Work Ethics, Work Satisfaction and Organizational Commitment at the Sharia Bank, Indonesia

Komari, Nurul; Djafar, Fariastuti

doi:10.5539/ibr.v6n12p107

Cited by 23 publications

(24 citation statements)

References 30 publications

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“…According to the results obtained, results obtained in previous studies are confirmed (Alonso et al, 2010;Anari, 2012;Bartram & Casimir, 2007;Cuadrado & Molero, 2002;Fabi, Lacoursière, & Raymond, 2015;Farahani, Taghadosi, & Behboudi, 2011;Gunlu, Aksarayli, & Sahin Perçin, 2010;Herrera, Torres y Hutiérrez, 2019;Jernigan III et al, 2002;Komari & Djafar, 2013;MR Campbell, 2013;Seyal & Afzaal, 2013;Shurbagi, 2014;Singh & Gupta, 2015;Xirasagar, 2008;Yousaf, Sanders, & Abbas, 2015;Zahari & Shurbagi, 2012;Zayas-Ortiz, Rosario, Marquez, & Gruñeiro, 2015) who evaluated the influence of the transformational leadership style , 32-35. doi:10.1108/HRMID-10-2014-0141 Bartram, T., & Casimir, G. (2007). The relationship between leadership and follower in-role performance and satisfaction with the leader: The mediating effects of empowerment and…”

Section: Conclussionsupporting

confidence: 72%

La mediación de la satisfacción laboral en la relación del estilo de liderazgo y el compromiso organizacional

et al. 2021

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El objetivo de este trabajo fue determinar la relación entre el estilo de liderazgo laboral y la satisfacción laboral, y cómo esta relación afecta el compromiso organizacional; utilizando la teoría del liderazgo de Bass y Avolio, a través del cuestionario MLQ. El compromiso organizacional se midió con la herramienta generada a partir de la teoría de Meyer y Allen y la satisfacción laboral con el cuestionario de Paul Spector. El estudio se diseñó sobre la base teórica del enfoque cuantitativo, deductivo, método transversal. La recolección de datos se realizó a través de la encuesta con el respectivo cuestionario para cada variable, el muestreo fue por conveniencia y 386 personas participaron de manera voluntaria. Los datos se analizaron con un modelo SEM. Los resultados muestran que los datos tienen un buen ajuste según la prueba de Chicuadrado; además, se realizó validez convergente y divergente. Por tanto, en la realidad ecuatoriana se demostró que el liderazgo transformacional se relaciona con la satisfacción laboral (r = .55, p <0.05), mientras que el liderazgo transaccional se relaciona negativamente con la satisfacción (r = -. 154, p <0.05). Sin embargo, el liderazgo transaccional no está relacionado con el compromiso organizacional (p> 0.05) y la satisfacción laboral influye en el compromiso organizacional (r = .608, p <0.05). Los resultados obtenidos en la cultura ecuatoriana demuestran resultados de estudios previos realizados en otras culturas, el estilo de liderazgo transformacional tiene un impacto positivo en la satisfacción laboral y el compromiso organizacional, mientras que el estilo de liderazgo transaccional tendría un impacto negativo con las demás variables estudiadas.

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Section: Conclussionsupporting

confidence: 72%

La mediación de la satisfacción laboral en la relación del estilo de liderazgo y el compromiso organizacional

et al. 2021

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“…Numerous studies have found that the IWE is closely associated with job satisfaction, e.g. Mohamed, Karim, and Hussein (2010), Yousef (2000), Yousef (2001), Rokhman and Omar (2008), Rokhman (2010), Marri, Sadozai, Zaman, and Ramay (2012), Komari and Djafar (2013), and Gheitani, Imani, Seyyedamiri, and Foroudi (2018). With these arguments, IWE's adoption is required in business operations to bring positive results including job satisfaction.…”

Section: H1 Iwes Is Significantly Related To Organizational Commitmentmentioning

confidence: 99%

Islamic work ethics, organizational commitment and job satisfaction of Islamic banks in Indonesia

Nasution

Rafiki

2019

RAUSP

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Purpose This study aims to examine the relationship of the Islamic work ethics, organizational commitment and job satisfaction of Muslim employees in the four Islamic commercial banks in Indonesia. Design/methodology/approach The study has adopted a quantitative method with descriptive and inferential statistical analysis. A stratified random sample of the executive management was taken, proportionate to the size of each organization. Out of a total of 250 distributed questionnaires, 220 respondents have responded. Frequencies and percentages were used to identify the characteristics of the respondents, while the preliminary data analysis of reliability and validity tests were used, along with the linear regression and the factor analysis of variance to answer the research question. Findings It found that the Islamic work ethics have a positive and significant relationship with organizational commitment and job satisfaction. Originality/value The sharia compliance requirement of Islamic banks is aligned with the Islamic work ethics’ principles and values, which thus could create in-depth organizational commitment among employees.

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“…Herzberg 40 identifies that remuneration is an important resource to satisfy employees' needs; thus, it is one of the hygienic factors associated with labor attitudes. Komari and Djafar 41 identify that employees usually compare their pay with coworkers and interpret pay as a company's concern for them.…”

Section: Salarymentioning

confidence: 99%

Financial Compensation and Organizational Commitment: Differences Among Mexican and Malaysian Bankers

Reynoso

Ahmad²

2016

Compensation & Benefits Review

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Mexico and Malaysia are contrasting countries, geographically on opposite sides of the globe, with plenty of cultural differences, but with a similar gross domestic product per capita, and a similar banking commercial system. The hypothesis is the the economic compensation systems of bank employees in both countries, salaries, bonus and merit based pay, correlate with the same labor commitment. The research uses the same data collection instrument and results recently obtained in a Malaysian study to compare them to the Mexican case, through multivariate analysis. First results show that the Malaysian instrument is consistently valid and reliable in the case of Mexico. Second, the study confirms that Mexico’s strategy of raising the salary of bankers, or their bonuses, or merit-based payments, may increase organizational commitment but not altogether. Third, results suggest that merit-based compensation schemes are more efficient in countries with low uncertainty aversion, such as Malaysia, and less efficient in countries with high risk aversion, as in the case of Mexico.

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Work Ethics, Work Satisfaction and Organizational Commitment at the Sharia Bank, Indonesia

Cited by 23 publications

References 30 publications

La mediación de la satisfacción laboral en la relación del estilo de liderazgo y el compromiso organizacional

La mediación de la satisfacción laboral en la relación del estilo de liderazgo y el compromiso organizacional

Islamic work ethics, organizational commitment and job satisfaction of Islamic banks in Indonesia

Financial Compensation and Organizational Commitment: Differences Among Mexican and Malaysian Bankers

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