The Effect of Islamic Work Ethic and Productivity on Work Quality Through The Employee Performance

Syarif, Ahmad; Rahmawati, Afida; Fasa, Muhammad Iqbal

doi:10.17509/rief.v2i1.22375

Cited by 5 publications

(5 citation statements)

References 2 publications

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“…Work was well-known and defined as how much the employee contributed fully to the nature and performance of their work in the organization whereas quality can be divided as accuracy, thoroughness, and neatness of work and task assigned. Based on a research study it has been stated that work quality can contribute to a good reputation and productivity of a company as it has been stated that a high potential of work quality can lead to a successful and effective organization (Syarif et al, 2019). It also stated that work quality and productivity work together to build up good job performance of a worker.…”

Section: Work Qualitymentioning

confidence: 99%

The Outmost Affect Factor to the Job Performance During COVID-19

Saad,

Besar

2024

The European Proceedings of Social and Behavioural Sciences

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Most of the employees had been suffering in their health status at work during the movement control order. The government advised some of the companies to develop work from home which could cut the expenses of the company as well and the business operation of the company could be done like those normal days during the pandemic. The university staff was required to work from home due to the online learning that had been held during the pandemic. A change in the working environment requires new adaption, thus will jeopardize the outcome at the end of the day. The employee health was not taken good care of during the work-from-home period due to the change in ergonomics structure, stress on the workload and distraction, and poor time management by the employees at home which caused them to have bad job performance. This study aims to investigate the most factor that affects job performance during COVID-19. Data was collected among the staff in one of the public universities located in the north of Malaysia that practice work from home by using the questionnaire method. The findings argued on the most affected factor towards job performance. The findings implied the need for every organization to create awareness in protecting the employees' health and well-being at work during the pandemic as it had influenced job performance.

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Section: Work Qualitymentioning

confidence: 99%

The Outmost Affect Factor to the Job Performance During COVID-19

Saad,

Besar

2024

The European Proceedings of Social and Behavioural Sciences

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“…Kondisi tersebut menjadikan bank syariah berperan sebagai entitas bisnis sekaligus sebagai entitas dakwah yang secara normatif perlu memperhatikan masalah etika dalam pelaksanaan aktivitasnya. Berbagai penelitian terkait etika syariah khususnya etika kerja syariah menyimpulkan bahwa etika kerja syariah dapat meningkatkan komitmen organisasi (Anik and Arifuddin 2003;Rokhman 2014;Salahudin et al 2016), perubahan organisasi (Anik and Arifuddin 2003;Dewi and Bawono 2008), kepuasan kerja (Rokhman 2014;Siddiq and Hadjiah 2019), kinerja karyawan (Syarif, Rahmawati, and Fasa 2019), kualitas kerja karyawan serta dan produktivitas karyawan (Syarif et al 2019).…”

Section: Pendahuluanunclassified

“…Penelitian ini bermaksud untuk memahami kesadaran etika syariah pada bankir bank syariah berdasarkan pendekatan fenomenologi Islam (Niswatin et al 2014). Penelitian ini berbeda dengan beberapa penelitian berdasarkan pendekatan fungsional yang melakukan pengujian asosiasi etika syariah dengan konsep lain dalam dunia bisnis (Amalia, Riani, and Julia 2016;Anik and Arifuddin 2003;Dewi and Bawono 2008;Juliana et al 2019;Laeheem 2018;Nerdin and Ratnawati 2015;Rokhman 2014;Salahudin et al 2016;Siddiq and Hadjiah 2019;Soemaryani 2018;Syarif et al 2019). Penelitian ini juga sekaligus menegasikan konsep etika utilitarian dan konfusianisme (Desjardins 2014;Harrison 2005;Usman 2016) dengan mencoba memformulasikan bukti empiris nilai etika syariah (Nanji 1991;Niswatin et al 2014;Triyuwono 2011) berdasarkan pengamatan pada kesadaran bankir dalam aktivitas pembiayaan mudarabah di bank syariah.…”

Section: Pendahuluanunclassified

“…Penelitian ini menghasilkan suatu pola etika syariah yang berbeda dengan penelitian yang melakukan pengujian etika syariah secara asosiatif dan fungsional (Anik and Arifuddin 2003;Dewi and Bawono 2008;Mahdavikhou and Khotanlou 2012;Rokhman 2014;Salahudin et al 2016;Siddiq and Hadjiah 2019;Syarif et al 2019). Penelitian ini berdasarkan pada data empiris, yang secara konseptual tidak sama persis dengan konsep kejujuran, keadilan, kebajikan, dan semangat etik (Furqani et al 2016) dan pendekatan etika syariah mutazila (Nanji 1991).…”

