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As a country with the biggest Muslim population in the world, Indonesia is a fascinating avenue to conduct studies about Muslim behavior, including in the workplace context. The present study focuses on exploring religiosity's effect on Islamic work ethic (IWE). Using the 5th and the 7th waves of World Values Survey (WVS) data, in total this study processes 2474 Indonesian Muslim respondents' data. Among the notable findings is that religiosity has a dynamic effect on IWE. Religiosity is found to positively and significantly influence IWE in the 5th wave (2006) but the significant influence is no longer found in the 7th wave (2018). The authors argue that globalization, secularism, and the new way Muslims learn their religion may be the source of these dynamics. While religiosity does not influence IWE in contemporary times, the authors propose national culture and macroeconomic factors as the prospective factors driving individuals' IWE. The present study is arguably among the first studies to comprehensively explore IWE as a multidimensional construct, involving both micro (individual-as being represented by religiosity) and macro (societal) perspectives to bring about IWE's discourses. Additionally, the time-series data this study employed also offer a rich discussion on how religiosity influences (or does not influence) individuals' IWE.
The importance of religion in management studies is rising and is better appreciated nowadays. As one of the major acknowledged and one of the most misunderstood religions globally, Islam and all things related to Muslims in the workplace should also gain more attention from the management scholars to promote better understanding and mutual respect. This paper tries to answer the broad question of ‘what are the main themes of Islam in Human Resources Management (HRM) and Organizational Behavior (OB) discourses?’. The paper identifies three focal themes within the topic: current workplace circumstances for Muslims; Islamic religiosity from HRM and OB perspectives; and Islamic viewpoint of work. Through the narrative review approach, this paper establishes three contributions. The first contribution is to discuss the essential issues of Islam and Muslims in HRM and OB discourses. Second, this paper bridges the contemporary HRM-OB discourses and Islamic teachings. Third, this paper suggests possible discussion points for further advancement of Muslims in the workplace topic.
Research on discrimination and inequality has seen a significant increase in workplace religious discrimination toward Muslims. However, it is not well understood how macro-societal, meso-organizational and micro-individual factors contribute to workplace discrimination toward Muslims. Using a systematic literature review (SLR), this study analyses 134 articles to frame a comparative lens of discrimination toward Muslims in Muslim-minority and Muslim-majority countries. This study reveals different discrimination patterns in both country types. In Muslim-minority countries, only the macro-societal level factors are consistently linked to blatant discrimination form while the other two levels (meso-organizational and micro-individual) contribute towards a mixture of blatant and subtle discrimination incidents. Meanwhile, Muslim-majority countries' discrimination cases specifically occur towards women in subtle manners at each level. The different discrimination patterns in the two country types also leads to other notions such as the logic of in-group discrimination toward Muslim women in Muslim-majority countries and the repositioning of gender and religious identities.
Muslims commonly encounter struggles in the workplace due to their identity. This systematic literature review encompasses a range of literature about employment struggles for Muslims. After several screening procedures, 134 papers were deemed suitable for further scrutiny. This study comprises three major topics involving employment struggles for Muslims, which are: (1) Islamic identity and practices in the workplace, (2) Employment challenges for Muslims, and (3) The consequences of workplace struggles for Muslims. The present study also suggests pathways for future management studies based on the respective unit of analysis (organizational, group, and individual).
Islamic Work Ethic (IWE) is a concept coined by Ali (1988) thirty years ago. IWE is interesting as Moslem population all around the world keeps growing and Moslem should pay attention toward the ethical conduct in the workplace as in Islam, working is an ibadah (a prayer or a virtue). This article aims to compile the researches with IWE topic, especially those show the relation between IWE and other variables in a sequence of antecedents and consequences. The final result of this article is an ‘IWE Map’ that might help researchers and practitioners to see the big picture of IWE, at least up to today. The dimensions and statements to characterize IWE is also compiled and shown in this article.
