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1 – 10 of 562Eka Pariyanti, Andiana Rosid and Wiwiek Rabiatul Adawiyah
The purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job…
Abstract
Purpose
The purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job Satisfaction (JS) and Workplace Deviant Behavior (WDB).
Design/methodology/approach
This research was conducted at Islamic-based universities in Lampung, with 213 employees as respondents out of 456 population’s members. The sampling technique used was purposive sampling, and the data were collected directly from respondents using a self-administered questionnaire. The analysis method used to test the research hypothesis was moderated regression analysis (MRA).
Findings
Out of six hypotheses proposed all were supported. This study confirmed the moderating role of Islamic Workplace Spirituality on the relationship of organizational justice and job satisfaction with workplace deviant behavior.
Research limitations/implications
This study has several limitations on the self-report measures used, which may lead to general error bias. Also, because of the cross-sectional nature of data collection in this study, it can impact the inaccurate delineation of causal conclusions between the constructs examined (Clugston, 2000). Further research is suggested to conduct longitudinal research. This research was conducted in Lampung and is limited to religion-based agencies, limiting the generalizability of some findings in different places. Future studies are suggested to examine this construct in a broader scope. Generalizability problems were observed because people's responses to the questionnaires were so evident that they did not give importance to the research work, and they thought it was a waste of time to respond.
Practical implications
Since bearing the label “Islamic Higher Education” identifies them as part of Islamic education, all institutions that bear that label must follow Islamic law rulings in all of their operational activities. Islamic Spirituality in the Workplace (IWS) will make employees in organizations work on time and even manage their workload correctly. Having values related to spiritual constructs will make employees more ethical in understanding values and behavior, also increase trust among workers.
Social implications
ISW will make employees in organizations/agencies work on time and even manage their workload correctly. Management must understand that an organization needs to create a healthy environment by providing organizational justice and reducing people's deviant behavior in the organization. Positive individual behavior shall increase the quality of one's social life.
Originality/value
Most theories in human resources development in higher education came from the field of psychology while religious perspectives tend to be omitted. This study underlines some of the crucial advances and contributions in developing human resource management theory related to Islamic workplace spirituality as a strategy to mitigate employees' deviant behavior.
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Wiwiek Rabiatul Adawiyah and Bambang Agus Pramuka
Exponential growth in interest of workplace spirituality has led to the development of numerous theories based on various religious faiths. The purpose of this paper is to…
Abstract
Purpose
Exponential growth in interest of workplace spirituality has led to the development of numerous theories based on various religious faiths. The purpose of this paper is to introduce the underlying dimensions of workplace spirituality in Islam by developing a scale to measure it and to present a subset of knowledge on workplace spirituality from both western and Islamic perspectives.
Design/methodology/approach
The authors collected data from 223 employees working at Islamic-based institutions in Indonesia. They tested the validity and reliability of the proposed indicators of Islamic workplace spirituality using exploratory and confirmatory factor analysis.
Findings
This study enhances the literature in the field of human resources development, especially in the area of workplace spirituality, by empirically assessing the extent of spirituality in the Islamic workplace. The findings revealed 13 indicators that define Islamic workplace spirituality in the Indonesian business organizational context.
Research limitations/implications
This study was limited to Indonesia. In order to apply the 13 indicators in a broader, more global context, researchers need to conduct similar studies on a number of institutions worldwide.
Practical implications
Scholars and professionals may use the research findings to justify their efforts in designing, developing, and implementing appropriate learning and performance improvement interventions, so that Islamic spirituality can increase continuously among employees.
Social implications
This study provides guidelines to the human resources managers of Islamic-based institution to assess the degree of spirituality of each job applicants during job selection.
Originality/value
This study is one of the first attempts to examine and measure Islamic spirituality in the workplace, not only in Indonesia, but also worldwide. The 13 indicators, drawn from religious psychology, provide a new scale to measure spirituality.
