Journal articles on the topic 'Work ethic'
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Norman, Ishmael D. "Exploring Work Ethic in Ghana." European Journal of Development Studies 3, no. 2 (March 13, 2023): 23–37. http://dx.doi.org/10.24018/ejdevelop.2023.3.2.232.
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This paper explores the philosophical, sociological and historical basis of work-ethic in Ghana, bearing in mind Marx Weber’s Protestant Work Ethic and its effects on largely Christian and capitalistic population of Ghana. It relies on normative ethics, the collective national perception of work and actual productivity in certain industries, the quality of made-in-Ghana goods and services, and the pursuit of professionalism, aided by extensive literature review and content analysis. The author raised the dialectical but main research question as to whether Ghana has a national ethical code beyond the imported Judo-Christian, and other faith-based but incongruent moral dictums on work. The second research question is whether the ethnic groups in Ghana have their unique but positive culturally relative or philosophical takes on work? Third inquiry was whether the myriad cultural values coalesce into a cultural ethical relative value system for Ghana? The key outcome of the exploration revealed, there appears to be disconnect between official rhetoric on productivity and the phenomenon of work in the nation and among the ethnic groups. This is due to the absence of a well-defined national or regional overarching moral basis for work. There is also the lack of the cultural estimation of productivity as a measure of a well-functioning workforce and society like Germany and Japan, or a more laissez faire nation like the United States of America. As novel as this paper is about Ghana’s work ethic, it may not inform policy on national productivity or even help to define the national work ethic, due to the fact that the author is not a politician with power over policy direction in Ghana.
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Ridwansyah, Ridwansyah, Rizky Fauzan, M. Irfani Hendri, Maria Christiana l. Kalis, and Titik Rosnani. "relationship of Islamic work ethic to work culture through innovative work behavior of Madrasah teachers." International journal of social sciences and humanities 7, no. 1 (March 15, 2023): 88–97. http://dx.doi.org/10.53730/ijssh.v7n1.14065.
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Humans attempt to become knowledgeable and perceptive to be in society. If there is a strong work ethic, teacher achievement will be successful. The value of work, how people behave at work, their sphere, and their work ethic are just a few variables that influence commitment. The study used a quantitative explanatory research technique that uses hypothesis testing to explain the haphazard relationship between variables. Madrasah teachers in the Sambas District were the research subject, and 218 participants were the study's sample size. The findings of this research are: Islamic work ethics have a profoundly beneficial direct impact on creative work practices, workplace culture, and teacher work commitment. Islamic Work Ethic Through Innovative Work Conduct, Islamic Work Ethic ly Positive Impact on Work Culture. Through work culture, the Islamic work ethic significantly enhances teacher work commitment. Through creative work practices and a positive work environment, the Islamic Work Ethic greatly impacts work commitment. Work Meaningfulness significantly improves Innovative Work Behavior and Teaching Work Commitment immediately.
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Faraby, Muhammad Ersya, and Siti Inayatul Faiza. "Etos Kerja Pedagang Etnis Madura di Pusat Grosir Surabaya Ditinjau Dari Etika Bisnis Islam." Jurnal Ekonomi Syariah Teori dan Terapan 1, no. 3 (December 2, 2015): 178. http://dx.doi.org/10.20473/vol1iss20143pp178-193.
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Natural resources have not been well managed in Madura and the low level of human resources leads to ethnic Madurese communities abroad to obtain a decent life by applying a high work ethic. This research aims to know the work ethic of ethnic Madurese in Central merchant Wholesale Surabaya reviewed from Islamic business ethics.Approach used in this research is qualitative approach to method case study is descriptive. Data done with interview observation and documentation against traders ethnic madura in central wholesale Surabaya. For data advocates derived from data given by centers management wholesale Surabaya. Besides is also study library and literature about ethos work ethnic Madurese and Islamic business ethics.The results obtained are the informants argued most of the Madurese ethnic merchants in wholesale center Surabaya interpret and apply the Madurese ethnic work ethic that is hard work and wander, as well as in implementing the work ethic they comply with Islamic business ethics.
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Dawson, Lindsay. "Philosophy, Work Ethic and Business Ethics." Journal of Corporate Citizenship 2005, no. 19 (September 1, 2005): 55–64. http://dx.doi.org/10.9774/gleaf.4700.2005.au.00010.
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Rusu, Raluca. "The Protestant Work Ethic and Attitudes Towards Work." Scientific Bulletin 23, no. 2 (December 31, 2018): 112–17. http://dx.doi.org/10.2478/bsaft-2018-0014.
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Abstract In this paper we will present the concept of Protestant Work Ethics as conceptualized and measured by several authors, starting with its initiator, Max Weber, in order to emphasize the importance of work ethic on attitudes towards work. We will also analyze the four dimensions of work ethic - hard work, nonleisure, independence and asceticism, identified by Blau and Ryan (1997) among military students, trying to identify how they vary according to a series of socio- demographic data of military students.
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Porter, Gayle. "Work, work ethic, work excess." Journal of Organizational Change Management 17, no. 5 (October 2004): 424–39. http://dx.doi.org/10.1108/09534810410554461.
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Arslan, Mahmut. "The work ethic of medieval Muslim Ahi brotherhood: A comparison with Catholic and Puritan work ethics." Bussecon Review of Social Sciences (2687-2285) 2, no. 2 (December 7, 2020): 1–13. http://dx.doi.org/10.36096/brss.v2i2.201.
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This paper compares and analyzes the Catholic Social Teaching, Puritan work ethic and Islamic ethic of medieval Muslim Ahi Brotherhood of Anatolia in terms of business ethics. A high level of similarity can be found between Catholic social teaching (CST) and a branch of the Islamic work ethic of Ahi movement. Islamic Ahi work ethic has also significant similarities with the historical Protestant work ethic. This similarity reveals the opportunity to cooperate and to foster a more humanitarian workplace, particularly in multi-cultural organizations both for Christians and Muslims. We can argue that many ethical problems arise in organizations as a result of a violation of ethical values and virtues. Corruption, sexual harassment, mobbing, nepotism, are direct results of the lack of such virtues. Therefore, it is possible to merge Catholic, Protestant and Islamic values to create a more humane workplace.
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Hite, Dwight M., Joshua J. Daspit, and Xueni Dong. "Examining the influence of transculturation on work ethic in the United States." Cross Cultural Management 22, no. 1 (February 2, 2015): 145–62. http://dx.doi.org/10.1108/ccm-12-2013-0190.
