The Influence of Religiosity, Stress and Job Attitude towards Organizational Behavior: Evidence from Public Universities in Malaysia

Ramlee, Norfaizzah; Osman, Azlin Fazlina; Salahudin, Shahrul Nizam; Sin, Kit Yeng; Ling, Sim Choon; Muhammad, Safizal

doi:10.1016/s2212-5671(16)00069-1

Cited by 21 publications

(28 citation statements)

References 27 publications

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“…If there is an increase in the aspects of participation, importance and meaning, then the OCB also increases. The results of this study are same as the research which shows that religiosity can be used to predict employees at UIN Sultan Syarim Kasim [30], public universities in Malaysia [31] and social workers in Muslim countries [32]. In fact, it is also necessary for organizations to accommodate religious activities to inculcate religiosity, which turns out to be able to expedite and streamline the functioning of the organization itself [33].…”

Section: Discussionsupporting

confidence: 72%

Religiosity and Organizational Citizenship Behavior: a Study on Student Employees in South Tangerang

Arifianto

Mutawali

Subekti

2020

International Journal of Science, Technology & Management

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This study explored the concept of Organizational Citizenship Behavior (OCB) in relation to student employees. The dimensions of religiosity is used as an independent variable in this study. This study expands the extant research by examining OCB of student employees, where very few studies exist. For this research 174 student employees completed an online survey, where we looked to identify correlations between OCB and three dimensions: participation, importance and meaning. Data collection in this study used a qustionnaire that developed a variable of religiosity totaling 9 items and variables totaling 15 items which isusing multiple linear regression. The statistically significant correlation between three of these dimensions and OCB will help campusidentify and encourage OCB in their student employees. The result of study shows that there is effect of the participation dimension (XL) and the meaning dimension (X3), but there is no efect of the meaning dimension (X3) on OCB.

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Section: Discussionsupporting

confidence: 72%

Religiosity and Organizational Citizenship Behavior: a Study on Student Employees in South Tangerang

Arifianto

Mutawali

Subekti

2020

International Journal of Science, Technology & Management

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“…The trend towards belief shows the religiosity of someone to a set of principles that gives some social control to the concerned individuals (Jiménez et al, 2019). Two typical aspects of religiosity are put forward by Ramlee et al (2016), which are extrinsic religiosity and intrinsic religiosity. Religious behavior is basically from the extrinsic aspect, when the use of religiosity is for the personal interest, especially to get popularity, target business achievements, or friendship.…”

Section: A Religiositymentioning

confidence: 99%

“…Whereas intrinsic religious dimension is based on the natural purposes, that is guiding someone to obey the religious teachings by praying or involved in a voluntary community service (Charan et al, 2020;Choy, 2020;Jiménez et al, 2019). Indicator/items of the instrument from the variable of religiosity in this study are adapted by Ramlee et al (2016), which consist of five indicators/items cited in Table 1.…”

Section: A Religiositymentioning

confidence: 99%

Work-Family Conflict among Employees: What is the Role of Religiosity on Job Satisfaction and Performance

Radita¹,

Amri

Supiana³

et al. 2021

IJSMS

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The purpose of this research is to analyse the effect of religiosity and work-family conflict towards employee performance through job satisfaction as an intervening variable to the workers of the manufacturing industry by taking 120 workers as samples. This research used a questionnaire as the method of data collection. Whereas, the analysis method used Structural Equation Modelling(SEM), Smart PLS v.3.0. The result of this research showed that religiosity has a significant positive effect on job satisfaction, the work-family conflict has a significant negative effect on job satisfaction, religiosity has a significant positive effecton employee performance, work-family conflict does not significantly affect employee performance, job satisfaction has a significant positive effect to employee performance, religiosity has a significant positive effect to employee performance through job satisfaction as an intervening variable, work-family conflict does not significantly affect the employee performance through job satisfaction as an intervening variable. The result of this research could be used as a basis to improve and maintain a company’s performance through religious improvement and concern towards work-family conflict experienced by the workers. Keywords: Job satisfaction, employee performance, religiosity, work-family conflict

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“…Religiosity is considered as a motivating factor which makes people work harder and perform better in organisations (Ramlee, Osman, Salahudin, Yeng, Ling & Safizal, 2016). Individuals in highly religious countries and zones (e.g.…”

Section: Introductionmentioning

confidence: 99%

“…India, & Nigeria) consider work as very important (Jagodzinski, 2009) and see it as a duty to society (Geser, 2009). The roles of religiosity in improving job attitudes such as engaging in organisational citizenship behaviour and moderating the relationship between job stressors and motivation, job satisfaction and organisational commitment have been reported (Ramlee et al, 2016). It is believed that religious role expectations, internalised as a religious self-identity can influence ethical behaviour or values of individuals (Osman-Gani, Hashim & Ismail, 2010).…”

Section: Introductionmentioning

confidence: 99%

Workplace Deviant Behaviour Among Public Sector Employees: The Roles of Perceived Religiosity and Job Status

Akanni

Omisile

Oduaran

2018

European Review of Applied Sociology

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Workplace deviant behavior has been linked to a number of organizational losses such as decreased employee morale, increased turnover and loss of legitimacy among important external stakeholders. Therefore, this paper investigated the relationships between religiosity, job status and workplace deviant behavior. Participants consisted of 351 (F=178; Mean age=39.2) employees of the Local Government Service Commission in Nigeria. Data which were sourced through the Workplace Deviant Behavior Scale and Centrality of Religiosity Scale were analyzed using multiple regression. Results revealed that religiosity negatively related to workplace deviant behavior, but no significant difference was found between junior and senior staff in their display of workplace deviant behavior. In addition, both religiosity and job status jointly influenced respondents’ workplace deviant behavior. The findings imply that high religiosity among employees might reduce the risks of deviance and in turn create a better work environment.

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The Influence of Religiosity, Stress and Job Attitude towards Organizational Behavior: Evidence from Public Universities in Malaysia

Cited by 21 publications

References 27 publications

Religiosity and Organizational Citizenship Behavior: a Study on Student Employees in South Tangerang

Religiosity and Organizational Citizenship Behavior: a Study on Student Employees in South Tangerang

Work-Family Conflict among Employees: What is the Role of Religiosity on Job Satisfaction and Performance

Workplace Deviant Behaviour Among Public Sector Employees: The Roles of Perceived Religiosity and Job Status

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