The Effect of Job Insecurity on Attitude towards Change and Organizational Citizenship Behavior : Moderating Role of Islāmic Work Ethics

Stressors, Organization Citizenship Behavior and Islamic Work Ethics

“…Tufail, Anum, Shahzad & Jehangir 91 ISSN: 2520 -0739 emotions strengthen the probability of withdrawal from discretionary behaviors (Bachrach & Jex, 2000;Weber et al, 2010) thus, results in negative relation with OCB. IWE has positive impact on OCB (see Usman et al, 2015;Murtaza et al, 2016). IWE provides a complete system of life, thus, to follow the Islamic beliefs, any individual will show dedication to work and will demonstrate high degree of OCB, as Muslim workers are anticipated to apply their religious principles in organizations (Khan et al, 2015).…”

“…One way ANOVA when carried out, was also found significant. The previous studies also controlled the same for moderation analysis in Pakistani context (see Khan et al, 2015;Usman, Shahzad, Roberts, & Zafar, 2015).…”

The influence of Islamic Work Ethic on employees’ responses to change in Kuwaiti Islamic banks

“…The Islamic code of ethics considers the fulfillment of work goals as duties that should be attained regardless of ones situation (Bouma, 2003;Khan et al, 2015). Furthermore, Usman (2015a) mentions that adherents of IWE should be selflessly committed to their work duties and responsible for exerting sufficient effort into their work regardless of the circumstances being faced. In addition, IWE underlines that employees must perform their work obligations in equivalence to the financial pay and support they receive from employers (Aldulaimi, 2016).…”

“…This issue surrounding IWE has become increasingly evident with studies testing its influence on employee responses to change, in which varied outcomes have been found (Haerudin & Santoso, 2016;Putro, 2018). Hence, given the lack of consistent flow between theoretical assumptions and empirical investigations regarding IWE's influence upon employee responses towards change, it has been highlighted that additional research is necessary to explore the relationship to establish generalizations (Yousef, 2000;Usman et al, 2015a). However, despite such calls for research, there is a lack of understanding regarding the extent of IWE's impact on employee deviance and commitment towards organizational change.…”

“…Yet, despite such testimonies regarding the usefulness of IWE within the setting of organizational change, empirical studies have reported varying outcomes when testing the ethical framework's impact on employees' responses towards change. Whilst some empirical studies concur that IWE positively influences employee responses to change, others indicate that no significant effect exists at all (Yousef, 2000;Wartini & Harjiyanti, 2014;Usman et al, 2015a;Haerudin & Santoso, 2016;Putro, 2018). Hence, there is a lack of consistency between theoretical assumptions and empirical investigations regarding IWE's influence upon employees' responses towards change, and as a result there are calls for additional research to further establish generalizations (Yousef, 2000;Usman et al, 2015a).…”