The Mediating Role of Job Satisfaction in The Relationship Between Organizational Culture and Employee Commitment in Islamic Banking
Keywords:
Islamic banking, organizational culture, job satisfaction, employee commitment, mediation analysisAbstract
This examination concentrate on means to investigate and look at the interceding job of occupation fulfillment in the connection between hierarchical culture and worker responsibility inside the setting of Islamic banking. Islamic banking, in view of the standards of Shariah, works under a one of a kind hierarchical culture that stresses moral practices, social obligation, and adherence to Islamic qualities. Representative responsibility is crucial for the achievement and maintainability of Islamic financial foundations, as it encourages devotion, inspiration, and commitment among workers. Understanding the elements that add to worker responsibility, especially the intervening job of occupation fulfillment, is urgent for upgrading authoritative execution and making long haul progress in Islamic banking. The hypothetical system of this study depends on the coordination of three key builds: hierarchical culture, work fulfillment, and representative responsibility. Hierarchical culture includes the common convictions, values, standards, and practices that shape the workplace and impact worker ways of behaving and mentalities. Work fulfillment mirrors a singular's degree of happiness and satisfaction with their work, including different factors, for example, remuneration, balance between fun and serious activities, profession advancement potential open doors, and employer stability. Worker responsibility alludes to the profound connection, distinguishing proof, and devotion of representatives towards their association, prompting expanded optional exertion and reliability. The examination philosophy for this study will embrace a blended techniques approach. At first, a far reaching survey of the current writing will be led to lay out a hypothetical establishment and distinguish the important elements and connections inside the Islamic financial setting. This audit will be trailed by observational examination including quantitative information assortment through reviews and subjective information assortment through interviews. The overview will be regulated to an example of representatives working in Islamic financial organizations, while meetings will be directed with key partners like supervisors and human asset faculty. Factual examination procedures, including intervention examination, will be utilized to look at the interceding job of occupation fulfillment in the connection between authoritative culture and representative responsibility. The discoveries of this examination will add to the current assemblage of information on Islamic banking, authoritative way of behaving, and human asset the executives. The outcomes will reveal insight into the effect of hierarchical culture on worker responsibility and the hidden component of occupation fulfillment as a go between in this relationship. The review expects to give functional experiences and proposals to Islamic financial foundations to improve worker responsibility by developing a positive hierarchical culture that advances work fulfillment. These proposals might incorporate cultivating a strong workplace, giving sufficient preparation and improvement open doors, guaranteeing fair pay and advantages, and adjusting hierarchical practices to Islamic qualities and standards. This examination study is huge as it tends to a basic hole in the writing by zeroing in explicitly on the setting of Islamic banking. By looking at the intervening job of occupation fulfillment, it offers a far reaching comprehension of the mind boggling elements between hierarchical culture, representative perspectives, and hierarchical results in Islamic financial foundations. The discoveries will be significant for Islamic financial experts, policymakers, and researchers, empowering them to foster methodologies and mediations that advance representative responsibility and by and large authoritative outcome in the Islamic financial area.
https://doi.org/10.5281/zenodo.10117408
References
Ababneh, K.I. (2020), “Effects of met expectations, trust, job satisfaction, and commitment on faculty turnover intentions in the United Arab Emirates (UAE)”, The International Journal of Human Resource Management, Vol. 31 No. 2, pp. 303-334.
Addo, S.A. and Dartey-Baah, K. (2019), “Leadership in the safety sense: where does perceived organisational support fit?”, Journal of Management Development, Vol. 39 No. 1, pp. 50-67.
Ahmad, I. and Umrani, W.A. (2019), “The impact of ethical leadership style on job satisfaction”, Leadership and Organization Development Journal, Vol. 40 No. 5, pp. 534-547.
Aksu, A. and Aktas, A. (2005), “Job satisfaction of managers in tourism: cases in the Antalya region of Turkey”, Managerial Auditing Journal, Vol. 20 No. 5, pp. 479-88.
Al-Asadi, R., Muhammed, S., Abidi, O. and Dzenopoljac, V. (2019), “Impact of servant leadership on intrinsic and extrinsic job satisfaction”, Leadership and Organization Development Journal, Vol. 40 No. 4, pp. 472-484.
