HOW AND WHEN ISLAMIC WORK ETHIC LEADS TO EMPLOYEE VOICE IN URBAN MUSLIM COMMUNITY?: THE ROLE OF CIVILITY CLIMATE AND ORGANIZATIONAL IDENTIFICATION
DOI:
https://doi.org/10.32332/akademika.v28i2.6281Keywords:
Civility climate; Employee voice; Islamic work ethic; Organizational identification; Urban Muslim community.Abstract
The current study uncovers a new paradigm in studying employee voice using a religious approach: Islamic work ethics (IWE). The research model involves a direct relationship between IWE and employee voice, indirectly through civility climate, and a moderate effect of organizational identification in urban Muslim communities, especially in the education sector. A time-lag data-collecting method captured 278 lecturers at various Islamic universities. The PLS-SEM analysis results confirmed most hypotheses: first, the IWE positively relates to civility and employee voice. Second, the result demonstrated that civility climate plays a significant role in encouraging employee voice. However, the study did not find evidence to support civility climate's interplay role in the relationship between IWE and employee voice. Finally, the research confirmed that organizational identification is a crucial predictor and moderator of employee voice. The urban Muslim community is a diverse group, both culturally and ethnically. This diversity creates an environment that fosters positive cultural exchange and critical thought discussions regarding Islamic thought. The study's findings provide valuable insights into the relevance and implementation of IWE in urban Muslim communities, particularly in Indonesia's education sector. The proposed model has practical and theoretical implications for HR practitioners and the study of IWE in modern society and organizations.
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References
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Ali Arain, G., Bukhari, S., Hameed, I., Lacaze, D. M., & Bukhari, Z. (2018). Am I treated better than my co-worker? A moderated mediation analysis of psychological contract fulfillment, organizational identification, and voice. Personnel Review, 47(5), 1133–1151. https://doi.org/10.1108/PR-04-2016-0090.
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Suryani, S., Sudrajat, B., Hendryadi, H., Saihu, M., Amalia, E., & Fathoni, M. A. (2022). Development of thriving at work and organizational citizenship behavior through Islamic work ethics and humble leadership. Asian Journal of Business Ethics. https://doi.org/10.1007/s13520-022-00160-3.
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Akhmadi, A., Hendryadi, Suryani, Sumail, L. O., & Pujiwati, A. (2023). Islamic work ethics and employees’ prosocial voice behavior: The multi-role of organizational identification. Cogent Social Sciences, 9(1). https://doi.org/10.1080/23311886.2023.2174064.
Ali, A. (1988). Scaling an Islamic Work Ethic. The Journal of Social Psychology, 128(5), 575–583. https://doi.org/10.1080/00224545.1988.9922911.
Ali, A. . (1992). The Islamic Work Ethic in Arabia. The Journal of Psychology, 126(5), 507–519. https://doi.org/10.1080/00223980.1992.10543384.
Ali, A. ., & Al‐Kazemi, A. . (2007). Islamic work ethic in Kuwait. Cross Cultural Management: An International Journal, 14(2), 93–104. https://doi.org/10.1108/13527600710745714.
Ali Arain, G., Bukhari, S., Hameed, I., Lacaze, D. M., & Bukhari, Z. (2018). Am I treated better than my co-worker? A moderated mediation analysis of psychological contract fulfillment, organizational identification, and voice. Personnel Review, 47(5), 1133–1151. https://doi.org/10.1108/PR-04-2016-0090.
Ashiru, J.-A., Erdil, G. E., & Oluwajana, D. (2022). The linkage between high performance work systems on organizational performance, employee voice and employee innovation. Journal of Organizational Change Management, 35(1), 1–17. https://doi.org/10.1108/JOCM-02-2021-0039.
Badar, K., Aboramadan, M., Alhabil, W., Dahleez, K. A., & Farao, C. (2023). Does employee relations climate mediate the effect of Islamic work ethics on organizational performance? Evidence from Qatar. Journal of Islamic Accounting and Business Research. https://doi.org/10.1108/JIABR-07-2022-0164.
Blau, P. M. (1964). Exchange and power in social life. Transaction Publishers.
Botero, I. C., & Van Dyne, L. (2009). Employee Voice Behavior. Management Communication Quarterly, 23(1), 84–104. https://doi.org/10.1177/0893318909335415.
