Spirituality to organizational citizenship behavior from Islamic perspective: mediating role of spirituality at work and organizational commitment

Abstract

Purpose This study aims to determine the direct and indirect effects of Islamic spirituality on organizational citizenship behavior (OCB) Islamic perspective (OCBIP), identifying the role of spiritual and marketing strategy at work and organizational commitment to mediate the effect of Islamic spirituality on OCBIP. Design/methodology/approach The research population is all employees of Sidoarjo BRI Syari'ah Branch Office. Total sample involves 130 fulltime employees. Proportional random sampling technique is a selected technique. Data is collected directly from respondents. The analysis used in this study uses Partial Least Square. Findings The research results show that Islamic spirituality has no direct effect on OCBIP. Spiritual at work mediates the effect of Islamic spirituality on OCBIP; organizational commitment mediates the effect of Islamic spirituality on OCBIP. Originality/value The OCBIP variable is used as the originality in this study. Another finding in this research is the marketing strategy of sharia-based companies. There has not been a comprehensive examination of the influence of Islamic spirituality and marketing strategies on OCB with spirituality at work and organizational commitment as a mediating variable. This Islamic perspective is very important considering the majority of Indonesian citizens are Muslims.

Assessing the influence of effective leadership on job satisfaction and organisational citizenship behaviour

“…Research showed that effective leadership boosts employees' productivity and job satisfaction by improving their motivation (Goleman, 2002;Locke and Latham, 1990;Petty et al, 1984;Kouzes and Posner, 2002). Some studies predicted a strong link between effective leadership and work satisfaction (Podsakoff et al, 1990(Podsakoff et al, , 1996Walumbwa, 2002;Chen, 2005aChen, , 2005bMadlock, 2008;Parkinson, 2008;Temple, 2009;Ed u Valsania et al, 2012;Tonkin, 2013;Muhdar and Rahma, 2015;Sani et al, 2018). Thus, the present study proposes the following hypothesis: H1.…”

“…More and more studies have focused on the effectiveness of leadership and how it affects a variety of outcomes during the last decade. Effective leadership has a big impact on how employees behave in terms of organisational citizenship responsibility (Rodrigues and Ferreira, 2015;Sarwar et al, 2015;Ismaeelzadeh et al, 2016;Saif et al, 2016;Cofie, 2018;Hassi, 2018) and demonstrate job satisfaction (Ogbonna and Harris, 2000;Podsakoff et al, 2000;Ed u Valsania et al, 2012;Muhdar and Rahma, 2015;Sani et al, 2018). Employees often go above and beyond their job descriptions when they work under effective leadership (OCB, 2018).…”

“…An effective leader strongly impacts the job satisfaction (Ogbonna and Harris, 2000;Podsakoff et al, 2000;Ed u Valsania et al, 2012;Muhdar and Rahma, 2015;Sani et al, 2018) and can create organisational citizenship behaviour (OCB) (Rodrigues and Ferreira, 2015;Sarwar et al, 2015;Ismaeelzadeh et al, 2016;Saif et al, 2016;Cofie, 2018;Hassi, 2018) among employees, which ultimately results in improved organisational performance and long-term growth. When a person leads, they motivate people to achieve a goal while also directing the organisation in a manner that makes it more ordered and logically significant.…”

Islamic Organizational Citizenship Behavior among Millennial Workers: The Role of Islamic Leadership, Workplace Spirituality, and Islamic Work Ethic In Central Java, Indonesia

“…Previous research has shown that OCB affects organizational performance such as financial performance, compliance, job satisfaction, cultural value, and innovative service performance (Fry & Cohen, 2009;Marinova et al, 2010;Sidin et al, 2020;Wu et al, 2023), Employee turnover (Chen et al, 1998), commitment (Brief & Motowidlo, 1986;Sani & Ekowati, 2022), job satisfaction (Dubey et al, 2022;Organ, 1997), and employee performance (Nurrohmat, 2022;Sani & Ekowati, 2019) Islamic OCB is the awareness that a Muslim has to do something more for his organization, not just work according to the job description. Employees try to contribute to the progress of the organization in a voluntary way because Islam encourages its people to act sincerely for the common interest.…”

“…Effective companies can be identified by the intensity of interaction among employees, groups, and the organizational system to obtain employee performance with low absenteeism rates, low labor turnover, minimal 15,2 deviant behavior within the organization, job satisfaction, commitment to the company, and also organizational citizenship behavior. Workers are certainly important assets in an organization, playing an extra role in the workplace in their behavior more than their job description, called Organizational Citizenship Behavior (OCB), which will determine a good level of performance (Belwalkar et al, 2018;Nurrohmat, 2022;Ocampo et al, 2018;Organ, 1997;Sani & Ekowati, 2022;Wu et al, 2023). Particularly, the characteristic of organizational members with OCB is that they are oriented towards innovative performance, so it can directly impact the survival and improvement of organizational performance in a competitive environment to remain superior.…”