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Purpose – The purpose of this paper is to explore the influence of cultural assimilation – termed “transculturation” – on work ethic perceptions, thus this study examines trends in work ethic across ethnic and generational groups within the USA. Design/methodology/approach – Following a literature review on work ethic, ethnicity, and transculturation, an analysis of variance based on 873 survey responses is presented. The sample includes undergraduate and graduate students at several public universities within the USA. Findings – An empirical analysis supports the hypothesis that the variation of work ethic perceptions within the Millennial generation is significantly less than the variation among older generations. The authors find no significant difference in general work ethic perceptions among Millennial ethnic groups. Research limitations/implications – While the study is conducted using a convenience sample, the demographics are closely representative of the USA labor force. The results suggest that Millennials, while a more diverse ethnic population, exhibit less variation among work ethic perceptions than earlier generational groups. Practical implications – Understanding differences in work ethic perceptions across various ethnic groups is valuable for managers interested in designing jobs that appropriately exploit the full value of a multi-generational workforce. Originality/value – The findings of this study offer new insights into how more recent generations, while more ethnically diverse, exhibit a convergence in perceptions of work ethic.
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Aldulaimi, Saeed Hameed. "Fundamental Islamic perspective of work ethics." Journal of Islamic Accounting and Business Research 7, no. 1 (February 8, 2016): 59–76. http://dx.doi.org/10.1108/jiabr-02-2014-0006.
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Purpose – This paper debates the Islamic perspective on the work ethics employed in an organization. It aims to discuss the issues of assumptions involving the Islamic Work Ethic (IWE). Therefore, this paper addresses the gap in the management literature and suggests a group of dimensions from fundamentals of Islam. Design/methodology/approach – The paper reviews the foundations of IWE and investigates various empirical studies conducted in several countries. Then, briefly presents a short historical and conceptual review of the work ethic construct, suggests a general conceptual definition of work ethic, and offers multidimensional model including a series of constructs which can enable researchers to evaluate and measure work ethic in Islamic societies. Findings – The study reveals that there is an evidence of ethics formulation depending on Islamic literature which constructs Islamic values for work. This paper proposes new perspective about the right ethics of work in Islam. Further, multidimensional model including 18 dimensions has been developed to evaluate work ethic in Islamic societies. Research limitations/implications – This field needs to reconsider the constructs of IWEs where it is far from reflecting Islamic theory. This paper presents new dimensions which can be utilized to enrich this area. Originality/value – This is one of the few attempts to suggest the appropriate constructs of IWE in the management literature. It provides 18 elements responsible and have the promise to strengthen individual transparency and morally which eventually enhance economic progress in Islamic world.
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K, RATNA, and Hasyim Haddade. "AL-QUR'AN INSIGHTS ON WORK ETHICS." TAFASIR: Journal of Quranic Studies 2, no. 1 (June 28, 2024): 44–69. http://dx.doi.org/10.62376/tafasir.v2i1.26.
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This article aims to find out the meaning of work ethic and the verses of the Qur'an that describe it, and the relevance of verses about work ethic in increasing the work productivity of Muslims. In Islam, a Muslim is a worker. The deep belief that work is a way to demonstrate good deeds as well as a means of glorification is the basis of the Muslim work ethic. Muslims are also taught to strive for a balance between material success in this world and the afterlife. A Muslim who works to worship Allah must sincerely remember His rights and obey moral laws. It is hoped that the application of religious precepts in everyday life will increase the level of welfare as stated in the Al-Qur'an and Sunnah. A Muslim is taught a strong work ethic so that he can serve Allah and live a better life. Additionally, Muslims must face the free market times and struggle to survive and earn a respectable life based on their extraordinary talents and work ethic. A literature review or literature research methodology was used to write this article. From the results of the discussion, it was discovered that the Qur'an contains many verses about work ethics, one of which requires humans to work to manage the land and improve its welfare. Tauhid has a strong work ethic because he is the main worker. Although the section on work ethics has many benefits in helping Muslims be more productive at work, the reality is very different from what one might think.
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Amir, Amir. "Etos Kerja Para Petani Desa Bakeong Kecamatan Guluk-Guluk Kabupaten Sumenep Dalam Perspektif Ekonomi Islam." Iltizam : Jurnal Ekonomi dan Keuangan Islam 1, no. 1 (July 30, 2023): 112–32. http://dx.doi.org/10.35316/iltizam.v1i1.3416.
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Work Ethics in Bakeong Village Farmers who have a high work ethic, and related to the description of the Farmers' Work Ethic, the factors that influence the Farmers' Work Ethics, which are related to the Farmers' Work Ethics in the Islamic Economic Perspective. Bakeong Village Farmers' Work Ethics, factors influencing the Bakeong Village Farmers' Work Ethics, and also to find out the Village Farmers' Work Ethics in the perspective of Islamic Economics. Several important objects in this segment are the Bakeong Village Farmers community. So that the field research method uses a qualitative approach, while the method of extracting data is by using observation, interviews, and documentation. The work ethic of the Bakeong Village Farmers, Guluk-Guluk District, Sumenep Regency can be said to be in accordance with the existing theory, and the work ethic can be said to be high, because it can be seen from several indicators of the work ethic of each Bakeong Village Farmer. Likewise, the work ethic of Bakeong village farmers, Guluk-guluk sub-district, Sumenep district, in the perspective of Islamic Economics is also in accordance with what already exists and is applied in Islam
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Alamsyah Halim, Achmad Abu Bakar, and Mardan. "ISLAMIC WORK ETHIC." Rausyan Fikr: Jurnal Ilmu Studi Ushuluddin dan Filsafat 18, no. 1 (June 3, 2022): 27–43. http://dx.doi.org/10.24239/rsy.v18i1.849.
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This article proposes terms or terms that become benchmarks and entrances in finding similarities in intent with work ethic, either through words, phrases, clauses or sentences that have meaning with work ethic. Through this media, terms related to work ethic in the Qur'an will be found. The purpose of this study is to reveal the meaning of work ethic and its terms in the Qur'an. This research uses descriptive qualitative method through the design of the thematic study research type. The technique of data collection is done by literature study. The results of the study found terms in the Qur'an that contain the same meaning with work ethic, including: the terms al-'amal (al-salih), al-ibtiga', al-kasb, al-itqan, al-ihsan, al-birr, al-ta'awun, al-jihad, istibaq al-khairat, ita al-mal, tazyin al-hubb al -syahawat min al-qanatir al-muqantarah, al-wafa' bi al 'uqud, and miras al-ard.
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Tidmarsh, Kyril. "Russia's Work Ethic." Foreign Affairs 72, no. 2 (1993): 67. http://dx.doi.org/10.2307/20045525.