Purpose Despite all the complications COVID-19 brought to the education sector, the pandemic has indirectly created various work flexibility arrangements for educators. This paper investigates the impact of different work flexibility arrangements on educators' emotional exhaustion while taking educators' backgrounds (gender, tenure and age) into consideration. This paper explores which work flexibility arrangements fit best for particular educators. Design/methodology/approach This study employs a quantitative approach to investigate the effect of different work flexibility arrangements (low, medium and high) on educators' emotional exhaustion. In total, 462 educators from various educational levels in Indonesia participated as the respondents. Findings In general, the findings suggest that female educators are more prone to experience emotional exhaustion than their male counterparts. This study also finds that educators' age negatively relates to emotional exhaustion, and the longer-tenured educators might not be suitable for highly flexible work arrangements. In addition, different degrees of work flexibility have various impacts on educators, depending on their gender, tenure and age. These results are potentially helpful for educational institutions to design the best work arrangements for educators. Originality/value It is crucial for educational administrators to determine how much work flexibility should be given to educators from different backgrounds. This study is among the first to empirically examine the impact of different work flexibilities on educators' well-being.
Purpose Building on the conservation of resources (COR) theory, this study aims to investigate employee empowerment’s moderation effect on the relationship of situational (job satisfaction, affective commitment) and dispositional (positive affectivity, emotional intelligence) variables toward the emotional exhaustion of service employees amidst the pandemic. Design/methodology/approach In total, 288 service employees from various sectors in Indonesia participate as the study’s respondents. This study applies a two-stage structural equation modeling approach to test the hypotheses. Findings The results show that employee empowerment moderates situational and dispositional variables differently. While employee empowerment significantly influences situational variables, a different situation is found on dispositional variables, that employee empowerment does not significantly influence these variables. This study’s findings portray the COR theory in practice and clarify the importance of employee empowerment for employees with particular attributions. Research limitations/implications The present study bears four limitations: the cross-sectional design; no exploration of dispositional and situational variables’ antecedents; the findings are limited to the service workers; and lastly, this study only takes Indonesian samples. Practical implications From a practical perspective, this study reveals which type of service employees are responsive to empowerment policy and which are prone to experience emotional exhaustion, particularly during a crisis. Social implications By understanding what factors determine employee empowerment’s effectiveness, managers could maximize the impacts of their empowerment policies. Subsequently, it will create better service deliveries which might benefit the broader societal scope. Originality/value This study contributes to both theoretical and practical understanding. Theoretically, this study adds and promotes using a categorical lens to examine the pattern of interactions between organizations and employees.
Purpose This study investigates dispositional factors' (need for affiliation, positive affectivity and proactive personality) moderation effect on the relationship between leader–follower relationship variables (leader–member exchange and perceived supervisor support) and affective commitment to supervisor. Design/methodology/approach In total, 359 employees in Indonesia participated as the study's respondents. This study employs hierarchical regression analysis to test the hypotheses. Findings The results show that need for affiliation and positive affectivity moderates the relationship between leader–follower relationship variables and affective commitment to supervisor. In addition, all dispositional factors positively influence affective commitment to supervisor as independent variables. This study's findings depict the social exchange theory in practice. Originality/value The present study contributes to theoretical and practical implications. Theoretically, the study extends the knowledge on at least four domains: leader–follower relationship; affective commitment particularly aimed at the supervisor; the roles of dispositional variables on leader–member interactions; and empirically demonstrates social exchange theory. Practically, this study shows which factors are relevant to shaping positive leader–member interactions. Such results are potentially of value for the leader, the organization, and those responsible for recruiting prospective employees.
Studies highlight particular concern about the work readiness of university graduates, which potentially leads to many undesirable outcomes, such as rising unemployment rates and low productivity levels in the workplace. This study aims to explore the differences between student organization and work experiences and further analyze student organization’s contribution to graduate’s work readiness. This research uses a qualitative approach with phenomenological methods, and the data is analyzed with thematic data analysis. Data were collected through interviews involving 15 recent graduates actively involved in student organizations and just starting their careers. The study also interviewed two more senior workers to serve as source triangulation, strengthening the validity of the collected data. The study found four key differences between student organizations and the world of work. These differences include primary orientation, feedback and reward system, hierarchical structure, and interaction experiences. The findings also indicate that student organization experiences enhance individual skill development, which later proves helpful in work life. In particular, student organizational experience significantly advances these skills: leadership, time management, self-confidence, problem-solving, integrity, critical thinking, communication, negotiation, teamwork, responsibility, and commitment. Additionally, the record of student organizational participation listed on curriculum vitae can be a valuable asset for recent graduates, enhancing their employment prospects.
This paper aims to highlight the developing awareness of concern for digital privacy from business and management viewpoint. The authors compile data privacy literature in management field and visualize the literature into 4 main clusters of concerns. The 4 main cluster of concerns in data privacy discourse on management field are: internet; roles-trust-security; locations; and consumer privacy. This paper contributes on the development of research and discourse in data privacy and management domain. Besides delivering the overviews of the digital privacy concerns in business and management fields, the paper also places suggestions for future researchers.
