Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

Hussain, Sajjad; Shahzad, Khurram; Khan, Khurram; Ahmad, Ifzal

doi:10.26501/jibm/2018.0801-009

Cited by 3 publications

(8 citation statements)

References 50 publications

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“…Javaid et al (2018) suggest that employees who adhere to the principles of IWE have reported positive and productive work ethics within their respective workplaces. Similarly, Hussain et al (2018) also support that the involvement of IWE in an organization could prove to be a healthy practice. Finally, Farid et al (2019) highlight that several empirical studies have reported that IWE is a positive moderator that focuses on the well-being of employees:…”

Section: Moderating Role Of Islamic Work Ethicsmentioning

confidence: 57%

Whether organizational citizenship behavior is triggered by employee CSR perception and spiritual values: the moderating role of Islamic work ethics

Raza,

Khan,

Hakim

2023

MRR

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Purpose The study aims to inspect the impact of employees’ perception of corporate social responsibility (CSR) and their spiritual values on their affective commitment and job satisfaction, which in turn may promote organizational citizenship behavior. Furthermore, this study examines the moderating effect of Islamic work ethics to identify whether they strengthen or weaken the proposed associations. Design/methodology/approach A survey instrument was devised to collect data from employees. The statistical analysis of the data was conducted using the Smart PLS software. Additionally, the research uses the “Partial Least Square-Structural Equation Modelling (PLS-SEM)” technique. Findings The findings of the study suggest that employees’ perception of CSR exhibits a positive association with affective commitment and job satisfaction. Likewise, employees’ spiritual values demonstrate a positive and significant correlation with affective commitment and job satisfaction. Finally, the outcomes reveal that affective commitment and job satisfaction play a major role in fostering organizational citizenship behavior. Moreover, Islamic work ethics positively and significantly moderate the relationship between employee CSR perception and affective commitment and between employee CSR perception and job satisfaction. Originality/value This research study endeavors to fill the gaps in the current literature by investigating two crucial aspects of employees: their perception of CSR and spiritual values. Additionally, the study includes Islamic work ethics as a moderator to provide a more comprehensive understanding of how these factors contribute to fostering organizational citizenship behavior. This work highlights the significance of spiritual values and social responsibilities in employees’ lives and how Islamic work ethics shape their behavior accordingly.

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Section: Moderating Role Of Islamic Work Ethicsmentioning

confidence: 57%

Whether organizational citizenship behavior is triggered by employee CSR perception and spiritual values: the moderating role of Islamic work ethics

Raza,

Khan,

Hakim

2023

MRR

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“…It suggests that work could likewise be righteousness considering an individual's needs, and ought to be a need for setting up balance in one's individual and public activity (Ali, 1992). Islamic working environment morals consider work to be a wellspring of Halal income and individuals who trust Islamic work esteems are more distant to negative practices and more slanted towards pro-social practices (Hussain, Shahzad, Khan, and Ahmad, 2018). Like Allah accentuates in Qur'ān stanzas about the persistence, resilience, and tolerant to foul practices from partners and chiefs (Tufail et al, 2019).…”

Section: Discussionmentioning

confidence: 99%

“…It implies that work is a virtue in light of a person's needs, and is a necessity for establishing equilibrium in one's individual and social life (Ali, 1992). Islamic workplace ethics see work as a source of Halal Income and people who believe in Islamic work values are more tolerant to negative behaviors and more inclined towards pro-social behaviors (Hussain et al, 2018). And have patience with what they say, and leave them with noble (dignity) (Qur'ān 73:10).…”

Section: Introductionmentioning

confidence: 99%

Supervisors’ Dark Triad and Abusive Supervision: Does Islamic Work Ethics Help?

Tahir

Khan

Hussain

2020

J. Islam. bus. manag.

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The Dark Triad in the Workplace Research is an underinvestigated avenue of research. This conceptual study proposes the supervisors' dark triad personality as an antecedent to their abusive supervision. The study suggests that the supervisor's abusive behavior would trigger burnout and counterproductive work behaviors among the employees that are caused by negative personality traits i.e. dark triad. The study further proposes that Islamic Work Ethics may play a critical role to cope up with these negative workplace behaviors due to its nature of a buffering agent. Finally, the study concludes with important implications of Islamic Work Ethics towards new avenues of research in Dark Triad personality and its hazardous effects in the workplace.

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“…Past studies have employed the framework of SIT to explain the mediating role of LMX between benevolent leadership and followers' task performance and OCBs (i.e. Hussain et al, 2018). Therefore, using the broader framework of SIT (Tajfel and Turner, 1985) and LMX literature, this study proposes the following hypothesis.…”

Section: Servant Leadership and Lmxmentioning

confidence: 97%

“…To address such voids, this study considers leader-member-exchange (LMX) as intervening variable that may lead to enhancement of organizational identification and career satisfaction. LMX, a dyadic relationship between a leader and follower (Hussain et al, 2018), is characterized by its relationship orientation. This makes it particularly relevant for the hospitality sector, which is fundamentally a relationship-oriented industry.…”

mentioning

confidence: 99%

Interplay between servant leadership, leader-member-exchange and perceived organizational support: a moderated mediation model

Nisar Khattak,

Al-Taie,

Ahmed

et al. 2023

JOEPP

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PurposeThis study aims to investigate the effect of servant leadership on employee organizational identification and career satisfaction through the mediating lens of leader-member-exchange (LMX). Furthermore, this study also examines whether perceived organizational support (POS) strengthens the positive effect of servant leadership on LMX and subsequently, on employee organizational identification and career satisfaction.Design/methodology/approachSurvey data were collected from 314 respondents working in hotels in United States of America (USA). Structural equation modeling (SEM), hierarchical moderation analysis and bootstrapping were used to test the study hypotheses.FindingsServant leadership was found to positively influence employee organizational identification and career satisfaction. Further, analysis revealed that LMX partially mediated the positive relationship between servant leadership and employee career satisfaction and fully mediated the positive relationship between servant leadership and organizational identification. However, although POS moderated the indirect relationship between servant leadership and employee’ career satisfaction, it did not moderate the indirect relationships between servant leadership and organizational identification.Practical implicationsThis study provides insight into the nexus of servant leadership and organizational support in hospitality industry to foster the employee organizational identification and career satisfaction which are extremely needed for competitive advantage in hotel industry.Originality/valueThis study addresses recent calls for future researchers to investigate the important of servant leadership in the hospitality industry.

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Moderating Role of Islamic Work Ethics and Mediating Role of Organizational Identification on Leader-Member Exchange and Citizenship Behavior Relationship: A Test of Moderated Mediation Model

Cited by 3 publications

References 50 publications

Whether organizational citizenship behavior is triggered by employee CSR perception and spiritual values: the moderating role of Islamic work ethics

Whether organizational citizenship behavior is triggered by employee CSR perception and spiritual values: the moderating role of Islamic work ethics

Supervisors’ Dark Triad and Abusive Supervision: Does Islamic Work Ethics Help?

Interplay between servant leadership, leader-member-exchange and perceived organizational support: a moderated mediation model

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