Section: "Ya Tugas Kita DI Bank Syariah Ini Bukan Hanya Bekerja Tetunclassified

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Menggali Nilai-Nilai Etika Syariah Pembiayaan Mudharabah

Maulida¹,

Gafur²,

Yuningsih³

2021

Jur. Eko. Man. Akt Islam

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Tujuan penelitian ini adalah untuk memahami kesadaran etika syariah pelaku perbankan dalam pembiayaan mudarabah bank syariah. Penelitian menggunakan paradigma Islam melalui adopsi pendekatan fenomenologi Islam, melalui wawancara terhadap tiga orang pelaku perbankan BNI Syariah cabang Samarinda dan satu orang ahli fikih. Hasil penelitian menunjukkan bahwa kesadaran etika syariah pelaku perbankan berdasar pada nilai hasanah, dakwah, dan matematika akhirat dalam pemberian layanan pembiayaan mudarabah, melalui kepatuhan terhadap norma syariah yang mengatur akad mudarabah. Abstract: Exploring the Sharia Ethical Values of Mudharabah Financing. The purpose of this research is to understand the awareness of sharia ethics in banking actors in Islamic bank mudarabah financing. This research uses the Islamic paradigm through the adoption of the Islamic phenomenology approach, through interviews with three BNI Syariah banking actors in the Samarinda branch and one jurisprudence expert. The results show that the awareness of sharia ethics in banking actors is based on the value of hasanah, da'wah, and the hereafter mathematics in providing mudarabah financing services, through compliance with sharia norms that govern the mudarabah contract.

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“…When employees have a high Islamic work ethic, their overall performance of employees will increase so that they can survive and develop (Syarif et al, 2019). Improving the performance of employees who apply Islamic work ethics can be implemented as employees who work must be able to compete with other employees in a fair, trustworthy, responsible manner, avoid things that are not recommended by the rules of Islamic law, and be honest with fastabiqulkhoirot intentions, and openness towards various activities in Islamic hospitals in Indonesia (Filatrovi et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

A Conceptual Framework For Employee Performance In The Islamic Hospitality In Indonesia

2023

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Background – There are pressures experienced by Islamic hospital employees in Indonesia who are exposed to negative workplace gossiping and toxic leadership has an effect on the performance of Islamic hospital employees in Indonesia. These problems can be minimized by applying an Islamic work ethics in order to improve the employees performance of Islamic hospital in Indonesia. Purpose – The purpose of this study was to determine the performance of employees at the Indonesian Islamic Hospital. Design/ Methodology/ Approach – This study uses the COR basis in analyzing phenomena and research findings. The population of this study was medical staff throughout the Indonesian Islamic Hospital. The number of samples was determined using the Isaac equation table so that a total sample of 300 respondents was obtained. Retrieval of data using questionnaires that are distributed online. Measurement data uses answers Strongly Agree, Agree, Netral, Disagree, Strongly Disagree, with a rating scale of 1 to 5 Data processing uses the SMART PLS3 application. Findings – The findings of this study revealed that staff performance at the Indonesian Islamic Hospital is significantly impacted by toxic leadership negative workplace gossiping, and islamic work ethics. This can be seen from the results of the discriminate validity test and the final results of Smart PLS3 data processing. Conclusion – The study's findings are consistent with another study that found that Indonesian Islamic Hospital employees perform better when they adhere to islamic work ethics has a significant positive effect on Employee Performance. Meanwhile, toxic leadership and negative workplace gossiping significant negative effect on employee performance at the Islamic Hospital in Indonesian. Research Implication – The results of this study are expected to be input for managers in Islamic Hospitals in Indonesia, especially knowing the effect of Islamic work ethics, Toxic Leadership, Negative Gossip in the Workplace on employee performance as an intervening variable, becoming learning material and applying knowledge in the field of management, especially in the field of management of human resources and can be an additional reference for further research and as a consideration for Islamic Hospitals in Indonesia which are facing similar problems. Research Limitations – The results of this study can be an opportunity for further research development by focusing on more specific target respondents and adding variables that have a role in Islamic work ethics, toxic leadership, and negative workplace gossiping to improve employee performance at the Indonesian Islamic Hospital.

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The Effect of Islamic Work Ethic and Productivity on Work Quality Through The Employee Performance

Cited by 5 publications

References 2 publications

The Outmost Affect Factor to the Job Performance During COVID-19

The Outmost Affect Factor to the Job Performance During COVID-19

Menggali Nilai-Nilai Etika Syariah Pembiayaan Mudharabah

A Conceptual Framework For Employee Performance In The Islamic Hospitality In Indonesia

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