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Achmad Sani and Vivin Maharani Ekowati
The purpose of this study is to analyze the influence of Islamic spirituality toward organizational citizenship behavior from Islamic perspective (OCBIP), influence Islamic…
Abstract
Purpose
The purpose of this study is to analyze the influence of Islamic spirituality toward organizational citizenship behavior from Islamic perspective (OCBIP), influence Islamic spirituality toward OCBIP in which spirituality at work and organizational commitment become mediators and influence of OCBIP toward working performance.
Design/methodology/approach
The study was categorized as an explanatory research. The setting of the study was the branch office of BRI Syariah in Malang. The population was employees of the branch office. The samples were 217 employees of BRI Syariah Malang. With an estimated population of 193 individuals and a 5 per cent confidence level, the total samples were 150 employees, including the supervisors. The sampling technique was proportional random sampling, in which all members of the population have an equal chance to become a sample based on proportion per section (Sekaran, 2003). The data were primary data obtained through questionnaires. The questionnaire consisted of question items on Islamic spirituality, workplace spirituality, organizational commitment and OCBIP. The data analysis technique was partial least squares (PLS).
Findings
Islamic spirituality is not directly influencing toward OCBIP, spirituality at work and organizational commitment as moderation variables in the influence of Islamic spirituality toward OCB IP, OCBIP had influence toward working performance. Higher OCBIP would result in better working performance accepted, and at the opposite, lower OCBIP would result in poorer working performance.
Originality/value
There are some limitations of previous studies that examine spirituality relationships with OCB. Nasrudin et al. (2013) and Kazemipour et al. (2012) found significant correlations between spirituality with OCB, but there is an inconsistency of research findings to suggest that spirituality has no direct effect on OCB, but through individual perceptions of organization. As the study of spirituality with OCB is still limited, this study attempts to explain OCB from an Islamic perspective, to propose a framework on Islamic spirituality, spirituality at work as an individual source of OCB and moderation of organizational commitment using Djafri and Noordin’s (2017) and previous empirical studies, with an aim to integrate the spirituality and OCB in a model that can be used to better understand OCB. It is hoped that this model development will reduce the scarcity of literature on spirituality with OCB through organizational commitment. This will help the organization to understand the role of spirituality and organizational commitment to improve OCB of employees that ultimately will improve organizational performance.
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Haruna Babatunde Jaiyeoba and Noor Yuslida Hazahari
Employee engagement has been identified as a prevalent issue affecting higher education institutions, particularly since the emergence of COVID-19. Therefore, this study aims to…
Abstract
Purpose
Employee engagement has been identified as a prevalent issue affecting higher education institutions, particularly since the emergence of COVID-19. Therefore, this study aims to investigate the factors contributing to employee engagement in Islamic higher education institutions in the context of Malaysia.
Design/methodology/approach
A quantitative research design was used for this study, and a survey questionnaire was used to collect data from 340 staff members of Islamic higher education institutions in Malaysia. The proposed hypotheses underwent testing through the statistical technique of structural equation modelling, using statistical package for the social sciences (SPSS) and analysis of moment structures (AMOS).
Findings
The results indicate that training and development, trustworthiness, workplace spirituality, reward and recognition, management support and job autonomy significantly contribute to employee engagement in Islamic higher education institutions in Malaysia.
Research limitations/implications
This study is limited to the staff of Islamic higher education institutions in Malaysia. A comparative cross-cultural research approach may be preferred for a more comprehensive understanding. Therefore, future researchers are encouraged to consider this limitation when investigating the factors contributing to employee engagement in Islamic higher education institutions, particularly to confirm the cogency of our findings.
Originality/value
The findings provide valuable insights into the workforce factors that play key roles in developing a highly engaged workforce in Islamic higher education institutions. This study contributes to the enrichment of the literature in this specific area of study.
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Fares Djafri and Kamaruzaman Noordin
Despite extensive studies on predictors and antecedents of organizational commitment, empirical research studies on the impact of workplace spirituality on organizational…
Abstract
Purpose
Despite extensive studies on predictors and antecedents of organizational commitment, empirical research studies on the impact of workplace spirituality on organizational commitment remain scarce. This study aims to examine the impact of the dimensions of workplace spirituality on agents’ organizational commitment in Islamic insurance (Takaful) industry in Malaysia.
