The Influence of Individual Behaviour and Organizational Commitment Towards the Enhancement of Islamic Work Ethics at Ro
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ORIGINAL PAPER
The Influence of Individual Behaviour and Organizational Commitment Towards the Enhancement of Islamic Work Ethics at Royal Malaysian Air Force Wan Norhasniah Wan Husin1 · Nur Farahana Zul Kernain1 Received: 4 March 2018 / Accepted: 27 January 2019 © Springer Nature B.V. 2019
Abstract This study examines the influences of individual behaviour and organizational commitment towards the enhancement of Islamic Work Ethics (IWE) at the Royal Malaysian Air Force. It involved 312 respondents of different backgrounds and the data were analysed using descriptive analysis and structural equation modelling (SEM) analysis. The results show that both individual behaviour and organizational commitment have significantly correlated with the enhancement of IWE. The findings could help managers especially of multinational corporations operating in Muslim countries to enhance the company performances by instituting elements of IWE in their organizations. This can be done by promoting the understanding of IWE and providing a conducive environment to practice it. Keywords Islamic work ethics · Individual behaviour · Organizational commitment
Introduction Studies on work ethics were first carried out in the 1970s based on the awareness on its importance coupled with rooted experiences encountered during the European industrial revolution, when workers began to demand for their rights from employers. With obvious advantages related to work ethics, it attracts many researchers to involve in the study on the subject such as Heller and Ruiz-Quintanilla (1995), Buchholz (1978), Geren (2011), Van Ness et al. (2010) and Mustakim et al. (2014). The debates became more significant when major companies like Enron, WorldCom, Parmalat and many others faced failures in managing their organizations (Dibra 2016). The term ethics originates from the Greek word ethos, which carries the meaning of traits or norms that stresses on good and bad values. It is also referred to as traditions or customs that are embraced by a society (Gwin 1985). Thus, it is basically relative in nature, and depends on the * Wan Norhasniah Wan Husin [email protected] 1
Department of Strategic Studies, Faculty of Defence Studies and Management, National Defence University of Malaysia, Sungai Besi Camp, 57000 Kuala Lumpur, Malaysia
interpretation of a community (Weiss 2014; Russo 2012; Gwin 1985; Garner 1984). Therefore, ethics can be inferred as a value that is emphasized on an organization, as it could influence the attitude of workers and employers in managing job and work scope distribution (Sarwar and Abugre 2013). In Islam, ethics is defined as moral or in Arabic as akhlaq. It is ‘an entity which present within a person that urges an individual to do things without having to think, or to act spontaneously’ (Al-Ghazali 1997). Meanwhile, Islamic work ethics is defined as a set of ethical principles which differentiates between right and wrong (Beekun 1997) in fulfilling religious obligations, and it is also part of worship (ibadah) (Hayaati and Bas
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