Islamic work ethic and job outcomes: The mediating role of job satisfaction

Abstract

This study focuses on the impact of Islamic Work Ethic on Job outcomes such as Knowledge sharing behavior and Work Engagement. This study also attempts to investigate the mediating impact of Job Satisfaction in the relationship between Islamic Work Ethic and Job outcomes (Knowledge Sharing behavior and Work Engagement. Data was collected from 250 employees working in different telecom organizations of Pakistan by using a random sampling technique. Statistical tests were conducted by using statistical package for social sciences. The results show that there is a positive significant relationship between Islamic Work Ethic, knowledge sharing behavior, and Work Engagement. However, the results regarding the association between Job Satisfaction and Work Engagement were not supported. Furthermore, the results revealed interesting results that Job Satisfaction fully mediates the relationship between Islamic Work Ethic and Job outcomes (knowledge sharing behavior and Work Engagement). The results endorse the significance of Islamic Work Ethic on vital job outcomes as well as the intervening role of Job Satisfaction. Moreover, implications for management, discussion, and limitations of the present study are taken into consideration with recommendations for future studies. This research study adds to the existing literature on Islamic Work Ethic, job outcomes, and job satisfaction.

Peran engagement dan religiusity terhadap job employee performance pada organisasi pemerintah

“…Dalam konteks agama Islam, konsep Islamic work ethics (IWE) yang dikembangkan oleh Ali (1988) telah dipercaya menjadi factor penting pembentuk perilaku karyawan. Sebagai contoh, beberapa peneliti mengaitkan IWE dengan kinerja (Khan et al, 2019;Qasim et al, 2022), komitmen, kepuasan kerja (Nasution & Rafiki, 2020), helping behavior (Ahmed et al, 2019), organizational citizenship behavior, dan knowledge-sharing (Murtaza et al, 2016;Suryani et al, 2021). Aspek religiusitas juga dikonfirmasi memiliki peran sebagai pemoderasi (Islam et al, 2021;Mansori et al, 2020)…”

“…Religiusitas dalam studi ini tidak berhasil dibuktikan sebagai predictor kinerja, memberikan dukungan pada penelitian Zubairu dan Sakariyau (2016) yang menyatakan bahwa tidak terdapat hubungan yang signifikan antara religiusitas dengan kinerja. Meski demikian, hasil studi bertentangan dengan studi sebelumnya yang menyatakan religiusitas merupakan factor penting bagi kinerja (Khan et al, 2019;Qasim et al, 2022). Ada beberapa alasan mengapa hubungan ini tidak berhasil dibuktikan, pertama, ketika membahas kinerja pekerjaan individu, ada banyak faktor yang berperan.…”

Re-Engineering the Human Resource Strategies Amid and Post-Pandemic Crisis: Probing into the Moderated Mediation Model of the High-Performance Work Practices and Employee's Outcomes

“…Organizations use HPWPs as an imperative management tool for maximization of the performance of individuals (Karatepe and Olugbade, 2016), which not only increase the profitability of the firm but also increase the intellectual capital level of the organization through the enhancement of competencies (Boon et al, 2019). Achievement of competitive advantage and strength is possible through the development of human capital of the organization (Khan et al, 2019b); for that purpose and for the optimization of the performance of individuals, organizations adopt HPWPs (a list of human-related policies and practices), e.g., job design, extensive training and development, attractive reward and compensation system, and information sharing (Alatailat et al, 2019;Zhang et al, 2019;Rubel et al, 2020).…”