The present study explores the good governance processes of border management in Entikong Subdistrict. The Entikong Subdistrict in West Kalimantan is a priority district that receives special attention from Indonesian central and local governments. The Entikong border post started operating in 1989, making it the first land border in Indonesia. Nevertheless, despite its aged history and many development efforts within the area, the economic growth and welfare of the border community remained stagnant. The data for this article were collected through a field work in Entikong for four months in 2022 in which we conducted observation, interviews, and focus group discussion with local residents and government officers. This study reveals that good governance became the focal issue explaining Entikong’s lack of development by providing two problems in the border development at Entikong: 1) the government’s inconsistency on the road widening project and 2) the complexity of governance and bureaucracy. This paper further elaborates on the essence of locality in good governance practices while simultaneously addressing the authority division problems and communication towards the demands of the local community. This study argues that better public communication patterns should be implemented to avoid misunderstandings within the community and increase the participation of local citizens, government, and civil society in the development process of the border area.
Purpose. This paper investigates service workers’ emotional aspects, including affectivity, emotional labor, and emotional exhaustion during the COVID-19 pandemic. Methodology. This papertests the hypotheses by analyzing data from 250 service workers in Indonesia responding to online questionnaires. Findings. The result shows that workers with positive affectivity respond positively to the new work measures during the COVID-19 pandemic and do not feel emotionally exhausted. Meanwhile, for the workers with negative affectivity, new work measures evoke their emotional exhaustion. Research implications for practice. The present study suggests that service workers with negative affectivity are prone to negative consequences amidst the crisis, hence managers should pay more attention to them. Further, this study suggests the organization initiate training and development programs regarding service delivery during the crisis, as the quality of services given by the workers are at risk during thecrisis. Value of the results. This study empirically establishes that during the time of crisis, affectivity, emotional labor, and emotional exhaustion interact differently compared to the normal time.
Education plays an important role as the value-shaper students. International Program Faculty of Economics, Universitas Islam Indonesia or IPFE UII is one of the universities that have role in education. IPFE UII is intended to be the value-shaper for its students. One of the way that is done by IPFE UII to achieve that goal is by providing several character building programs. IPFE UII compresses the values and tried it into five points, they are: professional behaviour, creative thinking, literacy skill, global understanding and communication skill. This research was done to evaluate whether the programs of IPFE UII have an impact on the perceived development of its students or not. The results of this research shows that based on simple regression analysis, all five variables are significantly influence perceived development as the dependent variable. While the result shown in multiple regression analysis are: 1) professional behaviour has positive significant influence to alumni perceived development; 2) creative thinking has negative influence to alumni perceived development; 3) literacy skill has positive but not significant influence to alumni perceived development; 4) global understanding has positive but not significant influence to alumni perceived development; 5) communication skill has positive influence to alumni perceived development.
 Keywords: Professional Behaviour, Creative Thinking, Literacy Skill, Global Understanding, Communication Skill
Penelitian ini menguji pengaruh antara sifat (sifat positif dan sifat negatif) terhadap kelelahan emosional di desa wisata dengan kerja emosional (jarak emosional dan usaha emosional) sebagai variabel pemediasi. Penelitian ini menggunakan 81 narasumber dari desa wisata Pentingsari sebagai sampel. Hierarchical regression analysis menunjukkan bahwa sifat positif memiliki pengaruh negative terjadap jarak emosional, sifat negative memiliki pengaruh positif terhadap jarak emosional, jarak emosional memiliki pengaruh positif terhadap kelelahan emosional, sifat positif memiliki pengaruh negative terhadap kelelahan emosional dan sifat negative memiliki pengaruh positif terhadap kelelahan emosional. Hasil tes juga menunjukkan bahwa kerja emosional tidak memiliki pengaruh mediasi terhadap hubungan antara sifat dan kelelahan emosional This research examines the influence of affectivity (positive affectivity and negative affectivity) on emotional exhaustion in tourist village businesses with emotional labor (emotive dissonance and emotive effort) as the mediating variable. This research uses 81 respondents from Pentingsari tourist village as the sample. Hierarchical regression analysis shows that positive affectivity has a negative influence on emotive dissonance, negative affectivity has a positive influence on emotive dissonance, emotive dissonance has a positive influence on emotional exhaustion, positive affectivity has a negative influence on emotional exhaustion and negative affectivity has a positive influence on emotional exhaustion. The testing result also shows that emotional labor has no mediating effect on the relationship between affectivity and emotional exhaustion.
