Ethical leadership, effectiveness and team performance: an Islamic perspective

Zaim, Halil; Demi̇r, Ahmet; Budur, Taylan

doi:10.1504/mejm.2021.111991

Cited by 58 publications

(49 citation statements)

References 73 publications

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“…Islam regulates the entire life of its followers, including the social and economic activities they engage in (Wilson, 2012). Therefore, the working life of its followers cannot be considered separate from Islamic way of understanding (Aldulaim, 2016; Beekun & Badawi, 2005; Zaim et al., 2021). Believers are obliged to follow the work ethic proposed by Islam if they wish for being the beloved servants of Allah (Mohammad & Quoquab, 2016).…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

Intrinsic religiosity and counterproductive work behavior: The mediating role of Islamic work ethic

Gürlek

2022

Business Ethics Env & Resp

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This research aims to examine the impact of intrinsic religiosity on counterproductive work behavior directed toward the organization (CWB-O) and the mediating role of Islamic work ethic in this impact. The data were collected from employees working in the hotel and restaurant industry (n = 684). The findings revealed that intrinsic religiosity had a positive and significant effect on Islamic work ethic. It was found that Islamic work ethic also had a negative and significant effect on CWB-O. Similarly, intrinsic religiosity had a negative and significant effect on CWB-O. In addition, it was identified that the Islamic work ethic had a mediating role in the impact of intrinsic religiosity on CWB-O. Taking into consideration that the relationship between intrinsic religiosity and CWB-O and the role of Islamic work ethic in this relationshiphas not yet been examined in literature, the theoretical contribution of the current research can be better understood. From the perspective of practical contribution, this research may help and guide managers to understand how intrinsic religiosity affects CWB-O.

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Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

Intrinsic religiosity and counterproductive work behavior: The mediating role of Islamic work ethic

Gürlek

2022

Business Ethics Env & Resp

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“…However, the mechanistic organizations work better in cost controlling because of having characteristics of stability, tight controls, and efficiency for carrying out works (Kim, 2009;Robbins, 2012). Although, there is an internal subsystem in the organization that allows people to adapt with organizational environment which is organizational culture (Zaim et al, 2021;Demir and Bulut, 2018). Whenever any organization has a culture which gives certain features of its personality.…”

Section: Literature Viewmentioning

confidence: 99%

The effectiveness of organizational change on organizational success

Mohammed¹

2022

JGSS

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This research illustrates organizational change process that can involve succeeding and developing process of the organization and aims to being more stable in case of doing this process correctly and scientifically. This process contributes to show right way to managements care more about essential factors which have the most important effect on organizational success. This study collected the data from a private company with doing interview to 23 employees of total 28 employees because of limitation of total attentive employees inside the company. The correlation coefficient formula and regression formula were used to analyze the collected data. It was clear that leadership and training and job design are the most effective variables in organizational change process. Further, the leadership was the most important factor on turnover intention of employees.

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“…In an organization, high levels of employees' satisfaction are connected to work commitment and interest in their organization (Lee et al, 2020). This results in superior company efficiency, which in turn leads to improved profitability, productivity, retention of employees, and an overall improvement in the work climate (Zaim et al, 2020). Further, based on the current literature, employee commitment has been investigated under three main characteristics, which are normative commitment, continues commitment, and affective commitment Celik and Yildiz, 2017).…”

Section: Employee Commitmentmentioning

confidence: 99%

Transformational Leadership and Affective Commitment at Family Businesses

Mahdi¹,

Top²

2021

IJARBSS

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Leadership and being family member in the organization should have significant positive impact on performance and commitment. In this respect, current study initially aims to study the effect of transformational leadership on affective commitment, and secondly investigates the effect of family membership on their affective commitment in Kurdistan Region of Iraq. To do this, we have collected 345 questionnaires. Results have been evaluated through SPSS software. It has been observed that transformational leadership has positive significant impact on affective commitment, while family membership in the company has negative impact on their affective commitment. Lastly, some recommendations have been demonstrated to the family businesses.

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Ethical leadership, effectiveness and team performance: an Islamic perspective

Cited by 58 publications

References 73 publications

Intrinsic religiosity and counterproductive work behavior: The mediating role of Islamic work ethic

Intrinsic religiosity and counterproductive work behavior: The mediating role of Islamic work ethic

The effectiveness of organizational change on organizational success

Transformational Leadership and Affective Commitment at Family Businesses

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