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1. Introduction
The Islamic work ethics is an orientation toward 'work' which is rooted in
Islamic Shariah principles. Since work ethics is proven to have a significant
influence on the individual and organizational outcomes, it is helpful to
understand this concept (Jihad Mohammad and Farzana Quoquab,
comparative study on Islamic work ethics). The individual's perception of work
ethics is produced by their religious faith as well as cultural values. The
concept of work ethics has received significant research attention since 1980s
[Ali (1988), Cherrington (1983), Kleiber and Crandall (1981) and Nasr (1984)].
Those researches have defined work ethics as a dispositional variable which
is different among the individuals. According to Al-Modaf (2005), work ethics
are necessary for any organization to function, make profit and maintain in the
future. Additionally, Abeng (1997) indicated that organization can work more
________________
* Mohamed Farah Abdi, Masters student of Universiti Utara Malaysia (UUM), Malaysia.
Email: farahabdi88@gmail.com
** Siti Fatimah Dato Wira Muhamad Nor, Lecturer with Department of Business Management,
Insaniah University College, Malaysia. Email: iema_fatimah@yahoo.com
*** Nor Zuhairatun Md. Radzi, Lecturer with Department of Accounting, Insaniah University
College, Malaysia. Email: mimieradzi@gmail.com
2. Literature Review
2.1
Conceptual Framework
H1
ESSALS WRIS
M CROW CIMALSI
SCICIRM
M LSNWRCAWCCLRWO
H2
IL
CC SRC
3.2 Measures
The survey questionnaire was divided into two parts. The first part covers the
demographic profile of the respondents; whereas the second part of the
questionnaire tested the respondents level of agreement on the questions of
the Islamic work ethics items. Respondents were asked to indicate their
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4. The Findings
4.1 Respondents Profile
In relation to the sample profile of 40 respondents, there were 18 (45%) male
and 22 (55%) female. As for nationality of the respondents, there were 92.5%
from Malaysia, 5% from Indonesia and 2.5% from other country. Majority of
the respondents were staffs presented by 44% and 36% were lecturers.
Table 1. Mean and Standard Deviation for Islamic Work Ethics, Job
Performance and Organizational Performance
Variable
Mean
Standard Deviation
IWE
4.0074
.50588
JP
4.0650
.63793
OC
3.4100
.74689
.587a
.344
.309
9.711
.42058
2.028
Hypothesis Testing
H1
Organizational H2
Commitment
.000
P<0.05
Accepted
.356
P>0.05
Rejected
References
Al-Farabi, 1971, Fusul muntaza'ah (Excerpt on Ethics), ed. F. Najjar, Beirut
Al-Modaf, O. A 2005, Islamic work ethic code: a conceptual study, Umm AlQura University Journal of Education, Social Sciences and Humanities,
Special issue on the occasion of celebrating Makkah Al-Mukarramah as
the capital of Islamic culture for the year 1426 H., corresponding to 2005
Abeng, T 1997, Business ethics in Islamic context: perspective of a Muslim
Business Leader, Business Ethics Quarterly 7(3): pp.47-54.
Abuznaid, S. A 2009, Business ethics in Islam: the glaring gap in practice,
International Journal of Islamic and Middle Eastern Finance and
Management 2(4): pp.278-288.
Ali, AJ 1992, Islamic work ethic in Arabia, Journal of Psychology 126(5):
pp.607-520.
Ali, AJ 1988, Scaling an Islamic work ethic, Journal of Social Psychology
128(5): pp.575-583.
Ali, JA and Al-Kazemi, A 2007, Managerial problems in Kuwait, Journal of
Management Development, Vol. 21 No. 5, pp. 366-375.
Ali, JA and Al-Owaihan, A 2008, Islamic work ethics: a critical review, Cross
Cultural Management an International Journal, 15 (1), pp.5-19.
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