Cassinger, C., & Thelander, Å. (2020). Voicing the organization on Instagram: Towards a performative understanding of employee voice. Public Relations Inquiry, 9(2), 195–212. https://doi.org/10.1177/2046147X20920820.
Chaudhary, A., Islam, T., Ali, H. F., & Jamil, S. (2021). Can paternalistic leaders enhance knowledge sharing? The roles of organizational commitment and Islamic work ethics. Global Knowledge, Memory and Communication. https://doi.org/10.1108/GKMC-06-2021-0109.
Cortina, L. M., Cortina, M. G., & Cortina, J. M. (2019). Regulating rude: Tensions between free speech and civility in academic employment. Industrial and Organizational Psychology, 12(4), 357–375. https://doi.org/10.1017/iop.2019.63.
Elsaied, M. M. (2019). Supportive leadership, proactive personality and employee voice behavior. American Journal of Business, 34(1), 2–18. https://doi.org/10.1108/AJB-01-2017-0004.
Gheitani, A., Imani, S., Seyyedamiri, N., & Foroudi, P. (2019). Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector. International Journal of Islamic and Middle Eastern Finance and Management, 12(1), 76–95. https://doi.org/10.1108/IMEFM-01-2018-0029.
Guo, Y., Zhu, Y., & Zhang, L. (2022). Inclusive leadership, leader identification and employee voice behavior: The moderating role of power distance. Current Psychology, 41(3), 1301–1310. https://doi.org/10.1007/s12144-020-00647-x.
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203.
Hendryadi. (2022). Encouraging employees’ voice behavior through Islamic work ethics and civility climate: The role of organizational identification. Jurnal Manajemen Strategi Dan Aplikasi Bisnis, 5(2), 353–366. https://doi.org/10.36407/jmsab.v5i2.710.
Hofstede, G., Hofstede, G. J., & Minkov, M. (2005). Cultures and organizations: Software of the mind (2nd ed.). Mcgraw-hill.
Islam, T., Ahmad, S., Kaleem, A., & Mahmood, K. (2021). Abusive supervision and knowledge sharing: moderating roles of Islamic work ethic and learning goal orientation. Management Decision, 59(2), 205–222. https://doi.org/10.1108/MD-08-2019-1069.
Islam, T., Ahmed, I., Ali, M., Ahmer, Z., & Usman, B. (2020). Understanding despotic leadership through the lens of Islamic work ethics. Journal of Public Affairs, n/a(n/a), e2521. https://doi.org/10.1002/pa.2521.
Jha, N., Potnuru, R. K. G., Sareen, P., & Shaju, S. (2019). Employee voice, engagement and organizational effectiveness: a mediated model. European Journal of Training and Development, 43(7/8), 699–718. https://doi.org/10.1108/EJTD-10-2018-0097.
Kaufman, B. E. (2015). Theorising determinants of employee voice: an integrative model across disciplines and levels of analysis. Human Resource Management Journal, 25(1), 19–40. https://doi.org/10.1111/1748-8583.12056.
Khan, R., Murtaza, G., Neveu, J. P., & Newman, A. (2022). Reciprocal relationship between workplace incivility and deviant silence—The moderating role of moral attentiveness. Applied Psychology, 71(1), 174–196. https://doi.org/10.1111/apps.12316.
Knoll, M., & van Dick, R. (2013). Authenticity, employee silence, prohibitive voice, and the moderating effect of organizational identification. The Journal of Positive Psychology, 8(4), 346–360. https://doi.org/10.1080/17439760.2013.804113.
Kock, F., Berbekova, A., & Assaf, A. G. (2021). Understanding and managing the threat of common method bias: Detection, prevention and control. Tourism Management, 86, 104330. https://doi.org/10.1016/j.tourman.2021.104330.
Kumar, N., & Che Rose, R. (2010). Examining the link between Islamic work ethic and innovation capability. Journal of Management Development, 29(1), 79–93. https://doi.org/10.1108/02621711011009081.
Kumar, N., & Che Rose, R. (2012). The impact of knowledge sharing and Islamic work ethic on innovation capability. Cross Cultural Management: An International Journal, 19(2), 142–165. https://doi.org/10.1108/13527601211219847.
