Can Islamic Work Ethics and Ethical Climate Reduce Counterproductive Work Behavior?

2018 ◽  
Vol 1 (2) ◽  
pp. 95-101
Author(s):  
Keumala Hayati ◽  
Yuningsih Yuningsih ◽  
Indra Caniago
Keyword(s):  
Financial Institutions ◽  
Ethical Climate ◽  
Work Ethic ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Work Ethics ◽  
Islamic Work Ethic ◽  
Islamic Financial Institutions ◽  
Negative Effect

This study examines the effect of Islamic Work Ethic (IWE) and Ethical Climate (EC) on Counterproductive Work Behavior (CWB). The sample was 115 employees of Islamic financial institutions in Lampung, Indonesia. The analysis shows that IWE has a negative effect on CWB, EC also has a negative effect on CWB. This finding shows that CWB can be reduced by IWE and EC. EC influence is slightly higher than IWE shows that although IWE plays a good role in reducing CWB, the role of the ethical climate in the organization has slightly greater in reducing CWB.

scholarly journals Peran mediasi etos kerja Islami antara praktik human resource dan kinerja organisasi pada lembaga keuangan syariah

2021 ◽  
Vol 17 (3) ◽  
pp. 270-286
Author(s):  
Wahid Wachyu Adi Winarto
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Financial Institutions ◽  
Work Ethic ◽  
Research Approach ◽  
Human Resource Practices ◽  
Work Ethics ◽  
Islamic Work Ethic ◽  
Islamic Financial Institutions ◽  
Positive Direct

This study aims to analyze the relationship between human resource practices which include recruitment and selection, training and development, compensation, performance, employee participation on organizational performance with Islamic work ethic as a mediating variable in Islamic financial institutions. The research approach uses quantitative methods and the research sample is employees and staff at Islamic financial institutions in Pekalongan as many as 97 respondents. Data analysis using Smart PLS to test direct and indirect relationships between variables. The findings in this study are that there is a significant positive direct relationship between human resource practices on organizational performance, human resource practices on Islamic work ethic, and Islamic work ethic on organizational performance. In addition, there is also a significant positive result of the indirect relationship between human resource practices and organizational performance mediated by Islamic work ethic. In terms of managerial implications, that human resource practices are positively related to Islamic work ethics in every job as an effort to improve organizational performance. In particular, Islamic work ethics as the behavior and thoughts of employees must be developed and improved and can be a concern of the organization. Recommendations for further research by adding other instruments to human resource practice include management discipline, employee health and safety.

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

2020 ◽  
Vol 17 (2) ◽  
pp. 169
Author(s):  
Miswanto Miswanto ◽  
Rois Arifin ◽  
Dwi Murniyati
Keyword(s):  
Turnover Intention ◽  
Work Performance ◽  
Work Ethic ◽  
Bootstrap Method ◽  
Measurement Scale ◽  
Work Commitment ◽  
Work Ethics ◽  
Main Research ◽  
Islamic Work Ethic

Islam is a comprehensive religion that covers not only the ritual worship aspect but also ethics and acts of business. The field of Islamic work ethics has been studied by many researchers in different study settings. However, the important role of Islamic work ethics has been underexplored in work commitment studies. Therefore, this study aims to examine the direct and indirect effect of Islamic work ethics in affecting employees work performance and turnover intention through work commitment. This study used the quantitative method as their main research design. Purposive sampling was applied as a sampling technique with a five-point Likert scale of the structured questionnaire as a measurement scale and data gathering method. The bootstrap method used to test the proposed hypotheses. This study concluded that Islamic work ethic positively affects work commitment, thus work commitment positively affects work performance. This study also found that there was an insignificant effect of Islamic work ethic on work performance and turnover intention, and work commitment on turnover intention. Fundamentally, the mediation role of work commitment failed to prove in this study as there were only significant indirect effects between Islamic work ethic and work performance. In other words, the higher individual beliefs on Islamic value, the more committed employee to do their job. Thus, the more committed and enthusiastic employees on their job, the higher their work performance will be.

scholarly journals The Role of Skills in Islamic Financial Innovation: Evidence from Bahrain and Malaysia

2020 ◽  
Vol 6 (3) ◽  
pp. 47 ◽  
Author(s):  
Jessie Poon ◽  
Yew Wah Chow ◽  
Michael Ewers ◽  
Razli Ramli
Keyword(s):  
Continuous Improvement ◽  
Financial Institutions ◽  
Service Innovation ◽  
Financial Innovation ◽  
Technical Skill ◽  
Islamic Finance ◽  
Islamic Financial Institutions ◽  
Negative Effect ◽  
The Relationship

A body of work has emerged that examines human capital from the perspective of skills to better understand the types of expertise that influence innovation. The relationship between skill and financial innovation, however, is poorly understood in the context of Islamic financial institutions (IFIs). IFIs are distinct from their conventional counterparts by their compliance with Shariah law. Based on a survey of IFIs in Bahrain and Malaysia, this paper examines the effect of different skills on IFI innovation. The findings indicate that while skill in Islamic finance positively influences innovation, skill in Shariah law does not. Cognitive-technical skill is also highly significant, but marketing skill has a negative effect. The results suggest that Islamic financial innovation relies on continuous improvement that sustains markets, product and service innovation. Sustaining innovation lends itself to abilities that are oriented towards problem solving and computation of Shariah and business risks. This favors skills of programming and expertise in Islamic finance over marketing and Shariah legal proficiency.