Design/methodology/approach
This study used a positivist research approach, comprising a quantitative basis of enquiry, and gathered data via survey questionnaires. In total, 600 questionnaires were distributed and finally 395 usable cases were selected for analysis. Pearson’s correlation and stepwise multiple regressions analyses were used to analyze the data.
Findings
The findings indicated that spirituality in the workplace has a positive and significant effect on organizational commitment. The relationship between each and every component of workplace spirituality and organizational commitment was found to be substantial, positive and significant. The study findings will enable Islamic insurance companies to understand the importance of spirituality in the workplace and will further improve their function and performance by way of enhancing employees’ spirituality in the workplace. This study suggests developing more spiritual training, workshops, lectures and seminars on spirituality at the workplace which will help employees of takaful operators and agencies cope effectively with life problems, reduce stress, boost loyalty and enhance organizational commitment.
Originality/value
This study raises awareness on the importance of spirituality in the workplace and investigates the influence of its components to enhance organizational commitment, which will ultimately contribute to improving and sustaining human well-being and organizational performance.
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Fares Djafri, Kamaruzaman Bin Noordin and Kamil Naail Mohammed
The study aims to investigate the measurement model of four constructs, namely, spirituality at the workplace (SP), Islamic spirituality (ISP), organizational commitment (OC) and…
Abstract
Purpose
The study aims to investigate the measurement model of four constructs, namely, spirituality at the workplace (SP), Islamic spirituality (ISP), organizational commitment (OC) and organizational citizenship behaviours (OCB). The study aims to contribute new knowledge to the existing literature whereby performance determinants comprising these constructs, serve to improve employee well-being which ultimately improves organizational performance.
Design/methodology/approach
Using disproportionate stratified random sampling, the survey data used for this empirical research were drawn from 482 employees working in takaful agencies in Malaysia. After yielding an instrument to measure SP, ISP, OCB and OC, principal component analysis (PCA) using SPSS and confirmatory factor analysis (CFA) using AMOS were carried out.
Findings
Good fit indices from CFA revealed that OC is explained by three variables, namely, normative, continuance and affective; SP is also explained by three variables comprising alignment with organizational values (AWOV), sense of community (SC) and meaningful work (MW); ISP is explained by three variables comprising belief, forgiveness and remembrance of Allah; and finally, OCB is explained by civic virtue, conscientiousness and altruism. The findings of this study will enable Islamic insurance companies to understand the importance of spirituality and Islamic spirituality on well-being and will further improve their function and performance by way of enhancing employees’ spirituality in the workplace. Moreover, Human Resource development professionals, organizational managers and government authorities may use the findings of this study to justify their efforts in designing appropriate learning and performance improvement interventions so that OC, OCB, IS and ISP among non-Muslim and Muslim employees can be monitored and further enhanced.
Originality/value
This study raises awareness on the importance of four critical constructs that can be used by corporate organizations, NGOs and other institutions, to justify their efforts in performance improvement interventions.
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Achmad Sani and Vivin Maharani Ekowati
This study aims to determine the direct and indirect effects of Islamic spirituality on organizational citizenship behavior (OCB) Islamic perspective (OCBIP), identifying the role…
Abstract
Purpose
This study aims to determine the direct and indirect effects of Islamic spirituality on organizational citizenship behavior (OCB) Islamic perspective (OCBIP), identifying the role of spiritual and marketing strategy at work and organizational commitment to mediate the effect of Islamic spirituality on OCBIP.
Design/methodology/approach
The research population is all employees of Sidoarjo BRI Syari'ah Branch Office. Total sample involves 130 fulltime employees. Proportional random sampling technique is a selected technique. Data is collected directly from respondents. The analysis used in this study uses Partial Least Square.
Findings
The research results show that Islamic spirituality has no direct effect on OCBIP. Spiritual at work mediates the effect of Islamic spirituality on OCBIP; organizational commitment mediates the effect of Islamic spirituality on OCBIP.