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McCullough, Helga M., and Trent Gaugler. "Generational Differences in Work Ethic Among Speech-Language Pathologists." Perspectives of the ASHA Special Interest Groups 6, no. 2 (April 28, 2021): 434–43. http://dx.doi.org/10.1044/2021_persp-20-00161.
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Purpose To date, there is limited available research with a specific focus on the potential differences in work ethic among speech-language pathologists from different social generations. The purpose of this study was to provide a better understanding of the work ethic profile of three generations of speech-language pathologists and, in particular, of any differences in work ethic profiles among the three generations. Method This study used a quantitative, nonexperimental, cross-sectional design to better understand work ethic among the three generations of speech-language pathologists through the use of an online survey containing the Multidimensional Work Ethic Profile–Short Form. Results The 814 surveys analyzed indicated that the three distinct generations of speech-language pathologists exhibited differences in four out of the seven dimensions of work ethic. Conclusions Through this study, the authors developed a work ethic profile for each of the three generations of speech-language pathologists licensed in the Commonwealth of Pennsylvania. While there were some similarities in the dimensions of work ethic among the three generational cohorts, statistically significant differences were discovered in the dimensions of Morality/Ethics, Leisure, Centrality of Work, and Wasted Time. Understanding differences in work ethic could be beneficial to employers, administrators, and supervisors for recruitment and retention purposes as well as to speech-language pathologists who work with colleagues of different generational cohorts.
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Velasco, Joseph Ching, and Jeremy de Chavez. "Millennial Work Ethic: A Preliminary Examination of the Work Ethic Profile of Filipino University Students." Mediterranean Journal of Social Sciences 9, no. 6 (November 1, 2018): 121–30. http://dx.doi.org/10.2478/mjss-2018-0167.
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Abstract At present, most students in the universities are considered millennials. As explained by Delcampo, Haggerty, Haney, and Knippel (2010), millennials are individuals born from 1981-2000. In general, millennials are perceived to be the “me” generation or “hero” generation. In addition, they are criticized as individuals who are self-centered, unmotivated, disrespectful, and disloyal (Myers & Sadaghiani, 2010). Given the conflicting and, to some extent, uncritical generalizations about the millennial cohort, this paper explores the work ethic profile of Filipino millennial university students. The respondents of this study are 248 university students from a private university in Metro Manila, Philippines. Through the Multidimensional Work Ethic Profile - Short Form (MWEP-SF), the seven dimension of work ethic were described. Results reveal that Filipino millennial university students scored high on self-reliance. Likewise, they have high mean scores in the dimensions of centrality of work, wasted time, morality/ethics, delay of gratification, and hard work. The dimension of leisure is ranked the lowest. The findings further reveal that there are significant differences in work ethic between male and female respondents. However, in terms of academic specialization, no significant differences were observed. Considering academic achievement, workload, and study hours, these factors interact with the different facets of work ethic.
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Miswanto, Miswanto, Rois Arifin, and Dwi Murniyati. "Does work commitment mediates the effect of Islamic work ethic on performance and turnover intention?" JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen 17, no. 2 (November 27, 2020): 169. http://dx.doi.org/10.31106/jema.v17i2.5533.
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Islam is a comprehensive religion that covers not only the ritual worship aspect but also ethics and acts of business. The field of Islamic work ethics has been studied by many researchers in different study settings. However, the important role of Islamic work ethics has been underexplored in work commitment studies. Therefore, this study aims to examine the direct and indirect effect of Islamic work ethics in affecting employees work performance and turnover intention through work commitment. This study used the quantitative method as their main research design. Purposive sampling was applied as a sampling technique with a five-point Likert scale of the structured questionnaire as a measurement scale and data gathering method. The bootstrap method used to test the proposed hypotheses. This study concluded that Islamic work ethic positively affects work commitment, thus work commitment positively affects work performance. This study also found that there was an insignificant effect of Islamic work ethic on work performance and turnover intention, and work commitment on turnover intention. Fundamentally, the mediation role of work commitment failed to prove in this study as there were only significant indirect effects between Islamic work ethic and work performance. In other words, the higher individual beliefs on Islamic value, the more committed employee to do their job. Thus, the more committed and enthusiastic employees on their job, the higher their work performance will be.
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Gerrard, Jessica. "All that is Solid Melts into Work: Self-Work, the ‘Learning Ethic’ and the work Ethic." Sociological Review 62, no. 4 (November 2014): 862–79. http://dx.doi.org/10.1111/1467-954x.12208.
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In this paper I examine the intersections between a general commitment to education and learning and the moral and ethical dimensions of the work ethic under contemporary capitalism. Drawing on Kathi Weeks' (2011) recent exploration of the work ethic in The Problem with Work, I suggest there is a relationship between the form and function of the work ethic- and what I term the ‘learning ethic’. I suggest that commitment to a learning ethic, to the unreserved power of learning and education- may reiterate a moral commitment to the personal characteristics that define the work ethic under capitalism. As a consequence, consideration of the form and function of these moral character ideals in the continuation of unequal social relations across educational and workspaces, become obfuscated by a generalized celebration of learning, education and self-work.
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Zulaifah, E. "Work Ethic from Qur’anic Maqasid Approach: An Introduction and Preliminary Theoretical Development." Minbar. Islamic Studies 12, no. 1 (June 4, 2019): 251–66. http://dx.doi.org/10.31162/2618-9569-2019-12-1-251-266.
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The Purpose of this paper is to introduce the concept of work ethics, which is explored through Qur’anic approach of the maqasid. The study of work ethic in the maqasid perspective is an ongoing effort to construct the Qur’anic concept of work ethic. While the theories of work ethic are widely available in various disciplines, in the discipline of Psychology, the analysis of Islamic work ethic remains a desideratum. This is due to the fact, that the specialist literature regarding management and organizational psychology rarely deals with this topic on a systematic basis. The concept of Islamic work ethic which is widely cited and used in organizational research studies is normally reduced to critical evaluation of the sources. This is due to a number of reasons among which the main is the lack of anthological basis. Moreover, in many works on Islamic work ethic the verses of the Holy Qur’an do not significantly well reflect the concept of work ethic. It is also important to stress that Holy Qur’an has its own view on the phenomenon of work. In its essence the latter is never separated from life. This fact invites to introduce the maqasid approach. The reasons are as follows: 1). It provides a systematic philosophical basis (ontology, epistemology and axiology) of conceptual development based on the Holy ‘.Holy Qur’an. The maqasid approach sees creation (human being and other creations in their entirety) as created with a purpose (maqasid, in Arabic; or maksud, in Indonesian). Within the “frame of purpose of the creation,” the construct of ethic is developed 2). The maqasid approach goes about the understanding of the Qur’anic verses related to specific area in a comprehensive and systematic manner, by looking into its semantics from the original Arabic word, and then examined its relationship with other related verses of the Holy Book. 3). The Holy Qur’an is in fact also a system of ethics; as such it comprises ethical principles related to work within the framework of the purpose of creation and life.