The relationship between Islamic work ethic and workplace outcome

2018 ◽  
Vol 47 (7) ◽  
pp. 1286-1308 ◽  
Author(s):  
Jihad Mohammad ◽  
Farzana Quoquab ◽  
Fazli Idris ◽  
Mohammed Al-Jabari ◽  
Nazimah Hussin ◽  
...  
Keyword(s):  
Financial Institutions ◽  
Work Ethic ◽  
Partial Least Square ◽  
The Body ◽  
Mediating Effect ◽  
Content Type ◽  
Organisational Justice ◽  
Islamic Work Ethic ◽  
Islamic Financial Institutions ◽  
The Relationship

PurposeThe 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/approachThis 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.FindingsThe findings demonstrated that IWE has both direct and indirect effects on attitudinal as well as behavioural outcomes.Practical implicationsManagers 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/valueThis 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.

scholarly journals The Role of Motivation, Discipline, Salary, and Islamic Work Ethics on Increasing Employee Performance

2021 ◽  
Vol 1 ◽  
pp. 19-31
Author(s):  
Ikhsan Naufal Dwilaksana ◽  
Rosana Eri Puspita ◽  
Mochlasin Mochlasin ◽  
Adamu Abubakar Muhammad
Keyword(s):  
Data Collection ◽  
Work Ethic ◽  
Employee Performance ◽  
T Test ◽  
Digital Printing ◽  
Work Ethics ◽  
Simultaneous Effect ◽  
Islamic Work Ethic

This study aims to determine how strong the influence of motivation, discipline, salary, and IWE (Islamic Work Ethic) on employee performance (a case study at Wanabiprint Digital Printing Salatiga). The method of data collection was done through distributing questionnaires to Wanabiprint employees. Samples were taken as many as 50 respondents. The results of the t test indicate that motivation has no effect on employee performance with a significance value of 0.305 > 0.05 and t count 1.038 < t table 2.014, discipline has no effect on employee performance with a significance value of 0.158 > 0.05 and t count 1.437 < t table 2.014, salary has no effect on employee performance with a significance value of 0.775 > 0.05 and t count 0.287 < t table 2.014, while IWE (Islamic Work Ethic) affects employee performance with a significance value of 0.00 < 0.05 and t count 4,580 > ttable 2,014. Furthermore, motivation, discipline, salary and IWE (Islamic Work Ethic) have a simultaneous effect on employee performance with a significance value of 0.000 < 0.05 and an f value of 18.050 > f table 2.57 on employee performance. So that these variables have an effect simultaneously.

Impact of abusive supervision on deviant work behavior: The role of Islamic work ethic

2018 ◽  
Vol 28 (2) ◽  
pp. 221-233 ◽  
Author(s):  
Basharat Javed ◽  
Tasneem Fatima ◽  
Raja Mehtab Yasin ◽  
Sadia Jahanzeb ◽  
Muhammad Y. A. Rawwas
Keyword(s):  
Work Ethic ◽  
Abusive Supervision ◽  
Work Behavior ◽  
Islamic Work Ethic

Can Islamic Work Ethics and Ethical Climate Reduce Counterproductive Work Behavior?

2018 ◽  
Vol 1 (01) ◽  
pp. 95-101
Author(s):  
Keumala Hayati ◽  
◽  
Yuningsih Yuningsih ◽  
Indra Caniago ◽  
◽  
...  
Keyword(s):  
Ethical Climate ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Work Ethics

Akomodasi Virus N Ach Terhadap Etos Kerja Islami Sebagai Motivasi Kerja

2018 ◽  
Vol 6 (2) ◽  
pp. 199-244
Author(s):  
Kholilur Rahman
Keyword(s):  
Transpersonal Psychology ◽  
Work Ethic ◽  
Work Motivation ◽  
Humanistic Psychology ◽  
Human Beings ◽  
Work Ethics ◽  
Analytical Studies ◽  
Islamic Work Ethic ◽  
High Work ◽  
Motivational Psychology

Human beings as psycho-physical who can produces work ethics that appears from inside of themselves soul, necessarily, the realm of analytical studies leads to motivational psychology. N Ach is one of the proper phenomena which is assumed to be something that can play an important role for the formation of superior human beings regarding to work. However, not all psychology scientists agree that work motivation comes from revelation or religion, therefore this study will clarify psychological studies which are considered to have proportional accommodative attitudes. Religion Psychology, Transpersonal Psychology and Humanistic Psychology are thought schools those have fair and objective attitudes and views on the Islamic teachings and Islamic dogma as a source of work motivation. People who have high N Ach and also the person who actualized it is a factors or elements that can emerge a high work ethic, then it shows that there is a potential high work ethic from muslim’s faith that was built on the basics of Al-Qur 'an and As-Sunnah. Faith without worship acts/work which was included abaout physical and psychological work, so also if the work ethic is not based on the concept of worship acts and fitht, it cannot be categorized as Islamic work. Then it was called the Islamic work ethic.

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