Originality/value
The OCBIP variable is used as the originality in this study. Another finding in this research is the marketing strategy of sharia-based companies. There has not been a comprehensive examination of the influence of Islamic spirituality and marketing strategies on OCB with spirituality at work and organizational commitment as a mediating variable. This Islamic perspective is very important considering the majority of Indonesian citizens are Muslims.
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Abderrahman Hassi, Mohammed Amine Balambo and Mohammed Aboramadan
Given the growing importance of spirituality and religion-related factors in the workplace, this paper aims to analyze the effects of spirituality, intrinsic religiosity and…
Abstract
Purpose
Given the growing importance of spirituality and religion-related factors in the workplace, this paper aims to analyze the effects of spirituality, intrinsic religiosity and Islamic work ethics (IWE) on employee job performance.
Design/methodology/approach
Building on these theoretical concepts and perspectives, the authors hypothesized that employee intrinsic motivation mediated these proposed effects. To verify these propositions, the authors examined data collected from 224 full-time employees working for various organizations in Morocco. The authors conducted structural equations modeling (SEM) analyses using the AMOS 24 platform and Bayesian analyses to investigate direct and indirect effects.
Findings
First, the authors found that only IWE has positive and significant direct effect on job performance. Second, the findings indicate that employee intrinsic motivation does not mediate the relationship between the independent variables of spirituality and intrinsic religiosity and the dependent variable of job performance. These results may be because of the fact that Islamic principles and values are implemented and more reinforced in the Moroccan workplace than new and modern concepts such as intrinsic religiosity and spirituality.
Research limitations/implications
The present paper used a cross-sectional methodology, which did not allow testing causation between the constructs under study.
Practical implications
Organizations and managers alike ought to resort to IWE insights with the objective to increase the performance of their Muslim members.
Originality/value
This paper is novel as it represents a study on spirituality in a non-Western context. It also uses a relatively sizeable sample (N = 224) of full-time employees in the workplace.
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Omar Khalid Bhatti, Muhammad Aftab Alam, Arif Hassan and Mohamed Sulaiman
The current study aims to examine the relationship between Islamic spirituality (IS), Islamic social responsibility (ISR) and workplace deviance (WD).
Abstract
Purpose
The current study aims to examine the relationship between Islamic spirituality (IS), Islamic social responsibility (ISR) and workplace deviance (WD).
Design/methodology/approach
Data were collected from 400 Muslim employees of 9 business groups in Pakistan from manufacturing and services industry. The structure equation modeling was used to test the hypotheses, and the proposed model was assessed through renowned model fit indices.
Findings
The findings revealed that IS and ISR help curtail WD. The study also provides empirical support to the hypotheses that employees with high levels of IS and social responsibility will tend to avoid deviant behavior at workplace.
Originality/value
This study proposed IS and ISR as two possible stimuli that can help reduce employee deviant behavior at workplace. The findings of the present study revealed that IS, as well as ISR, is inversely related to WD. The present results augmented the existing body of knowledge regarding workplace spirituality in the field of organization behavior and further enriched the WD theory by offering new empirical relationships from an Islamic perspective.
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Hajira Liaqat, Ishfaq Ahmed and Sheikh Usman Yousaf
This study aims to explore the phenomenon of Islamic religious communication and how Islamic banks in Pakistan use religion-based communication, along with its expected outcomes.
Abstract
Purpose
This study aims to explore the phenomenon of Islamic religious communication and how Islamic banks in Pakistan use religion-based communication, along with its expected outcomes.
Design/methodology/approach
Transcendental phenomenology approach is opted using a multi-stage data collection strategy consisting of observations, documentary reviews and semi-structural interviews to get deep into the phenomenon in a particular context.
Findings
Findings highlight Islamic religious communication as workplace Islamic da’wah that is majorly categorized into compulsive da’wah, objectics da’wah and impulsive da’wah, serving its role in bringing spirituality to work through work-faith integration.
Research limitations/implications
The finding of the study can be used in planning, formulating and implementing Islamic da’wah-based model to induce spirituality at work.
Originality/value
This study is the first of its type exploring Islamic da’wah in an organizational context as a mean to bring spirituality at work.
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