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Hidayatulloh, Miftah Khilmi. "Islamic Work Ethics: A Thematic Commentary Study." Cakrawala: Jurnal Studi Islam 14, no. 2 (January 31, 2020): 158–70. http://dx.doi.org/10.31603/cakrawala.v14i2.3101.
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Veysel Bozkurt's research proved that Protestant ethics, which consists of work ethic and asceticism did not just occur to Protestant Christians. However, it also occurred in Turkish and Kyrgyz communities where the majority of the population is Muslim. Researcher reinforce Veysel Bozkurt's theory by revealing the work ethic and asceticism in the Qur'an with a thematic commentary approach. This research found that the Qur'an teaches four work ethics and two attitudes of asceticism. The four-work ethics are that work is obligatory, work must be optimal beyond basic needs, work is jihad, and work must be based on the principle of goodness. While the two attitudes of asceticism are strong spiritual and managing wealth wisely
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RAHMAWATI, Andita. "RELATIONSHIP BETWEEN PRINCIPAL LEADERSHIP, WORK ENVIRONMENT, AND WORK DISCIPLINE AND TEACHER WORK ETHICS." JKP | Jurnal Kepemimpinan Pendidikan 5, no. 2 (December 31, 2022): 752–55. http://dx.doi.org/10.22236/jkpuhamka.v5i2.11219.
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This research aims to reveal the principal's leadership role, work environment, and work discipline on the work ethic of state high school teachers in Kalideres District. The method used in this study is a quantitative method with data collection using a questionnaire. The question- naire was tested on 30 respondents to test the validity of each statement item. The population in this study were the principals and teachers of public high schools in Kalideres District as many as 112 people. The research sample used simple random sampling. The number of samples taken was calculated using the Slovin formula with a significant level of 5%, namely 87 respondents. In analyzing the research data, normality test analysis, multicollinearity test, multiple lin- ear regression test, correlation test, and f test and t test were used. Based on the results of the study, the following values were obtained: (1) principal leadership (X1) with work ethic (Y) ry1 = 0,9711% ; (2) work environment (X2) with work ethic (Y) ry2 = 0,9774, (3) work discipline (X3) with work ethic (Y) ry3 = 0,9894%; and (4) principal leadership (X1), work environment (X2), and work discipline (X3) with work ethic (Y) ry123 = 0,9920. Based on the calculation results, it is known that together the principal's leadership, work environment, and work discipline have a positive direct relationship with the work ethic of public high school teachers in Kalideres District, West Jakarta.
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Jati, Wasisto Raharjo. "AGAMA DAN SPIRIT EKONOMI." ALQALAM 30, no. 2 (August 30, 2013): 265. http://dx.doi.org/10.32678/alqalam.v30i2.1066.
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This study aimed to analyze relation among religion and economy in developing work ethic. the original thesis concerning relation of religion and work ethic initiated by Max Weber in his study entitled Protestant Ethic and Spirit Capitalism. In Weberian perspective, religion take important role that developing values of work ethics e.g. rationalism, asceticism, and "calling" are encouraging human to work hard in the world. This study aimed to elaborating Weber’s thesis within comparing work ethic in others religion. Library research used as research methodology in this research. The result showed, basically, work ethic invented in many religion; nevertheless, adapted to the context of socio-cultural in society.
Keywords: Work Ethic, Calvinism, Max Weber's Thought, Economic Spirit.
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Jati, Wasisto Raharjo. "AGAMA DAN SPIRIT EKONOMI." ALQALAM 35, no. 2 (December 31, 2018): 59. http://dx.doi.org/10.32678/alqalam.v35i2.1066.
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This study aimed to analyze relation among religion and economy in developing work ethic. the original thesis concerning relation of religion and work ethic initiated by Max Weber in his study entitled Protestant Ethic and Spirit Capitalism. In Weberian perspective, religion take important role that developing values of work ethics e.g. rationalism, asceticism, and "calling" are encouraging human to work hard in the world. This study aimed to elaborating Weber’s thesis within comparing work ethic in others religion. Library research used as research methodology in this research. The result showed, basically, work ethic invented in many religion; nevertheless, adapted to the context of socio-cultural in society.
Keywords: Work Ethic, Calvinism, Max Weber's Thought, Economic Spirit.
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Febriani, Rizki, Nurul Asfiah, and Siti Nurhasanah. "Penerapan Nilai-Nilai Islami dan Relevansinya dengan Peningkatan Komitmen Kerja Karyawan." FALAH: Jurnal Ekonomi Syariah 4, no. 1 (March 26, 2019): 21. http://dx.doi.org/10.22219/jes.v4i1.7963.
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This study aims to analyze an effect of Islamic work ethics to Islamic work’s satisfaction and affective commitment women employees at restaurant in East Java. The Sample are 76 women employees that work at M2M and D’Mriah restaurant. Data analysis used Smart-PLS and Sobel as a mediation test. Result of this research showed there are positif and significant relationship between Islamic work ethic and Islamic work satisfaction, Islamic work ethic to affective commitment also Islamic work ethic to affective commitment through Islamic work satisfaction. Employees who implementing islmaic work ethic will fell satisfaction higher and this will increase affective commitment to organization. Effect Islamic work ethic directly to affective commitment higher than through Islamic work satisfaction.
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Febriani, Rizki, Nurul Asfiah, and Siti Nurhasanah. "Penerapan Nilai-Nilai Islami dan Relevansinya dengan Peningkatan Komitmen Kerja Karyawan." Falah: Jurnal Ekonomi Syariah 4, no. 1 (February 15, 2019): 21. http://dx.doi.org/10.22219/jes.v4i1.8493.
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This study aims to analyze an effect of Islamic work ethics to Islamic work’s satisfaction and affective commitment women employees at restaurant in East Java. The Sample are 76 women employees that work at M2M and D’Mriah restaurant. Data analysis used Smart-PLS and Sobel as a mediation test. Result of this research showed there are positif and significant relationship between Islamic work ethic and Islamic work satisfaction, Islamic work ethic to affective commitment also Islamic work ethic to affective commitment through Islamic work satisfaction. Employees who implementing islmaic work ethic will fell satisfaction higher and this will increase affective commitment to organization. Effect Islamic work ethic directly to affective commitment higher than through Islamic work satisfaction.