Alamir, I., Ayoubi, R.M., Massoud, H. and Al Hallak, L. (2019), “Transformational leadership, organizational justice and organizational outcomes”, Leadership and Organization Development Journal, Vol. 40 No. 7, pp. 749-763.
Allen, G.W., Attoh, P.A. and Gong, T. (2017), “Transformational leadership and affective organizational commitment: mediating roles of perceived social responsibility and organizational identification”, Social Responsibility Journal, Vol. 13 No. 3, pp. 585-600.
Alrowwad, A.A. and Abualoush, S.H. (2020), “Innovation and intellectual capital as intermediary variables among transformational leadership, transactional leadership, and organizational performance”, Journal of Management Development, Vol. 39 No. 2, pp. 196-222
Amutuhaire, T. (2010), Terms of Service and Job Retention Among Academic Staff in (Doctoral Dissertation, Makerere University, Kampala.
Appelbaum, S.H., Louis, D., Makarenko, D., Saluja, J., Meleshko, O. and Kulbashian, S. (2013), “Participation in decision making: a case study of job satisfaction and commitment (part two)”, Industrial and Commercial Training, Vol. 45 No. 6, pp. 352-358.
Asghar, S. and Oino, I. (2018), “Leadership styles and job satisfaction”, Market Forces, Vol. 13 No. 1, pp. 1-13.
Babalola, S.S. (2016), “The effect of leadership style, job satisfaction and employee-supervisor relationship on job performance and organizational commitment”, Journal of Applied Business Research (JABR), Vol. 32 No. 3, pp. 935-946.
Baron, R.M. and Kenny, D.A. (1986), “The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations”, Journal of Personality and Social Psychology, Vol. 51, pp. 1173-1182.
Bass, B.M. (1985), Leadership and Performance beyond Expectations, Free Press, New York, NY.
Bass, B. and Avolio, B. (1997), “Multifactor Leadership Questionnaire Technical Report” Redwood, Mind Garden, California, CA.
Birasnav, M. and Rangnekar, S. (2012), “The role of career management between human capital and interim leadership”, Journal of Advances in Management Research, Vol. 9 No. 1, pp. 124-138.
Burns, J.M. (1978), Leadership, Harper & Row, New York, NY. Camp, S.D. (1994), “Assessing the effects of organizational commitment and job satisfaction on turnover: an event history approach”, The Prison Journal, Vol. 74 No. 3, pp. 279-305.
Chuang, S. (2013), “Essential skills for leadership effectiveness in diverse workplace development”, Online Journal for Workforce Education and Development, Vol. 6 No. 1, pp. 1-24.
Chanda, U. and Goyal, P. (2020), “A Bayesian network model on the interlinkage between Socially Responsible HRM, employee satisfaction, employee commitment and organizational performance”, Journal of Management Analytics, Vol. 7 No. 1, pp. 105-138.
Creswell, J.W. (2014), Research Design: Qualitative, Quantitative, and Mixed Methods Approaches, 4th ed., SAGE Publications, Thousand Oaks, California, CA. Cropanzano, R. and Mitchell, M.S. (2005), “Social exchange theory: an interdisciplinary review”, Journal of Management, Vol. 31 No. 6, pp. 874-900.
Cruz, C.S. (2007), “Gen Y: how boomer babies are changing the workplace”, Hawaii Business, Vol. 52 No. 11, p. 38.
Curry, J.P., Wakefield, D.S., Price, J.L. and Mueller, C.W. (1986), “On the causal ordering of job satisfaction and organizational commitment”, Academy of Management, Vol. 29, pp. 847-58.
Dartey-Baah, K. and Ampofo, E. (2016), “Carrot and stick’ leadership style: can it predict employees’ job satisfaction in a contemporary business organisation”, African Journal of Economic and Management Studies, Vol. 7 No. 3, pp. 328-345.
Dartey-Baah, K. and Mekpor, B. (2020), “Beyond the job description Exploring the mediating role of leaders’ emotional intelligence on the nexus between leadership styles and voluntary workplace behaviours in the Ghanaian banking sector”, Journal of Management Development, Vol. 39 No. 2, pp. 240-252.
Daud, I. and Afifah, N. (2019), “The relationship between leadership style and employee outcomes: the mediating role of organizational commitment”, Journal of Management and Marketing Review, Vol. 4 No. 2, pp. 100-106.
de Oliveira, L.B., Cavazotte, F. and Alan Dunzer, R. (2019), “The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention”, The International Journal of Human Resource Management, Vol. 30 No. 10, pp. 1583-1603.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L. (2016), Fundamentals of Human Resource Management, John Wiley & Sons, Hoboken, NJ.
