The Purpose of this paper is to introduce the concept of work ethics, which is explored through Qur’anic approach of the maqasid. The study of work ethic in the maqasid perspective is an ongoing effort to construct the Qur’anic concept of work ethic. While the theories of work ethic are widely available in various disciplines, in the discipline of Psychology, the analysis of Islamic work ethic remains a desideratum. This is due to the fact, that the specialist literature regarding management and organizational psychology rarely deals with this topic on a systematic basis. The concept of Islamic work ethic which is widely cited and used in organizational research studies is normally reduced to critical evaluation of the sources. This is due to a number of reasons among which the main is the lack of anthological basis. Moreover, in many works on Islamic work ethic the verses of the Holy Qur’an do not significantly well reflect the concept of work ethic. It is also important to stress that Holy Qur’an has its own view on the phenomenon of work. In its essence the latter is never separated from life. This fact invites to introduce the maqasid approach. The reasons are as follows: 1). It provides a systematic philosophical basis (ontology, epistemology and axiology) of conceptual development based on the Holy ‘.Holy Qur’an. The maqasid approach sees creation (human being and other creations in their entirety) as created with a purpose (maqasid, in Arabic; or maksud, in Indonesian). Within the “frame of purpose of the creation,” the construct of ethic is developed 2). The maqasid approach goes about the understanding of the Qur’anic verses related to specific area in a comprehensive and systematic manner, by looking into its semantics from the original Arabic word, and then examined its relationship with other related verses of the Holy Book. 3). The Holy Qur’an is in fact also a system of ethics; as such it comprises ethical principles related to work within the framework of the purpose of creation and life.

This reserach examined the effect of Odoo Human Capital Training (OHCT) to improve ERP-Efficacy of psychology students. The reasearch is an intervention to improve efficacy about ERP softwares. This research used classroom action research (CAR) method of quasi experimental type with nonequivalent control group with pretest and posttest design. The participants were 35 students, with 18 students assigned to experimental group and 17 students to control group. The experimental group was trained for 4-5 hours each day within two days. The ERP-Efficacy was mesured by the ERP-Efficacy Questionnaire (ERPEQ) using 3 aspect from Compeau dan Higgins (1995). The aspect are ERP magnitude, ERP strength, and ERP generalizability. The data were analyzed by using anava mixed design. The result showed there was a significant difference of ERP-Efficacy between experimental and control group for pretest, posttest and follow up observations, with a value of F = 37.25 and p = 0.000 (p0.05). These hypothesis of this research that the effect of OHCT can improve the ERP-Efficacy among psychology students were accepted.

No abstract

Research and development of organizational performance theory has been done since the 1950s and it is found that one of the important factors that determine the performance of employees is the perception of organizational support. Performance refers to the extent of the contribution given by the employees to an organization; meanwhile, the perception of organizational support is an individual assessment on the availability of help from organization to support the duty implementation to make it run effectively and to help the individuals in facing any stressful situations. This study examined the consistency of the correlation between the perception of organizational support and employee performance by correcting the sampling errors using the meta-analysis technique. The quantitative review used 26 studies obtained by accessing online articles with inclusion criteria (1) primary study with the independent variable is perception of organizational support or organizational support and the dependent variable is employee performance with a time span of 2010-2020 (2) containing statistical values of N, r, t or F (4) samples are employees in Indonesia.The exclusion criteria imposed included: (1) the year of the articles should be before 2010 (2) Access for full articles were not available so that tracing the method used in the study was not possible (3) Methodological weakness was identified which become the reason why the research result was not significant. The results of the meta-analysis study with a sample of 2,460 respondents showed that perceived organizational support was positively and significantly correlated with employees’ performance with a correlation coefficient of .364 and with the confidence level of 95%

No abstract