The Islamic work ethic as a mediator of the relationship between locus of control, role conflict and role ambiguity – A study in an Islamic country setting

Abstract

The article examines the potential mediating role of the Islamic work ethic between locus of control, role conflict and role ambiguity. The study uses a sample of 397 employees in a variety of manufacturing and service organizations in an Islamic country, the United Arab Emirates. The results of correlational analysis and regression models suggest that the Islamic work ethic is related to locus of control. Furthermore, the results of a series of regression models indicate that the Islamic work ethic mediates the relationship between locus of control and role ambiguity. On the other hand, the results point out that the Islamic work ethic does not mediate the relationship between locus of control and role conflict. Results further point out that there is a significant correlation between the Islamic work ethic and role ambiguity. Limitations, lines of future research, implications and contributions are discussed.

Work Ethics, Work Satisfaction and Organizational Commitment at the Sharia Bank, Indonesia

“…This is reported by researchers studying the effect of Islamic work ethics on job satisfaction among academic staff in Malaysia (Mohamed et al, 2010); employees in manufacturing and services companies in Arab countries (Yousef, 2000) and in microfinance organizations in Indonesia (Rokhman, 2010). The same findings have also been identified by researchers studying the influence of Confucian work ethics among managers in Singapore and Protestant work ethics among managers in the USA concerning job satisfaction (Williams & Sandler, 1995;Cullen et al, 2003).…”

“…This finding is similar to the findings in Turkey, whereby work ethics is measured by self-interest (Elci & Alpkan, 2009); in Indonesia, which is due to non-regular salaries and the lack of opportunity for employees for promotion (Arifuddin, 2002); in Japanese manufacturing companies in the USA (Elkins, 2007), and in Pakistan among employees in private and government organizations (Ahmed et al, 2012). The findings in this study are different from many of the previous findings inasmuch as the effect of work ethics on job satisfaction is positive and significant (eg., Yousef, 2000;Mohamed et al, 2010;Rokhman, 2010;Cullen et al, 2003;Koh & Boo, 2004;Okpara & Wynn, 2008).…”

“…Organizations developing work ethics based on religious values will lead to job satisfaction among employees having and applying a religious belief (Yousef, 2000). Elkins (2007), in his study among Japanese manufacturing companies in the USA, reported a www.ccsenet.org/ibr International Business Research Vol.…”

“…Both Protestant work ethics (Williams & Sandler, 1995) and Islamic work ethics (Yousef, 2000(Yousef, , 2001Ali & Al-Kazemi, 2007;Mohamed et al, 2010;Rokhman, 2010) have contributed to the high organizational commitment among employees. A study among 762 managers in Kuwait revealed that employee's work values influence their loyalty to the organization, while Arab expatriates have a greater organizational commitment compared to managers from Kuwait (Ali & Al-Kazemi, 2007).…”

Pengaruh Komitmen Organisasional dan Etika Kerja Islami terhadap Performansi Kerja Para Staf Pengajar pada Perguruan Tinggi di Surakarta dengan Basis Institusi sebagai Variabel Moderator

“…Selain itu, penelitian ini juga menunjukkan bahwa ketiga faktor yang terbentuk tersebut mempunyai hubungan yang signifikan dengan individualisme. Yousef (2000a;2000b) menggunakan tujuhbelas indikator IWE yang dikembangkan oleh Ali (1988) untuk menguji pengaruhnya terhadap sikap pada perubahan serta sebagai mediator locus of control terhadap konflik peran dan peran ambiguitas. Hasil kedua penelitian tersebut adalah IWE berpengaruh signifikan terhadap sikap pada perubahan serta IWE memoderasi pengaruh locus of control terhadap peran ambiguitas dan konflik peran.…”