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Maaz-ud-Din, MS Scholar, IBMS, The University of
Agriculture, Peshawar-Pakistan Email:maazyous=
afzai12@gmail.com
Saad Farooq, Lecturer IBMS, The University of Agricultur=
e,
Peshawar-Pakistan Email:sfq201@gmail.com
Key words: Turno=
ver
intention, Islamic work ethics, employee well-being, Job stress.
Intr=
oduction
The term ethics was defined John=
son
(1984) as the science of conduct and behavior. In the field of ethics there=
are
different schools of thoughts. One important school of thoughts is Islamic =
work
ethics while second important is that of protestant work ethics. According =
to
Weber (1958) in the majority of European countries economy protestant work
ethics has been gained high importance in the expansion of capitalism.
Evidently Weber has connected the success that accomplished by most European
states to religious aspects (Yousef, 2000). He also suggests that Protestant
work ethics mostly hold to promote the potency of free enterprise which is
totally grounded over the values that economic gains and effort are focus to
realize personal and spiritual achievement (Kidron, 1978; Mirels & Garr=
ett,
1971).
Islamic work ethics represents t=
he
mixture of principles or beliefs which are based on the injunctions of the
Quran Majeed, the recorded sayings of the Prophet Muhammad (S.A.A.W) and ha=
rd
work of the people involved (Ali & Al-Owaihan 2008; Rice, 1999). Shakil,
(2011) contends that Islamic work ethics encompasses economic, social and
ethical scope. In every part of an individual’s life, that includes her/his
economic, business and daily life, one must replicate the Islamic work ethi=
cs.
Islamic work ethics is the way that shape and also affects the contribution=
and
participation of workers in their working place (Ali, 2008). Employees’
behavior toward their work and also organization they work for can affect w=
ork
ethics (Glazer, et al., 2004). The secular ethical or Western standards,
Islamic moral and moral system principles are completely unrelated from one
another. The Western secular system understand system of ethics that were b=
rief
also narrow minded usually these models projected a structure of ethics div=
ided
from religion the total structure were founded on the values of their creat=
ors
. Beekun (2005) explain IWE completely center of attention on the associati=
on
of human to his Lord. Yousef (2001) says the similarity between in both the
systems are moral which is focus on avoid unprincipled ways of wealth
collection ,creativity and assurance, loyalty to work, collaboration and
competitiveness at the place of work and keep away from un-ethical source of wealth collection.
Research Question
What is the effect of Islamic wo=
rk
ethics on employee well-being, job stress and turnover intention?
Theoretical Model
Islamic work ethics Turnover Intentio=
n Job Stress=
Employee Well-bei=
ng Independent Variable Dependent Variabl=
es Figure 1: Theoretical Framework
Hypotheses
=
H1:
There is a significant effect of Islamic work ethics on employee well-being=
=
H2:
There is a significant effect of Islamic work ethics on turnover intention.=
= H3: There is a significant effect of Islamic work Ethics on Job Stress.<= o:p>
Lite=
rature
Review: =
span>Islamic Work Ethic=
Quran Pak
supports obtaining of technology and skills and discourages idleness. IWE
highlight consultation and collaboration at place of work and devotion to w=
ork
as a good quality. Islamic work ethics is totally based on intentions not j=
ust
on results (Ali, 1988). Islamic work ethics is the way of gaudiness which
inspiration employees how to get involved and manage in their place of work=
.
Islamic Work Ethics and Job Stress=
b>
Long (1995)
says that within the working surroundings stress is race between the source=
of
demand and individual. Yousaf, (2000 & 2001) has two research studies on
Islamic work ethics simultaneously. Ali, (1992, 1988) and (Rehman et al., 2=
006)
research also vital on stress level and improving job satisfaction in place=
of
work. Yousaf (2001) and Rehman et al., (2006) in conformity with Furnham (1=
984,
1991) have claimed so as to there is a job happiness and superior job
declaration which results in a most happy worker in his research on Islamic
work ethics. Stress and depression are insignificant associated with religi=
on,
(Fehring et al., 1987). Koenig et al., (2004) suggested that energetic work=
ers
always tend to work high with less antagonism and great expectations.