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Harahap, Muhammad Ade Kurnia, Abu Muna Almaududi Ausat, and Suherlan Suherlan. "Analysing the Role of Religious Education in Improving the Work Ethic of MSME Owners." Journal on Education 5, no. 4 (April 8, 2023): 15050–57. http://dx.doi.org/10.31004/joe.v5i4.2591.
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MSMEs are an important sector in a country's economy. However, MSMEs in Indonesia still experience various problems. One of the factors that can affect the quality of human resources in MSMEs is work ethic. So, the role of religious education in improving the work ethic of MSME owners needs to be studied further. This study aims to explain the role of religious education in improving the work ethic of MSME owners and provide a deeper understanding of the factors that influence work ethic in MSMEs and how religious education can help improve the work ethic. This research is qualitative in nature. Data collection techniques include listening and recording important information to conduct data analysis through data reduction, data display, and conclusion drawing. The results of this study conclude that religious education can play an important role in improving the work ethic of MSME owners. The moral values and business ethics taught in religious education can help MSME owners to develop a good work ethic and build a sustainable successful business.
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Christopher, Andrew N., Keith L. Zabel, and Jason R. Jones. "Conscientiousness and Work Ethic Ideology." Journal of Individual Differences 29, no. 4 (January 2008): 189–98. http://dx.doi.org/10.1027/1614-0001.29.4.189.
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Prior research on work ethic ideology has tended to neglect the multidimensional nature of such ideology. To examine how different facets of work ethic ideology may be rooted in the basic personality construct of conscientiousness, 299 Americans completed a 133-item online survey that contained six facets of conscientiousness and seven different dimensions of work ethic ideology. Multiple regression analyses revealed that the conscientiousness facets of dutifulness and achievement striving were the two most consistent predictors of seven dimensions of work ethic ideology. Subsequent dominance analyses suggested that achievement striving, followed by dutifulness, tended to predict the most work ethic dimensions. Discussion focuses on the theoretical importance of using work ethic dimensions rather than global work ethic scores in future research.
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Indriyaningrum, Kis, and Mohammad Fauzan. "The Effect of Self-Efficacy, Interpersonal Communication and Work Ethics on Sustainable Work Commitment." JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) 6, no. 3 (May 6, 2023): 437. http://dx.doi.org/10.32493/jjsdm.v6i3.29738.
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The objectives of the study were to test and analyze (1) the effect of self-efficacy on sustainable work commitments, (2) the influence of interpersonal communication on sustainable work commitments, (3) the influence of work ethics on sustainable work commitments. This type of research is explanatory research. The research population was all employees of Honda Surya Utama Perkasa Semarang Dealership as many as 123 employees. Instruments used in data collection using questionnaires with Likert scale Analysis techniques using regression models. Research findings that Self-Efficacy positively affects sustainable work commitments. Interpersonal Communication has no effect on continuous work commitment. Work Ethic positively affects the commitment to sustainable work. The implications of the findings of this study show that employees' sustainable work commitment is determined by employee self-efficacy and work ethic. Therefore, leaders in recruiting employees need to assess the ownership aspects of self-efficacy and work ethics.
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Azhari, Munir, Harries Madiistriyatno, and Sukar Naibaho. "The Effect of Work Ethics and Work Environment on Employee Performance At The Jakarta Primary Tax Service Gambir Tiga." Return : Study of Management, Economic and Bussines 2, no. 03 (March 25, 2023): 274–82. http://dx.doi.org/10.57096/return.v2i03.85.
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This research is quantitative, descriptive, and associative type. The population in this study was 70 employees at the Gambir Tiga Jakarta Primary Tax Service Office. The sampling technique in this study is total sampling. With the total sampling technique, a sample of 70 employees was taken at the Gambir Tiga Jakarta Primary Tax Service Office as respondents in this study. The results of this study indicate that: 1) There is an influence of work ethic on employee performance, as evidenced by the count for the X1 variable (Work Ethic) of 13,491, while the value of the t table for n = 70 is 1,994. So t arithmetic> table or 13,491> 1,994, it can be concluded that the Work Ethic variable influences partially the Job Performance of Employees. The coefficient regression value of the. The work ethic variable (X1) to the Employee Job Performance variable (Y) is 0.405. This means that if the Work Ethics variable (X1) rises by 1 unit it will increase the. Employee Job Performance (Y) variable by 0.405, assuming the Work Ethics variable (X1) is considered constant. 2) There is an influence of the work environment on employee work performance, as evidenced by the count for the X2 variable (Work Environment) of 16,862, while the value of the table for n = 70 is 1,994. So tcount>table or 16,862>1,994, it can be concluded that partial Work Environment variables affect Employee Work Performance. The value of the regression coefficient of the Work Environment variable (X2) to the Employee Job Performance variable (Y) is 0.605. This means that if the Work Environment variable (X2) increases by 1 unit, it will increase the Employee Job Performance (Y) variable by 0.605, assuming the Work Environment variable (X2) is considered constant. 3) There is an influence of work ethic and work environment together on employee work performance, as evidenced by the ANOVA or Ftest or Fcount test in the value of 302,319 which is greater than Ftable of 2.74 with a significant level of 0,000 because 0,000 <0.05, so it can be said that the Work Ethics variable (X1) and Work Environment variable (X2) together influence the Employee Performance variable (Y). While the Adjusted R. Square value of 0.900. This shows that 90% of the work ethic and work environment simultaneously (jointly) affect employee work performance, while the remaining 10% is influenced by other factors not examined in this study.
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Laylani, Novridha, Siti Lam'ah Nasution, and Abdul Halim. "The Effect of Work Experience, Work Ethos, Training, and Improving Work Achievement on Employee Performance at PT PLN UP 3 Rantauprepat." Daengku: Journal of Humanities and Social Sciences Innovation 3, no. 2 (January 26, 2023): 313–22. http://dx.doi.org/10.35877/454ri.daengku1521.
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The purpose of this study was to analyze the effect of work experience, work ethic, training and work performance improvement on employee performance at PT. PLN UP.3 Rantauprapat Labuhanbatu Regency, North Sumatra Province. Data collection techniques used in this study were observation, documentation and questionnaires using a Likert scale. The research population is the employees of PT. PLN UP.3 Rantauprapat as many as 86 people. Samples were taken using saturated sampling techniques using all populations as research subjects. The results of this study prove that work experience has a positive and significant effect on employee performance. Work Ethics has a positive and significant effect on Employee Performance. Training has a positive and significant effect on Employee Performance. Improved work performance has a positive and significant effect on employee performance. Work experience, work ethic, work performance improvement training simultaneously have a positive and significant effect on employee performance at PT. PLN UP.3 Rantauprapat. The R Square value from the analysis of the coefficient of determination is 0.696, meaning that employee performance (Y) can be explained by the variables of work experience (X1), work ethic (X2), training (X3) and increased work performance (X4) of 69.6%.
