The relationship between Islamic work ethic and workplace outcome

Abstract

Purpose The purpose of this paper is to examine the relationship between Islamic work ethic (IWE) and employees’ attitude and behaviour in term of perceived organisational justice, psychological ownership (PSY), and employees’ performance in the Islamic financial institutions in Malaysia. Design/methodology/approach This study used a sample of 301 employees of Islamic financial institutions and employed structural equation modelling-partial least square technique in order to analyse the data. Findings The findings demonstrated that IWE has both direct and indirect effects on attitudinal as well as behavioural outcomes. Practical implications Managers who want to enhance their employees’ attitude and behaviour are strongly advised to give proper attention to the concept work ethic. Moreover, they need to conduct training programs to instil these values and to emphasise its crucial role in enhancing the effectiveness and efficiency of the organisation. Originality/value This study contributes to the body of knowledge on IWE by: testing its ability to predict employees’ performance, their perception of organisational justice, and their feeling of PSY, and examining the mediating effect of perceived organisational justice and PSY between IWE and employees’ performance.

Business Sustainability based on Sustainability and Islamic Ethics Practice

“…c) Moreover, there has not been an intense integration related to humanity's goal as caliph on earth, with the goal of sustainability which nowadays campaigned more in western countries (socialism). d) As for the constructors of the Islamic work ethics behaviour, the researchers previously tended to use standards of behavior that do not violate Islamic principles as constructs that reflect Islamic work ethics [5], [7]. Such as business activities that are in accordance with Islamic law.…”

“…In this viewpoint, the main points of Islamic work ethics tend to be the values held by employees so that they see external conditions with a positive perspective, which raises the habit of qanaah (on company policy) and increases the sense of responsibility towards the company (ownership). With the ability of Islamic work ethics to increase employee engagement with the company, it will improve their performance [6], [7]. As for the concept of business sustainability, commitment and loyalty of human resources is a long-term investment that can maintain business continuity [22, p. 78], especially if human resources have an Islamic work ethic.…”

Islamic work ethics and lecturer performance: Mediating roles of person-organization fit and innovation in learning activities

“…In this case, a Muslim applies IWE to be rewarded for good intentions for a blessed life. In line with Mohammad et al (2018), IWE is relevant to study since the Muslim communities are almost 23% of the world population. However, low ethics is a crucial problem for the Muslim community in general.…”

Does work commitment mediates the effect of Islamic work ethic on performance and turnover intention?

“…Thus, Ali & Al-Kazemi (2007) and Khalil & Abu-Saad (2009) strengthen the concept by adding loyalty and individualism as expected outcome behavior from Islamic work ethic. Furthermore, the studies of Islamic work ethic focus on the relationship that variable between organizational behavior like organizational citizenship and collaboration (Murtaza et al, 2016;Tufail, et al 2017), organizational justice (Fesharaki & Sehhat, 2018), job outcomes or performance (Hayati & Caniago, 2012;Mohammad et al, 2018;Rawwas et al, 2018;Taufail et al, 2018;Douri et al, 2020), leadership (De Clercq et al, 2018;Patel et al, 2019) and individual behavior like innovation (Mahfoudh et al, 2016;Javed et al, 2017), motivation (Gheitani et al, 2019), professionalism (Kamarudin & Kassim, 2020), job stress (ud Din & Farooq, 2017), and turnover intention (Caniago & Mustoko, 2020). However, the important role of Islamic work ethics (or ethics in general) has been underexplored in work commitment studies.…”