Management should realize the concept of work ethics and speed up the
development growth and try to attract the employees together physically and
spiritually (Whittington & Diddams, 2003).
Islamic Work Ethics and Turnover intention<=
/span>
Turnover in=
tention
of worker has great impact on organization working. Islamic work ethics
research suggests, that workers accepting Islamic work ethics have lesser
turnover rate (Shakil,
2011). Hence, it is easy to conclude that s=
uch
workers have been found more happy, highly involved in job. Rokhman (2010) =
says
IWE presented insignificant association with intention to leave.
Rokhman (20=
10)
suggested that those workers who chase Islamic work ethics and contain powe=
rful
belief on Islam and all at once they express job satisfaction, low turnover
intention, more managerial obligation are found. The most important parts of
ethical values and Muslims attitude are Islamic work ethics; therefore staf=
fs
that are more level in IWE are higher job participation, job happiness and =
intention
to leave.
Islamic Work Ethics and Employee Well-being=
About
justifiable wages to help the workforces the Holy Prophet has said a lot ab=
out
work ethics. He says: before their sweat dries pay wages to your workers. A=
li,
(1988) claimed that rise your employee’s moral and due to this, it will off=
er
them authority to right their outcome, and will not made them unneeded and =
not
to be unfaithful to the assets at hands and it is a guarantee to reject your
power, or deceive the expectation. He also mentions extension of aliments w=
hich
supports them to keep away from poverty to the fact of education. According=
to
Ahmad, (1971) the aim of the Islamic structure of business are not mainly
capital oriented, consequently are founded on the ideas of achieving a good
life and human gladness.
Methodology: Population and Sampling technique:<= o:p>
In
District Peshawar, 9960 Government school teachers are working, therefore t=
he
population of our study is 9960. Through adopted structure questionnaires t=
he
data were collected from 201 Teachers of the subject schools in District
Peshawar, Pakistan. According to Sekran (2003) for the population of this
magnitude there should be 370 respondents. Therefore, we distribute 400
questionnaires in the target population. The return rate of questionnaires =
was
50.25%.
Analysis and Results
In the current study 201 respondents were selected for data
collection, for this purpose we divided all respondents in classification as
gender, age, education and experiences, among these respondents 61 were fem=
ale
respondents (30.34%), and 140 respondents were male(70%). Mostly 30-40 years
respondents group were in majority. Only 1% respondents having intermediate,
respondents having Bachelor degrees were about 35.8%, likewise respondents
having Master and M.Phil were (56.5%) and (4%) respectively. Similarly there
were high experienced teachers among all the staffs/ teachers so respondents
having 1-10 years experienced are (56.5%) 21-30 years experienced were held
only (15%) and 11-20 teachers were about (28.3%) among all these teachers o=
nly
one respondent got experienced more than 30 years. The demographics characteristics are as fol=
low
in table no table (i).
Table 1 =
Demographic
of Respondents
Description |
Frequency |
Pe=
rcentage
% |
Gender
Ma=
le Female Total |
140 61 201 |
70 30.34 100% |
Age 20-30 31-40 41-50 51-60 To=
tal |
65 74 53 9 20=
1 |
32.3 32.3 26.5 4.5 100 |
Qualification =
Intermediate Ba=
chelor =
Master =
M.Phil To=
tal |
2 72 119 8 201 |
1.0 35.8 59.5 4.0 100 |
Ex=
perience 1-10 11-20 21-30 31-40 |
113 57 30 1 |
56.5 28.3 15.0 0.5 |
To=
tal |
201 |
100 |
Table 2 =
Reliability Statistics
No=
of
Variables |
It=
ems |
Al=
pha
Score |
Re=
liability |
Islamic work ethics |
17 |
0.65=
span> |
Reliable |
Job stress |
13 |
0.81 |
Reliable |
Turnover intention=
span> |
3 |
0.71 |
Reliable |
Employee well-being<=
/span> |
18 |
0.60 |
Reliable |
Standard: Hair et al (2003).