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Mubaraq, Arya Fadh, Murdjani Kamaluddin, and Ruslan Ruslan. "The Effect of Human Resource Development, Work Capability on Work Ethic and Employee Performance." Jurnal Ilmiah Manajemen Kesatuan 12, no. 1 (January 1, 2024): 265–78. http://dx.doi.org/10.37641/jimkes.v12i1.2431.
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Satisfactory performance does not occur automatically, therefore an assessment of the work carried out by employees is required. The purpose of this research is to test and analyze the influence of HR development on employee work ethic, HR development on employee performance, work ability on employee work ethic, work ability on employee performance, work ethic on employee performance, the role of work ethic in mediating the influence of human resource development on employee performance and the role of work ethic in mediating the influence of ability on employee performance. This research was conducted at BPPW, BPJN and BP2JK Southeast Sulawesi. The number of respondents to this research was 183 people, consisting of 59 BPPW employees, 100 BPJN employees and 24 BP2JK Southeast Sulawesi employees. This research uses quantitative descriptive analysis methods. The results of the research are; HR development has a positive and significant effect on employee work ethic, HR development has a positive and significant effect on employee performance, Work ability has a positive and significant effect on employee work ethic, Work ability has a positive and significant effect on employee performance, Work ethic has a positive and significant effect on performance employees, work ethic can mediate the influence of human resource development on employee performance, work ethic can mediate the influence of work ability on employee performance.
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Raghunath, Nilanjan. "The Knowledge Work Ethic." International Journal of Technology, Knowledge, and Society 2, no. 4 (2006): 139–44. http://dx.doi.org/10.18848/1832-3669/cgp/v02i04/55502.
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Höpfl, Harro. "A Catholic Work Ethic?" Journal of Management, Spirituality & Religion 4, no. 4 (January 2007): 398–417. http://dx.doi.org/10.1080/14766080709518675.
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TATLIYER, Mevlüt. "Work Ethic and Engineering." Turkish Journal of Business Ethics 7, no. 1 (January 20, 2014): 175–79. http://dx.doi.org/10.12711/tjbe.2014.7.1.r009.
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Siporin, Max. "The social work ethic." Social Thought 15, no. 3-4 (June 1989): 42–52. http://dx.doi.org/10.1080/15426432.1989.10383672.
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Tropman, John E. "The catholic work ethic." International Executive 34, no. 4 (July 1992): 297–304. http://dx.doi.org/10.1002/tie.5060340402.
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Lynn, Richard. "The Protestant work ethic." Personality and Individual Differences 11, no. 8 (1990): 881. http://dx.doi.org/10.1016/0191-8869(90)90204-5.
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Ginting, Helmina Br. "The effect of transformational leadership and work motivation on work ethic." Priviet Social Sciences Journal 2, no. 1 (January 17, 2022): 7–11. http://dx.doi.org/10.55942/pssj.v2i1.132.
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The role of human resources in advancing the company is very inportant. One approach to improve the quality of human resources is through the approach of a good Transformational Leadership and able to increase motivation, and therefore contributes to the work ethic of employee in PT. Pardic Jaya Chemicals. The purpose of this study is to analyze and explain the significant influence of work ethic, motivation and transformational leadership style toward employee performance in PT. Pardic Jaya Chemicals. The data were collected through questionares, through observation to the object research, processed further using descriptive analysis and Path analysis. The results of the analysis show that: (1) Transformational Ladership style has positive and significant effect toward Work Ethic, (2) motivation has positive and significant effect toward work ethic effect to employee performance, (3) Transformational Leadership and Motivation style has positive and sinificant effect toward work ethic on employee.
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Faraby, Muhammad Ersya. "Etos Kerja Islam Masyarakat Etnis Madura." SALAM: Jurnal Sosial dan Budaya Syar-i 3, no. 1 (July 25, 2016): 21–38. http://dx.doi.org/10.15408/sjsbs.v3i1.3095.
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Abstract. This study aims to determine the Islamic work ethic of Madura ethnic community. The approach used in this study is a qualitative approach with descriptive case study method. The data collection is done with the study of literature. The work ethic of the Madurese comparatively high because for them work is a worship of activity in accordance with the teachings of Islam that was followed so that the results would be lawful and blessed by the God. The opportunity to work would be considered as a blessing from Allah, so getting a job is a vocation that will be practiced with a vengeance. As a result Madurese are not afraid of losing land or property, but they are very afraid of losing his job. In this case the work ethic of the people of Madura Kar-ngakar colpe '(work hard) are included in the work ethic characteristic of Islam is Al-Mujahadah or hard work optimally.Keyword: Work Ethic, Madura Etnic Community, Islamic Work Ethic. Abstraksi. Penelitian ini bertujuan untuk mengetahui etos kerja Islam masyarakat etnis Madura. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kualitatif dengan metode studi kasus bersifat deskriptif. Pengumpulan data dilakukan dengan study literatur. Etos kerja masyarakat Madura terhitung tinggi karena bagi mereka bekerja merupakan suatu aktiftas ibadah sesuai dengan ajaran agama Islam yang dianutnya sehingga hasilnya akan halal dan diridhoi Sang Khalik. Kesempatan bisa bekerja akan dianggapnya sebagai rahmat dari Allah SWT, sehingga mendapatkan pekerjaan merupakan panggilan hidup yang bakal ditekuninya dengan sepenuh hati. Sebagai akibatnya orang Madura tidak takut kehilangan tanah atau hartanya, akan tetapi mereka sangat takut kehilangan pekerjaannya. Dalam hal ini etos kerja masyarakat madura Kar-ngakar colpe’ (bekerja keras) termasuk dalam ciri etos kerja Islam yaitu Al-Mujahadah atau kerja keras yang optimal.Kata Kunci: Etos Kerja, Etnis Madura, Etos Kerja Islam.
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Abdullah. "INFLUENCE OF WORK MOTIVATION, EMPOWERMENT AND COMMITMENT TO WORK ETHIC OF STMIK KHARISMA MAKASSAR." EPH - International Journal of Humanities and Social Science 1, no. 1 (January 27, 2014): 16–26. http://dx.doi.org/10.53555/eijhss.v1i1.5.
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The aims of this study were 1) Examine and analyze the influence of motivation on work ethic of STMIK KHARISMA Makassar employee; 2) Examine and analyze the influence of psychological empowerment on work ethic STMIK KHARISMA Makassar employee; 3) Examine and analyze the influence of affective commitment to the work ethic of STMIK KHARISMA Makassar employees; 4) to analyze the variables that influence a dominant influence on the work ethic of STMIK KHARISMA Makassar employees.