This study explores the impact of school facilities on the motivation of contract teachers within Islamic educational settings. It underscores the pivotal role of adequate infrastructure, including laboratories and technological resources, in significantly enhancing teacher motivation and performance by satisfying both their fundamental and professional needs, consistent with Maslow's hierarchy of needs. Furthermore, positive interpersonal relationships among colleagues and the integration of Islamic values, such as cooperation and mutual support, are critical in cultivating a conducive work environment. The findings highlight the necessity of addressing facility inadequacies to promote a more motivated and effective teaching workforce.
This study analyzes work flexibility in freelancing, whether it provides more freedom or creates challenges, and explores freelancers' strategies in dealing with uncertainty. Using a qualitative approach through interviews, this study shows the results that, on the one hand, flexibility provides freedom in choosing projects, organizing work time, and ways of working, which has an impact on the freedom to be able to choose the type and number of projects, positive mental stimulation, adjusting work and personal life, ease of reaching professional networks and stimulation of creativity. However, on the other hand, flexibility also brings challenges, such as the lack of protection for the projects worked on, facing clients with various characteristics, indistinct boundaries between personal and professional life, and the risk of working late into the night and weekends. In addition, freelancers face uncertainties regarding project stability, income, and long-term career prospects, which leads them to employ various strategies such as good time management, seeking alternative opportunities, implementing effective marketing strategies, sound financial management, developing skills outside their primary field, and moonlighting. This research provides insight into freelancers' work dynamics and its implications for human resource management in the creative industry. Keywords: Freelancer; Creative industry; Flexibility; Uncertainty
This study examines the forms of sensitive jokes experienced by female workers in the workplace and their responses. Employing a qualitative approach through interviews, the findings identify six categories of sensitive jokes: career ambitions, marital status, gender stereotypes, sexuality, physical appearance, and physical touch. Predominantly made by male colleagues, these jokes adversely affect women's emotional well-being and the workplace atmosphere. Female workers employ various response strategies, including directly reprimanding the perpetrator, reporting to superiors, maintaining professionalism while ignoring the joke, shifting the conversation, or withdrawing from the situation. The study underscores the necessity for organizations to cultivate a professional and safe work environment
In the ever-changing landscape of today's business world, Small to Medium Enterprises (SMEs) engage with the task of adjusting to shifting consumer preferences and technological advancements. Responding strategically to this dynamic, the Brick and Click business model, which combine physical and online retail channels, has emerged. This research offers a comprehensive examination of the rationale for SMEs to adopt Brick and Click business model. Utilizing a qualitative method, data were collected through interviews with five SME owners. The findings reveal that this hybrid model was choosen by the SMEs for preservation of quality, optimized resource use and waste reduction, extended consumer reach, alignment with technological trends, and enhanced business efficiency. The present study then illustrates how those considerations further shape SME’s competitive edge in the industry.
Aims: This study aims to identify factors influencing job satisfaction, analyze management policies in improving the quality of work life, and understand employee perceptions of welfare programs and their impact on loyalty at PT: Tanjungenim Lestari, a pulp and paper company committed to sustainability and employee well-being. Methodology: This descriptive, qualitative study was conducted over six months, involving 15 employees from various divisions and positions through in-depth interviews. Data were analyzed thematically, and methodological triangulation (data, source, and method) was applied to ensure credibility and validity. Results: The findings indicate that the quality of work life has a positive impact on job satisfaction, employee loyalty, and company performance. Financial stability, social relationships, and psychological fulfillment emerged as key dimensions influencing satisfaction. Management policies play a crucial role in shaping employee experiences, while welfare programs are perceived positively due to their direct benefits for employees and families. Conclusion: Enhancing the quality of work life through effective management and comprehensive welfare programs increases job satisfaction and loyalty, contributing to organizational sustainability. Limitations: The study's qualitative nature and limited sample size may not accurately represent all employee perspectives. Contribution: This study extends QWL research by focusing on a pulp and paper company with integrated welfare facilities, offering insights into industry-specific practices. The findings enhance the theoretical understanding of the relationship between quality of work life, job satisfaction, and employee loyalty in industrial organizations.
I am forming a small, focused research working group for co-authored SSCI journal publications. Collaboration areas include: Green HRM and …
