The effect of Islamic work ethic on person-organization fit and workplace deviance in hotels

Abstract

Purpose This paper aims to examine the relationships between Islamic work ethic, deviant organizational behaviours and person-organization fit within the context of the hotels. Design/methodology/approach A survey was conducted with the participation of 243 employees working at five-star hotels operating in Marmaris, which is one of the popular destinations that attracts the most tourists in Turkey. The data obtained from the research is tested by implementing confirmatory factor analysis and structural equation modelling. Findings The results revealed that Islamic work ethic was negatively related to deviant organizational behaviour but positively related to person organization fit. On the other hand, no significant relationship was found between deviant organizational behaviour and person-organization fit. Originality/value This study presents to hotels practical and theoretical applications about employee behaviours and management practices.

Impact of Role Conflict and Role Ambiguity on Job Satisfaction the Mediating Effect of Job Stress and Moderating Effect of Islamic Work Ethics

“…Ethics are set of values and morals through which right and wrong are differentiated [80]. Ethics are moral values, code conduct, merits, and social fairness of a society [22]. Islamic work ethics are actions attitudes and behaviors prescribed by Islam to its followers achieve high quality of life [4].…”

Islamic work ethics and lecturer performance: Mediating roles of person-organization fit and innovation in learning activities

“…Moreover, these concepts stress avoiding accumulating wealth, enhancing cooperation, competitiveness, and being ethical in the workplace. Düşmezkalender et al (2021) and Yousef (2001) described the concept of IWE that concerns hard work and refuses laziness, encourages positive behavior at work, promotes responsibility and helpfulness, holds honesty, and uses energy and thoughts for the betterment of the organization. Empirical studies explain that the role of IWE in suppressing deviant behavior in the workplace is more effective if employee conformity to the organization is high (Düşmezkalender et al, 2021).…”

“…The multidimensional approach concerning person-organization fit is the suitability of person-to-person, person-to-job, person-to-group, and person-to-organization (Düşmezkalender et al, 2021;Pudjiarti & Hutomo, 2020). Personorganization fit has been discussed to explore the causes of the compatibility relationship between a person and an organization (Farooqui & Nagendra, 2014;Goetz et al, 2021).…”

“…Organizational characteristics are culture, climate, values, vision, and norms, while individual traits are values, vision, personality, and attitude. This alignment perception is related to skills, new values, capability, and employees' perceived organizational support (Düşmezkalender et al, 2021;Pudjiarti & Hutomo, 2020). Therefore, employees stay in an organization with the value of congruity, without which they leave (Choi et al, 2017;Düşmezkalender et al, 2021).…”

“…The person-organization fit and innovation in learning activities are used as intervening variables. Düşmezkalender et al (2021), Koburtay and Haloub (2020), and Mohammad et al (2018) explained that IWE can improve personorganization fit. In addition, IWE increases innovation, which is still low among lecturers and teachers (Kumar & Rose, 2012;Supermane, 2019).…”