The approach in this study was associative approach, which was a question researchers were connecting two or more variables. The population in this study was all employees of STMIK KHARISMA Makassar with number of total was 35 people. Total sampling was a sampling technique used in this study. Variables in this study was dependent variable (Y) was work ethic of lectures and the independent variable (X), namely work motivation (X1), empowerment (X2), and commitment (X3). Data was collected via questionnaire, using a Likert scale. Data was analyzed by using multiple regressions linear with F test and t test to test the hypothesis. This study revealed that there was significant influence work motivation on employee work ethic at STMIK KHARISMA Makassar. Psychological empowerment significantly effect on employee work ethic. This suggests that the increase in psychological empowerment bring influence to increase work ethic of STMIK KHARISMA Makassar employee. The study also revealed that the higher affective commitment will lead to the rise in work ethic of STMIK of KHARISMA Makassar employee. Affective commitment as an individual feeling bound by his or her organization has a dominant influence on work ethic STMIK KHARISMA Makassar employee.
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Syiva, Siti Putri Nur, Rizka Ayu Lestari, Eka Bagus Rahmad Lil'alamin, and Riyan Sisiawan Putra. "THE EFFECT OF WORK DISCIPLINE, WORK MOTIVATION, WORK ETHICS AND WORK ENVIRONMENT ON EMPLOYEE WORK PRODUCTIVITY (LITERATURE REVIEW)." WORLDVIEW ( Jurnal Ekonomi Bisnis dan Sosial Sains ) 2, no. 1 (June 30, 2022): 43–60. http://dx.doi.org/10.38156/worldview.v2i1.195.
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This study aims to analyze the effect work discipline, work motivation, work ethic and work environment on employee work productivity. Work discipline is a workplace or management concept that demands regular behavior of employees. Work motivation is the encouragement or impetus for every employee to work carrying out his work. With good motivation, employees feet happy and enthusiastic about their work, which leads to significant development and growth in the organization. Work ethic is a value based on hard work and determination. Capitalists believe in the need for hard work and its ability to improve moral character. The work environment is everything that surrounds workers and can affect the performance of the tasks assigned to them, and labor productivity is the production capacity of workers compared to the inputs used. This type of research uses a literature review bye reviewing previous studies with analysis and drawing conclusions using references from national journals sources from Google Scholar. The results of this study indicate that work discipline, work motivation, work ethic, work environment affect employee work productivity.
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Harkriskayani, Indah, and Purnama Putra. "The Influence of Educational Background and Work Experience on Employee Work Ethic." Human Capital and Organizations 1, no. 2 (April 26, 2024): 66–75. http://dx.doi.org/10.58777/hco.v1i2.176.
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Human resources play the most important and potential role in the success of a company. Therefore, in order to make a greater contribution to the Company, human resources must be managed well. Educational background and work experience of employees are factors that influence work ethic. This research aims to examine the influence of educational background and work experience on employee work ethic. The sample used in this research is a purposive sample, the sample in this research is 39 employees. The data collection technique used is a questionnaire. The results of this research test are that educational background has a positive effect on work ethic, work experience has a positive effect on work ethic. Simultaneously, educational background and work experience have a positive effect on work ethic. Managerial implications that may arise are human resource planning, recruitment and selection processes, employee development and team management, performance evaluation and organizational culture development.
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Soeharso, Silverius Yoseph, and Rosi Nurika. "The Effect of Organizational Culture on Employee Engagement with Work Ethic (Hard Work) as A Moderating Variable: Case Study on Millennial Generation Employees at PT X." Jurnal Ilmiah Psikologi MIND SET 11, no. 01 (May 29, 2020): 46–54. http://dx.doi.org/10.35814/mindset.v11i01.1363.
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The purpose of this study to determine the effect of organizational culture on employee engagement in millennial generation employees at PT X, with the work ethic variable on the hard work dimension acting as a moderator variable. The sample used in this study was 201 millennial generation employees at PT X. This study used the Employee Engagement Scale (Saks, 2006), the Multidimensional Work Ethics Profile (MWEP) to measure the work ethic (hard work), and Values Survey Module (VSM 2013) from Hofstede (2013) to measure organizational culture. The results showed that organizational culture has a significant influence on employee engagement (R2 = 0.258, Sig. = 0.000). In other words, the organizational culture contributed 25.8% to the employee engagement. When the work ethic variable (hard work) is added as a moderator variable, the coefficient R2 increases to 0.352 or contributes 35.20%. Thus the hypothesis is accepted, meaning that the work ethic (hard work) increases or strengthens the influence of organizational culture on employee attachment to millennial generation employees at PT X.
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Lubis, Yusniar, Fajar Rezeki Ananda Lubis, Syaifuddin Syaifuddin, and Nasib Nasib. "The Role of Motivation in Moderating the Impact of Emotional Intelligence, Work-Life Balance, Leadership, and Work Ethic on Employee Performance." Society 11, no. 2 (December 31, 2023): 665–86. http://dx.doi.org/10.33019/society.v11i2.588.
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This research assesses the direct and indirect impact of emotional intelligence, work-life balance, leadership, and work ethics on employee performance at the Camait office in Central Tapanuli Regency, North Sumatra. Employing a quantitative analytic approach, the study sampled 146 workers, from which 88 employees were selected using the Slovin formula. Data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings reveal that emotional intelligence, work-life balance, leadership, and motivation directly, positively, and significantly impact employee performance. In contrast, work ethic does not significantly affect employee performance. Moreover, motivation is a moderating variable that can indirectly influence the relationships between work-life balance, leadership, work ethic, and employee performance. However, motivation alone cannot effectively moderate the relationship between work ethic and employee performance at the Central Tapanuli Regency Head Office. This study underscores the importance of enhancing emotional intelligence, achieving a better work-life balance, and cultivating effective leadership to boost employee performance. Furthermore, it highlights the crucial role of motivation as a moderating factor in improving overall job performance. However, it emphasizes that motivation should be complemented with other strategies to address work ethic issues effectively.
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Listiani, Susi, Prihatin Lumbanraja, and Pardamean Daulay. "THE INFLUENCE OF WORK ETHOS, WORK ENVIRONMENT AND WORK MOTIVATION ON THE PERFORMANCE." Jurnal Riset Bisnis dan Manajemen 15, no. 2 (August 20, 2022): 109–16. http://dx.doi.org/10.23969/jrbm.v15i2.5875.
