عنوان انگلیسی مقاله:

Factors Affecting Organizational Citizenship Behavior among Malaysian Bank Employees: The Moderating Role of Islamic Work Ethic

ترجمه عنوان مقاله: عوامل مؤثر و نقش تعدیلی از اخلاق کار اسلامی بر رفتار شهروندی سازمانی در میان کارمندان بانک مالزی

رشته: بانکی، مدیریتی

سال انتشار: 2016

تعداد صفحات مقاله انگلیسی: 9 صفحه

منبع: الزویر و ساینس دایرکت

نوع فایل: pdf

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چکیده مقاله

The inconsistent relationships between distributive justice, procedural justice and organizational citizenship behaviour have inspired this research to introduce a new moderator variable. This study includes Islamic work ethic as a third variable that has the potential to resolve conflict in the existing literature. To achieve the objectives of this study, data was collect ed through a survey of 192 employees at Islamic banks in Malaysia. The partial least square technique was employed to analyse the data. The results of this study revealed that distributive justice and procedural justice predicts organizational citizenship behaviour. The findings also suggested that Islamic work ethic predicts organizational citizenship behaviour. However, contrary to expectation, Islamic work ethic does not moderate the relationships between distributive justice, procedural justice and organizational citizenship behaviour. The limitations and suggestions for future research are discussed here.

Keywords: organizational citizenship behaviour; Islamic work ethic; organizational justice; bank employees

مقدمه مقاله

Organizational citizenship behaviour (OCB) and organizational justice (OJ) are important topics in organizational sciences which has received extensive attention from researchers for the last four decades (Carpenter et al., 2014; Podaskoff et al., 2009). This concern can be ascribed to the significant contribution of OCB and OJ to organizational success, progress and prosperity (Podaskoaf et al., 2014). Nonetheless, concepts and definitions of OCB and OJ are varied, and hence, have yet to attain theoretical solidity. To illustrate, Mohammad, Quoquab, Nik Abd Rahman, and Idris (2015, p.1), defined OCB as “helping the organization to sustain in the future effectively, efficiently, and competitively by adopting a set of moral, constructive, and positive behaviors that transcend employees’ formal jobrequirements”.

On the other hand, Greenberg and Colquite (2005) refer to OJ as the employees’ perception offairness with respect to distribution of organizational resource and procedure that used to distribute these resources. Streams of research (see Organ, 1988, Podaskoff et al., 2000; Chen & Jin, 2014) found a positive and significant relationship between employees’ perception of justice and their citizenship behavior. Nevertheless, other researchers like Schappe (1998), Tansky (1993), and Hassan and Mohd Noor (2008) found that fairness has no direct effect on OCB. Thus, it is essential to consider a third variable that could help resolve this inconsistency in the current literature. This study suggested Islamic Work Ethic (IWE) to reconcile this contradiction. IWE is defined as a set of moral principles prescribed in the Quran and Sunnah that guides employees’ attitude and behaviors at their workplace (Quoquab & Mohammad, 2013). At the workplace, it emphasizes and advocates the noble and sublime values like honesty, flexibility, fairness, generosity, and responsibility (Yousef, 2001). Moreover, izations (Al-Modaf, 2005). Additionally, Abeng (1997) indicated that organizations could work at high levels of productivity and competency by adopting an Islamic ethical framework that guide and help to organize their work.

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