The Implementation of Islamic Values in Improving the Quality of Employee Performance in Workplace
Abstract
The purpose of this study is to analyze the role of Islamic values in improving the quality of employee performance. The total of 138 questionnaires was distributed to the employee of Muslim restaurants in East Java, Indonesia. The data is analyzed by using Smart-PLS and Sobel. The results show that Islamic values are proven to increase the employee satisfaction and performance. The business implication of this study is management need to ensure that the employees are actively involved in the application of moral and Islamic values in their workplace with the support of the leader. Islamic values in this case are Islamic work ethics, Islamic leadership and Islamic job satisfaction.
Keywords: Islamic values, Islamic leadership, Islamic work ethics, Islamic job satisfaction, Islamic employee performance
References
[1] Azmi, Abdul Ghani, I. (2015). Islamic human resource practices and organizational performance: Some findings in a developing country. Journal of Islamic Accounting and Business Research, 6(1), 2–18. https://doi.org/10.1108/JIABR-02-2012-0010
[2] Ahmed Haj Ali, A. R., Bin Noordin, K., & Achour, M. (2018). The Islamic approach of obligations in mutual relations between employee and employer. International Journal of Ethics and Systems, IJOES-12-2017-0227. https://doi.org/10.1108/IJOES12-2017 0227
[3] Amaliah, I., Aspiranti, T., & Purnamasari, P. (2015). The Impact of the Values of Islamic Religiosity to Islamic Job Satisfaction in Tasikmalaya West Java, Indonesia, Industrial Centre. Procedia - Social and Behavioral Sciences, 211(September), 984–991. https: //doi.org/10.1016/j.sbspro.2015.11.131
[4] Balla, Z. I., Alias, R., Aziz, A., Isa, M., Zaroog, O. S., & Osman, Y. (2016). Impact of Islamic Value as Strength of Human Resources Management Practice on the Organization Commitment?; Conceptual Framework. International Review of Management and Marketing, 6, 306–309.
[5] Bukair, A. A., Rahman, A. A., Bukair, A. A., Rahman, A. A., Finance, M. E., & Finance, M. E. (2015). Human resource management from an Islamic perspective: a contemporary literature review. International Journal of Islamic and Middle Eastern Finance and Managemen.
[6] De Clercq, D., Haq, I. U., Raja, U., Azeem, M. U., & Mahmud, N. (2018). When is an Islamic work ethic more likely to spur helping behavior? The roles of despotic leadership and gender. Personnel Review, 47(3), 630–650. https://doi.org/10.1108/ PR-06-2017-0192
[7] Djafri;, F. K. B. N. K. N. M. (2016). The measurement model of performance determinants: a case study of Islamic insurance (takaful) in Malaysia. International Journal of Ethics and Systems, 29(1), 88–97.
[8] Elamin, A. M., & Tlaiss, H. A. (2015). Exploring the relationship between organizational citizenship behavior and organizational justice in the islamic Saudi Arabian context. Employee Relations, 37(1), 2–29. https://doi.org/10.1108/ER-03-2014-0033
[9] Farooqui, Ms. Safia, Asha Nagendra.(2014). The Impact of Person Organization Fit on Job Satisfaction and Performance of the Employees. Procedia Economics and Finance,volume11, pages122 – 129. Elseiver.
[10] Fesharaki, F., & Sehhat, S. (2018). Islamic human resource management (iHRM) enhancing organizational justice and employees’ commitment. Journal of Islamic Marketing, 9(1), 204–218. https://doi.org/10.1108/JIMA-03-2017-0029
[11] Floyd, Kevin Scott. (2010). Leadership Styles, Ethics Institutionalization Ethical Work, Climate, and Employee Attitudes toward Information Technology Misuse in Higher Education: A Correlational Study. .Electronic Theses & Dissertations.Paper 339.
[12] Gheitani, A., Imani, S., Seyyedamiri, N., & Foroudi, P. (2018). Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector. International Journal of Islamic and Middle Eastern Finance and Management, IMEFM-01-2018-0029. https://doi. org/10.1108/IMEFM-01-2018-0029
[13] Hadisi, M. (2014). The effect of Islamic work ethics on the performance of Muslim employees of marketing sector in multinational. International Journal of Organizational Leadership, 3, 31–40.
[14] Hakim, Abdul. (2012). The Implementation of Islamic Leadership and Islamic Organizational Culture and Its Influence on Islamic Working Motivation and Islamic Performance PT Bank Mu’amalat Indonesia Tbk. Employee in the Central Java. Asia Pacific Management Review, volume 17, issues 1,pages 77-90.
[15] Ibrahim, Azharsyah Nor ‘Azzah Kamri, Azian Madun and Suhaili Sarif. (2013). Measuring the Islamic Work Ethics: An Alternative Approach. Islamic Perspective on Management: Contemporary Issue, Kuala Lumpur: YaPEIM Management Academy, pages. 135-16
[16] Ines, Abdelmoula. (2014). Governance for SMEs: Influence of leader on organizational culture.International Strategic Management Review, volume2 (2014), pages 21–30. Science direct.
[17] Javeed, Masooma, Rifat Balouch and Fatima Hassan. (2014). Determinants of Job Satisfaction and Its Impact on Employee Performance and Turnover Intentions. International Journal of Learning and Development. ISSN 2164-4063, Volume 4, no. 2.
[18] Johnson, C. E.( 2008). Meeting the Ethical Challenges of Leadership: Casting Light or Shadow, 3