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This study aims to examine how the influence of work ethic, work environment and work motivation on the performance of public high school education personnel in the city of Padangsidimpuan partially and simultaneously. This research was conducted using a quantitative approach with a survey method. From the results of the partial hypothesis test, it is stated that the work ethic variable has a positive and significant effect on the performance of educational staff, the work environment variable has a positive but not significant effect on educational staff, and work motivation has a positive and significant effect on the performance of educational staff. From the results of the simultaneous test, it is known that the variables of work ethic, work environment and work motivation have a positive and significant influence on the performance of educational staff.
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Mutmainnah, Diana, and Syarifuddin. "MANAJEMEN KEPEMIMPINAN DALAM MENINGKATKAN ETOS KERJA ISLAMI KARYAWAN PT. DISTHI MUTIARA SUCI BANYUWANGI PASCA PAILID." Al-Idarah : Jurnal Manajemen dan Bisnis Islam 2, no. 1 (February 28, 2021): 49–67. http://dx.doi.org/10.35316/idarah.2021.v2i1.49-67.
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Work ethic is becoming increasingly important at this time, due to lack of employee discipline which causes a decreased work ethic, especially after the bankruptcy at PT. Disti Mutiara Suci thus requires a leader to foster employee work ethics again, in this case it is necessary to implement leadership management in improving employee Islamic work ethics and also know what are the inhibiting and supporting factors of employee Islamic work ethics. The results of this study indicate that leadership management in improving the work ethic of post-bankrupt Islamic employees is a leader who does not restrain his employees so that it is easy to foster a post-bankrupt employee work ethic. And leaders better understand karwanan by not leaving the rules that apply in a company. The supporting factors are the applied promotion, trainings, good communication applied by the leader to subordinates, having trust in the subordinates. Whereas the obstacle factor in this case is the lack of smooth access to enter the work location so that the leadership is difficult to directly monitor, lack of professional work of employees and lack of employee loyalty to the company.
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Wahyudi, Amin. "The Mediating Role of Ethical Atmosphere in the Influence of Religious Work Ethic on Deviant Behaviour." Jurnal Manajemen dan Kearifan Lokal Indonesia 2, no. 2 (October 31, 2018): 70. http://dx.doi.org/10.26805/jmkli.v2i2.28.
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This study aimed to analyze the influence of religious work ethic on deviant behavior and mediating role of ethical atmosphere. The study design is corelational research. Variables in this research are deviant behavior, religious work ethic and ethical atmosphere as mediating variable. The population in this study were employees of government offices, universities, hospitals, schools in region of Surakarta. The samples this study are 100 people participant with conveniance sampling techniques. The analysis in this research used with path analysis by multiple linear regression. This study are expected to provide benefit in further developing a model that describes the concept of the religious work ethic with deviant behaviors of human resources in an organization. The results show that there is a negative and significant influence religious work ethics and athic atmosphere on deviant behavior, there is a positive and significant influence religious work ethic on ethical atmosphere. The conclution of this study that religious work ethics and ethical atmosphere are very important for development of human resources behavior.
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Azman, Mohd Azrul, Shafiq Shahruddin, and Muhammad Aiman Arifin. "Fostering work engagement through Islamic work ethic and quality of work-life: The mediating role of psychological capital." Journal of Emerging Economies and Islamic Research 10, no. 2 (May 31, 2022): 32–50. http://dx.doi.org/10.24191/jeeir.v10i2.16503.
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In the twenty-first century, there is a lack of work involvement among employees, and issue after issue is increasing especially ethical misconduct in the workplace where there is a need to stimulate discussion about the role of work ethic through psychological capital. The objective and purpose of the current study are to expand the literature on work ethic by examining the role of Islamic work ethic in enhancing employee work engagement through psychological mediators. The current study suggests that psychological capital mediates the relationship between Islamic work ethic and work engagement because the organizational approach needs to be broader in approaching the new framework according to the passage of time. Therefore, the presented model has been proposed for all private and government sectors based on the need and importance of work engagement to emerge the economic sustainability of the country.
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Arruñada, Benito. "Protestants and Catholics: Similar Work Ethic, Different Social Ethic." Economic Journal 120, no. 547 (September 1, 2010): 890–918. http://dx.doi.org/10.1111/j.1468-0297.2009.02325.x.
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Fakhrizni, Oni, Eka Yudhyani, and Evi Kurniasari. "Impact of Transformational Leadership and Work Motivation on Performance with Work Ethic Mediation." Journal La Bisecoman 5, no. 4 (July 15, 2024): 540–53. http://dx.doi.org/10.37899/journallabisecoman.v5i4.1355.
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The study aims to determine the effect of transformational leadership and work motivation on employee performance with work ethic as a mediator variable at PT Bank Mandiri (Persero) Tbk - Samarinda Branch. This study uses a quantitative approach with 136 employees of PT Bank Mandiri (Persero) Tbk - Samarinda Branch. The analytical tool used in this research is the SmartPLS version 3.2.9 application. The data analysis process in this study was carried out with the measurement model (outer model), structural model (inner model) and hypothesis testing using Bootstrapping. The results of this study indicate that transformational leadership (X1) has a positive and significant effect on work ethic (Z), work motivation (X2) has a positive and significant effect on work ethic (Z), transformational leadership (X1) has a positive and significant effect on employee performance (Y), work motivation (X2) has a positive and significant effect on employee performance (Y), work ethic (Z) has a positive and significant effect on employee performance (Y), this study also proves that work ethic (Z) is able to mediate the effect of transformational leadership (X1) on employee performance (Y), and work ethic (Z) is able to mediate the effect of work motivation (X2) on employee performance (Y).
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Koslendra, Endang, and Febsri Susanti. "The Influence of Human Relations and the Working Environment Towards Employee Work Ethic." BINA BANGSA INTERNATIONAL JOURNAL OF BUSINESS AND MANAGEMENT 2, no. 1 (April 30, 2022): 79–92. http://dx.doi.org/10.46306/bbijbm.v2i1.43.
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This study aimed to analyze and prove the influence of human relations and work environment on employee work ethics in the Inspectorate Office of Pesisir Selatan District. The sampling technique used is saturated sampling, while the number of samples used for analysis is 47 people. The data analysis technique used to test the hypothesis is multiple linear regression. In this study, there are two independent variables: human relations and work environment. Based on the results of multiple linear regression analysis, it was found that the human relations variable has a positive and significant effect on work ethic, work environment has a positive and significant effect on work ethic, and human relations and work environment simultaneously has a positive and significant effect on Employee Work Ethics in the Inspectorate Office of Pantai Selatan District. South. This study provides practical recommendations to the Inspectorate Office of Pesisir Selatan District to continue to improve work ethic in the future.