Ellickson, M.C. and Logsdon, K. (2002), “Determinants of job satisfaction of municipal government employees”, Public Personnel Management, Vol. 31 No. 3, pp. 343-358.
Fatokun, A.A. (2007), Influence of Job Satisfaction and Organizational Commitment on Turnover Intention Among Federal Civil Servants in Ogun State, Nigeria, Unpublished MMP Thesis, University of Ibadan, Nigeria.
Field, A. (2005), Discovering Statistics Using SPSS, 3rd ed., Sage, London. Flynn, F.J. (2003), “What have you done for me lately? Temporal adjustments to favour evaluations”, Organisational Behaviour and Human Decision Processes, Vol. 91, pp. 38-50.
Freire, C. and Bettencourt, C. (2020), “Impact of ethical leadership on job satisfaction: the mediating effect of work–family conflict”, Leadership and Organization Development Journal, Vol. 41 No. 2, pp. 319-330.
Garzon, S. (2015), Leadership Issues in SMEs Focused on Services–An Analysis for the Ecuadorian Market, Doctoral dissertation, Master Thesis, Master of Science in Electronic and Electrical Engineering with Management, available at: https://pdfs.semanticscholar.org/310d/8529e0 329ef91a8ed6c4f23b299e9a67cf19.pdf.
Gillet, N. and Vandenberghe, C. (2014), “Transformational leadership and organizational commitment: the mediating role of job characteristics”, Human Resource Development Quarterly, Vol. 25 No. 3, pp. 321-347.
Gopinath, R. (2021), “An investigation on mediating role of job involvement, organizational commitment and job satisfaction of academic leaders self-actualization in Tamil Nadu Universities”, European Journal of Molecular and Clinical Medicine, Vol. 8 No. 1, pp. 1493-1508.
Gunasekaran, A., Marri, H.B., Mcgauahey, R. and Grieve, R.J. (2001), “Implications of organization and human behavior on the implementation of CIM in SMEs: an empirical analysis”, International Journal of CIM, Vol. 14 No. 2, pp. 175-85.
Gunlu, E., Aksarayli, M. and Perçin, N.S. (2010), “Job satisfaction and organizational commitment of hotel managers in Turkey”, International Journal of Contemporary Hospitality Management, Vol. 22 No. 5, pp. 693-717.
Hashim, M.K. and Wafa, S.A. (2002), Small and Medium-Sized Enterprises in Malaysia – Development Issues, Prentice-Hall, Englewood Cliffs, New Jersey, NJ.
Hayward, Q., Goss, M. and Tolmay, R. (2004), The Relationship between Transformational and Transactional Leadership and Employee Commitment, Rhodes University, Grahamstown, Business Report.
Ho, J. (2016), “Influence of organizational context and followers’ deposition on the effectiveness of transformational leadership”, International Journal of Organization Theory and Behavior, Vol. 19 No. 3, pp. 308-343.
Hua, N.T.A. (2020), “The relationship between task-oriented leadership style, psychological capital, job satisfaction and organizational commitment: evidence from Vietnamese small and mediumsized enterprises”, Journal of Advances in Management Research, Vol. 17 No. 4, pp. 583-604.
Huo, Y.J., Binning, K.R. and Molina, L.E. (2010), “Testing an intelligence model of respect: implication for social engagement and wellbeing”, Personality and Social Psychology Bulletin, Vol. 36, pp. 200-212.
Iqbal, A., Kokash, H.A. and Al-Oun, S. (2011), “The impact assessment of demographic factors on faculty commitment in the Kingdom of Saudi Arabian universities”, Journal of College Teaching and Learning, Vol. 8 No. 2, pp. 1-13.
Islam, T., Khan, M.M. and Bukhari, F.H. (2016), “The role of organizational learning culture and psychological empowerment in reducing turnover intention and enhancing citizenship behavior”, The Learning Organization, Vol. 23 Nos 2/3, pp. 156-169.
Islam, T., Tariq, J. and Usman, B. (2018), “Transformational leadership and four-dimensional commitment”, Journal of Management Development, Vol. 37 Nos 9/10, pp. 666-683.
