ORGANIZATIONAL CULTURE AND WORK COMMITMENT MEDIATE THE ISLAMIC WORK ETHOS ON EMPLOYEE PERFORMANCE.

Author:Harinoto
Position::Report
 
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INTRODUCTION

The Paradigm of employee management, that the key success of organizational is human capital in comparably to financial capital. Eemployees should be a catalyst for other resources and create creating value for all stakeholders. The Transformation of management through human capital development encourages the performance of employees of the city government is good. Bernardin & Russel (1993) employee performance is identical to achievement, and responsibility. Robbins et al., 2015 factors of ability, motivation and opportunity influence the employee performance. While, Matei & Chesaru (2014) stated governance, public services, poverty alleviation, and power decentralization are not in line with expectations. Alon & Hageman (2013), government related to the quality of public services, bureaucracy, the competence and political independence. The problem of nepotism, collusion and corruption is still symptomatic, a condition with transactional, less ethical.

Islamic work ethos has potential to give positive energy to the performance of employees, because of the beliefs of Islamic teachings and values. Work is worship, has an element of kindness and blessing. At-Taubah (9: 105) and say, you work, then Allah will see your work, so will His Prophet and the believers, and you will be returned to Allah who knows the unseen and the real, then preached Him to you what you have done. Ali & Al-Owaihan, 2008 Islamic work ethos with organizational commitment, shows a positive relationship.

IWE contains inner self, inner being to act rationally and believe that the highest dedication of man is only to Allah SWT ("hablum minallah"), and beneficial to fellow human beings ("hablum minannas"). These underlying IWE research, faith-based work has a range of meanings, eternities, which encourage employee performance and bring benefits to the employees and organizations. The problem is how employees use IWE as the foundation of work and affect the performance of employees. The OC domain concerns the value, the norm that becomes an integral part of effective change for the organization, in anticipation of turbulence. Robbins et al., 2015 primary cultural characteristics, consisting of innovation and take risk, attention of detail, outcome orientation, people orientation, orientation, aggressive and stability. Ideally OC is a prerequisite for a good and continuous organization, when the organization has a stable and continuous OC, then the organization becomes good. Good Ali & Al-Owaihan., 2008 OC research, realizing vision, maintaining stability. Work commitment, encouraging employees to survive as members of the organization. Mowday et al. (1982) acceptance of organizational goals, willingness to work hard and desire to survive to be part of the organization, according to Allen & Meyer (1990) there is affective, normative, and sustainability commitment. Vance (2006) work commitment includes pride, loyalty to the organization. Interesting issues of how effective OC and work commitments mediate IWE on employee performance.

METHOD

This research uses survey method. The populations are civil servants who are included in the work unit and are Muslim. Samples were taken using Slovins' formula (Sanusi, 2013) with alpha 7%=178 respondents, with the proportional random sampling. Data was taken on April to July of 2017 with quisionaries. A characteristic of respondents is dominant in age 49-50 years, with a long working 26-31 years. Data analysis techniques uses confirmatory factor analysis and Structural Equation Modeling (SEM).Conceptual framework, Islamic work ethic describes compliance, inner being, essential being, work spirit based on Islamic values, establishes ideal regulation and internalization that influence the employee performance. The organizational culture, forming characters based on basic assumption, value and belief, differentiates with other organizations. Work commitment includes pride, loyalty to the organization. Contains the meaning of self-reflection, to remain in the organization and willing, emotionally and intellectually bound.

The role of OC...

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