Uncovering the Indirect Impact of Work Ethic on Engineering Students’ Productivity through Positive and Negative Organizational Behaviors and Workaholism

Abstract

The main objective of this study is to investigate the mediating effects of organizational citizenship behavior (OCB), destructive deviant behaviors (DDB), constructive deviant behaviors (CDB), and workaholism (WA) in the relationship between work ethic (WE) and the productivity of engineering students. Another objective is to present a comprehensive holistic model of relationships of these organizational behaviors (OB), attitudes, and work ethic with the productivity. Structure equation modeling (SEM) and Hayes’ processes are used to analyze the hypothesized model. Data were randomly collected from 400 participants from the universities of Pakistan. The overall assessment of the model showed that WE indirectly effects productivity through mediating variables (OCB, DDB, CDB, WA). One of the implications of this finding is that education practitioners/planners should promote work ethic (considered essential for sustainable management practices by contemporary researchers also) among engineering students. This ethic will be reflected in students’ behaviors (enhanced positive behaviors/attitudes, i.e., OCB, CDB, and WA, and reduced negative behaviors i.e., DDB) which will in turn improve their productivity. The originality of this research lies in it being the first to explore the indirect effect of Islamic work ethic (IWE) on individuals’ productivity through OCB, DDB, CDB, and WA.

Exploring Islamic Work Ethics through Dimensional Analysis in Socially Nuanced Economic Institutions

“…In addition to being based on spiritual values, organizational work ethics can also come from philosophies (Sattar et al, 2021). In this study, the philosophical dimension of IWE which received the lowest assessment results compared to other dimensions.…”

Islamic Work Ethic, Employee Engagement, and Organizational Citizenship Behavior among Public Servants: A Review Paper

“…On the other side, constructive employee engagement can be defined as the result of a positive mental state among employees, which leads to their conduct or outcome, which eventually results in profits for the organization. Engagement has mostly been researched in four contexts: individual engagement, job engagement, burnout engagement, and employee engagement (Sattar et al, 2021). Afendi et al (2020) argued that the concept of work engagement has been originated by the advent of the burn out research as an attempt to analyze not only employees' grievances but also their well-being and ecstasy as well.…”

“…The impact of engaged personnel brings forth great results for both the single person and the full business (Simamora et al, 2019). Highly engaged personnel are devoted to their effort and organization (Sattar et al, 2021).…”

“…It is a reasonably good state of mind (Hermawan et al 2020). One of the most important psychological states is regarded as bone (Sattar et al 2021). Here, employee engagement is the only issue being addressed because it is based on individual employee work experiences and serves as a behavioral expression of inputs and outputs (Sattar et al 2021).…”

“…One of the most important psychological states is regarded as bone (Sattar et al 2021). Here, employee engagement is the only issue being addressed because it is based on individual employee work experiences and serves as a behavioral expression of inputs and outputs (Sattar et al 2021). So, it is possible to think of employee engagement as a proximal concept that captures how people feel about their jobs.…”