Measurements
17 I=
tems
scale of Islamic work ethics was used and this scale was developed by Ali
(1988). Five Likert scale was intended for responses; which range from stro=
ngly
disagree to strongly agree. Similarly for job stress (13) items scale was u=
sed
which was developed by Parker and Decottis, (1983). Horner and Hollingsworth (1978) uses (3)
items scale for turnover intention, like wise Ryffs (1995) developed (18)
Employee well-being items scale.
Tabl=
e 2
shows means of all variables i.e., Islamic Work Ethics means (3.75), job St=
ress
means (3.28) Employee Wellbeing means (3.57) and turnover intention means w=
ere
(2.56). IWE means and EWB were high which described that employees are high=
ly
motivated and happy. Similarly Job stress and Turnover intention means were
low, which describe that staffs have no stress and are not willing to leave
their current organization.
Table 3 Means of all
variables
No of variables =
|
No=
of
items |
Me=
ans |
Islamic work ethics |
17 |
3.75 |
Employee well-being |
18 |
3.57 |
Turnover intention=
span> |
3 |
2.56 |
Job stress |
13 |
3.28 |
Regr=
ession
Analysis
Tabl= e 3 explains that (1.4%) variations occur in the dependent variable. Y =3D Job = Stress was described by independent variable. X =3D Islamic Work Ethics. The overa= ll model was insignificant as P-value is greater than 0.001, which is (.097).Similarly explains that (1.7%) variations occur in the dependent variable. Y =3D Turnover Intention was described by independent variable. X= =3D Islamic Work Ethics. The overall model was Insignificant as P-value is grea= ter than 0.001, which is (.064). Also table 3 shows that (18%) variations occur= in the dependent Variable. Y =3D Employee wellbeing was described by Independe= nt Variable, X =3D Islamic Work Ethics. The model was significant as P-value w= as less than 0.001, which is .000.
Tabl=
e 4 Regression Analysis=
Mo=
del |
R |
R square |
Adjusted R square |
F<=
/span> |
St=
andard
error |
=
914; |
Si=
g |
1 |
.118a |
.014 |
.009 |
2.775 |
.701 |
.118=
span> |
.097** |
2 |
.131a |
.017 |
.012 |
3.476 |
1.06 |
.131 |
.064** |
3 |
.427a |
.183 |
.178 |
44.213 |
.374 |
.427 |
.000*** |
P<0.10; **P<0.001***
a.&n=
bsp;
Dependent Variable: Job stress
b.&n=
bsp;
Dependent Variable: Turnover Intention
c.&n=
bsp;
Depe=
ndent
Variable : Employee well-being
Disc=
ussion
The =
main
idea of this research is to examine the effects of Islamic work ethics on
employee well-being, turnover intention and job Stress. 401questionnaireswe=
re
divided amongst different government schools Teachers of District Peshawar;
which results shows that employees are satisfied due to high level of Islam=
ic
work ethics also shows by their means. Likewise employee well-being score w=
ere
also high, as shown by teachers highly satisfied and happy from their from
current job, similarly job stress and turn over intention aggregate means w=
ere
low, which shows that teachers have no turnover intention and no stress at
workplace due to Islamic work ethics. All the hypotheses were supported by
prior researches of Rokhman (2010); Shakil (2011) and Ajmal (2014).
Conclusion<=
span
style=3D'mso-bookmark:_Toc311884174'>
This study investigated the effect of Islamic wo=
rk
ethics on employee well-being, job stress and turnover intention. Finding of
the study suggested that Islamic work ethics is very necessary for
organization. When an organization follows Islamic work ethics, their emplo=
yees
will highly be motivated and loyal towards organization. Similarly Islamic =
work
ethics also leads towards less stress and low turnover intention.
This study provides some important recommendatio=
ns for
managers and academicians. For managers it is recommended that they should
develop such an environment where employees can follows Islamic work ethics=
, which
ultimately will result motivation and loyalty towards organization. While f=
or
academicians it is recommended to study other HR practices with Islamic work
ethics in order to get insight and credible results.
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