2016;Cooke, 2015). has failed to achieve political, economic, and social equality, and this has happened in a number of Asian societies, the sense of injustice amongst those disadvantaged has to some extent been suppressed or internalised through the doctrine of social values and religious beliefs.…”

Section: Research Setting As a Contes Ted Site For Understanding Comentioning

confidence: 99%

Concepts, contexts, and mindsets: Putting human resource management research in perspectives

Cooke

2017

Human Res Mgmt Journal

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213

210

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Over the past two decades, management scholars have become more like hedgehogs: focused on narrowly specified research questions, and applying a clearly defined, highly sophisticated research methodology (Meyer, 2014: 374).The trend of decontextualisation in research on organisational behaviour (OB) and human resource management (HRM) at the firm and individual level in the past two decades is undoubtedly discernible (e.g., Jackson, Schuler, & Jiang, 2014;Kaufman, 2015). This is perhaps not surprising given the dominance of the U.S. paradigm in management and organisation research, which has been traditionally biased toward the generation of universal, general, or context-free knowledge (Rousseau & Fried, 2001). Although micro-level HRM studies that are increasingly having an OB focus might have become less sensitive to context as critics have observed, research in the international

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Section: Research Setting As a Contes Ted Site For Understanding Comentioning

confidence: 99%

Concepts, contexts, and mindsets: Putting human resource management research in perspectives

Cooke

2017

Human Res Mgmt Journal

Self Cite

213

210

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“…Subsequently, workforce JS is a vital force which is derived by following the righteous principles of equity, impartiality and conduct of management, thus, individuals perceive high trustworthiness. Through this mechanism, the adherents' of IWE indicates more evident increments with profound KSB and WE on the grounds that the work conditions set up an ideal workplace for workforce (Abu Bakar et al, 2018). As this is result of IWE, workforce recognizes their strength and shows high KSB and WE.…”

Section: Social Exchange Theory and Frameworkmentioning

confidence: 97%

“…Engagement is well thought to be a persistent sensuous-intellectual state needful an individual's consideration and engagement towards work (Abu Bakar et al, 2018). Schaufeli et al (2002) presented a distinct idea and demonstrated that WE can best be characterized as a positive, satisfying, job related perspective that is portrayed by absorption, devotion and vigor.…”

Section: Islamic Work Ethic and Work Engagementmentioning

confidence: 99%

Islamic work ethic and job outcomes: The mediating role of job satisfaction

Khan¹

2019

Int. j. adv. appl. sci.

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This study focuses on the impact of Islamic Work Ethic on Job outcomes such as Knowledge sharing behavior and Work Engagement. This study also attempts to investigate the mediating impact of Job Satisfaction in the relationship between Islamic Work Ethic and Job outcomes (Knowledge Sharing behavior and Work Engagement. Data was collected from 250 employees working in different telecom organizations of Pakistan by using a random sampling technique. Statistical tests were conducted by using statistical package for social sciences. The results show that there is a positive significant relationship between Islamic Work Ethic, knowledge sharing behavior, and Work Engagement. However, the results regarding the association between Job Satisfaction and Work Engagement were not supported. Furthermore, the results revealed interesting results that Job Satisfaction fully mediates the relationship between Islamic Work Ethic and Job outcomes (knowledge sharing behavior and Work Engagement). The results endorse the significance of Islamic Work Ethic on vital job outcomes as well as the intervening role of Job Satisfaction. Moreover, implications for management, discussion, and limitations of the present study are taken into consideration with recommendations for future studies. This research study adds to the existing literature on Islamic Work Ethic, job outcomes, and job satisfaction.

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“…In the ever-changing world of work, which has grown complex to the point that it is not always possible to find a fit between oneself and one’s job ( Berg et al, 2010a ), the pull of a calling thus serves as a strong motivation for an employee to engage in activities that match his or her needs and purpose with the opportunities and demands of the work environment ( Tims et al, 2016 ). As a result, employees proactively seize opportunities and resources to craft their jobs and fulfill all the responsibilities and expectations that come with their work ( Fried et al, 2007 ; Abu Bakar et al, 2018 ).…”

Section: Theoretical Background and Hypothesis Developmentmentioning

confidence: 99%

How Having a Calling Leads to Job Crafting: A Moderated Mediation Model

2020

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This study examines the association between calling and crafting behavior by proposing a moderated mediation model. Drawing from the job crafting perspective and selfdetermination theory (SDT), career commitment is identified as the mediator, and occupational self-efficacy and job autonomy are identified as the moderators in the model, respectively. The authors tested the proposed relationships with an SPSS macro that utilizes a sample of 338 employees in a three-wave procedure. Results support all the hypotheses. The findings reveal calling to be significantly associated with employees' job crafting behavior. Such a process begins with one's career commitment and is strengthened by the level of occupational self-efficacy in the first stage as well as the level of job autonomy in the second stage, thus yielding a pattern of moderated mediation. These findings answer recent calls for an integrative examination of calling in the workplace by demonstrating that career commitment along with occupational self-efficacy and job autonomy represent key mechanisms in transferring one's calling into job crafting behavior. As such, this study complements existing literature on the theoretical and practical implications of calling.

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Religiosity as a source of influence on work engagement: a study of the Malaysian Finance industry

Cited by 59 publications

References 84 publications

Concepts, contexts, and mindsets: Putting human resource management research in perspectives

Concepts, contexts, and mindsets: Putting human resource management research in perspectives

Islamic work ethic and job outcomes: The mediating role of job satisfaction

How Having a Calling Leads to Job Crafting: A Moderated Mediation Model

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