Strategic Human Resource Management and Employment Relations

Ashoer

Problems and Perspectives in Management

2021

Religious values are contemporary issues associated with employees’ behavior in organizations, especially from the Islamic human resource (HR) management view. To address this issue, this study analyzed the influence of Islamic work values on engagement, job satisfaction, organizational commitment, and in-role performance of Muslim employees. Considering the potential spread of COVID-19, primary data was collected by distributing online questionnaire via emails and social media to 283 respondents in Makassar City, Indonesia, who fulfilled the predetermined sampling criterion. PLS-SEM was employed to check the measurement and structural models of the SmartPLS 3.0 program. It was revealed that Islamic work values have a significant influence on engagement and job satisfaction and in contrast, insignificant on organizational commitment and employee in-role performance. In addition, a significant interrelationship between the 4 endogenous variables was confirmed, namely engagement, job satisfaction, organizational commitment, and in-role performance. Furthermore, it was found that several constructs mediate the correlation between Islamic values and in-role performance. The findings are essential to provide theoretical enrichment for future studies pertaining to the measured Islamic values and HR behavior. Practically, managers are capable to devise and select the most appropriate HR strategies for Muslim employee in a particular organization.

Section: Job Satisfaction (Js)mentioning

confidence: 99%

Impact of Islamic work values on in-role performance: Perspective from Muslim employee in Indonesia

Ashoer

Problems and Perspectives in Management

2021

“…Compassion is realized by the activity of good human relations and a spirit of motivation to realize and build lofty ideals as the best Muslims (khoiru ummah) (Malik, 2018).…”

Section: Introductionmentioning

confidence: 99%

Factors Strengthening the Fundamental Concept of Human Relations in Islamic Financial Institutions of Indonesia

Sukardi

Fachrurazi

Asmanto

2022

Shirkah

This study seeks to manifest the factors in strengthening and improving the fundamental concepts of human relations in Islamic banking including motivation, concepts and perceptions of individuals, power, decision-making, communication, leadership, mentality, social environment, individual differences, and human dignity. They are scrutinized in Islamic financial institutions in Indonesia. This quantitative study employed a non-experimental approach. 38 Islamic financial institutions were involved as the representative sample. Data from the questionnaire were analyzed using factor analysis to reduce the data by summarizing several factors and renaming them as new factors. Verification using factor analysis with correlation matrix showed that the human dignity provides a significant relationship to all factors in human relations in Islam with a significance of 0.05. All factors were found valid with the highest validity of 0.802 (human dignity). The results of the reduction factor brought up three new factors social, psychological, and leadership factors. This study proves that the essential components to strengthen and improve human relations in Islamic banking are implementing and improving social, psychological, and leadership aspects.

“…The implementation of an innovative organizational strategy emphasizes a positive approach that acknowledges that the mission of the organization is to achieve and enable the highest potential of employees and the organization (Malik et al, 2018;Rodríguez-Carvajal et al, 2010). Employee talent has become highly relevant since the competitiveness of an organization is directly related to its workers' knowledge, skills, and abilities.…”

Section: Chapter 1 General Introductionmentioning

confidence: 99%

Positive Psychological Coaching: An investigation on its efficacy in the workplace

Corbu¹

Positive Psychological Coaching is receiving increasing attention within the organizational field because of its potential benefits for employees ' development and well-being (Passmore & Oades, 2014). The main aim of this study was to test the impact of a Positive Psychological Micro-Coaching program on non-executive workers' psychological capital, and analyse how goal-related self-efficacy predicts goal attainment during the coaching process.Following a control trial design, 60 non-executive employees (35 in the experimental group and 25 in the waiting-list control group) from an automotive industry company participated in a Positive Psychological Micro-Coaching program over a period of five weeks. The intervention was grounded in the strengths-based approach and focused on setting a specific goal for personal and professional growth. The program consisted of a group session, three individual coaching sessions, and individual inter-session monitoring. Pre, post, and four-month follow up measurements were taken to assess the impact on the study variables. Our results reveal that psychological capital increased significantly at post and follow-up times compared to baseline levels. In addition, results confirmed that goal-related self-efficacy predicted goal attainment during the micro-coaching process. Practical implications suggest that short-term positive psychological coaching is a valuable method for developing personal resources such as psychological capital and to facilitate goal achievement in non-executive employees, in order to reach work-related goals.