Liu, F., Chow, I. H.-S., Gong, Y., & Huang, M. (2020). Affiliative and aggressive humor in leadership and their effects on employee voice: a serial mediation model. Review of Managerial Science, 14(6), 1321–1339. https://doi.org/10.1007/s11846-019-00334-7.
Mael, F., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13(2), 103–123. https://doi.org/https://doi.org/10.1002/job.4030130202.
Mao, C., Chang, C.-H., Johnson, R. E., & Sun, J. (2019). Incivility and employee performance, citizenship, and counterproductive behaviors: Implications of the social context. Journal of Occupational Health Psychology, 24(2), 213–227. https://doi.org/10.1037/ocp0000108.
Masullo, G. M., Lu, S., & Fadnis, D. (2021). Does online incivility cancel out the spiral of silence? A moderated mediation model of willingness to speak out. New Media & Society, 23(11), 3391–3414. https://doi.org/10.1177/1461444820954194.
Mohammad, J., Quoquab, F., Idris, F., Al-Jabari, M., Hussin, N., & Wishah, R. (2018). The relationship between Islamic work ethic and workplace outcome. Personnel Review, 47(7), 1286–1308. https://doi.org/10.1108/PR-05-2017-0138.
Mowbray, P. K., Wilkinson, A., & Tse, H. H. M. (2021). High-performance work systems and employee voice behaviour: an integrated model and research agenda. Personnel Review, 50(6), 1530–1543. https://doi.org/10.1108/PR-12-2019-0692.
Murtaza, G., Abbas, M., Raja, U., Roques, O., Khalid, A., & Mushtaq, R. (2016). Impact of Islamic Work Ethics on Organizational Citizenship Behaviors and Knowledge-Sharing Behaviors. Journal of Business Ethics, 133(2), 325–333. https://doi.org/10.1007/s10551-014-2396-0.
Olson-Buchanan, J. B., Boswell, W. R., & Lee, Y. E. (2019). Toward a workplace that facilitates civility while encouraging prosocial and remedial voice. Industrial and Organizational Psychology, 12(4), 400–404. https://doi.org/10.1017/iop.2019.74.
Ottinot, R. C. (2011). A multi-level study investigating the impact of workplace civility climate on incivility and employee well-being. 72(2-B), 1149.
Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of Method Bias in Social Science Research and Recommendations on How to Control It. Annual Review of Psychology, 63(1), 539–569. https://doi.org/10.1146/annurev-psych-120710-100452.
Praslova, L. N. (2019). Civility and voice: From “civility wars” to constructive engagement. Industrial and Organizational Psychology, 12(4), 381–384. https://doi.org/10.1017/iop.2019.68.
Qasim, M., Irshad, M., Majeed, M., & Rizvi, S. T. H. (2022). Examining Impact of Islamic Work Ethic on Task Performance: Mediating Effect of Psychological Capital and a Moderating Role of Ethical Leadership. Journal of Business Ethics, 180(1), 283–295. https://doi.org/10.1007/s10551-021-04916-y.
Raja, U., Haq, I. U., De Clercq, D., & Azeem, M. U. (2020). When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance, job satisfaction, and psychological well‐being. International Journal of Psychology, 55(3), 332–341. https://doi.org/10.1002/ijop.12606.
Ruan, R., & Chen, W. (2021). Relationship between organizational identification and employee voice: A meta-analysis. Social Behavior and Personality: An International Journal, 49(10), 1–12. https://doi.org/10.2224/sbp.10316.
Sheoran, N., Goyal, R., & Sharma, H. (2023). Proactive Personality and Employee Engagement: The Mediating Role of Employee Voice. FIIB Business Review. https://doi.org/10.1177/23197145231175744.
Suryani, S., Sudrajat, B., Hendryadi, H., Oktrivina, A., Hafifuddin, H., & Ali Buto, Z. (2021). Can Islamic work ethics encourage knowledge-sharing behaviors? The role of job embeddedness and organizational identification. Journal of Islamic Accounting and Business Research, 12(8), 1181–1199. https://doi.org/10.1108/JIABR-03-2021-0103.
Suryani, S., Sudrajat, B., Hendryadi, H., Saihu, M., Amalia, E., & Fathoni, M. A. (2022). Development of thriving at work and organizational citizenship behavior through Islamic work ethics and humble leadership. Asian Journal of Business Ethics. https://doi.org/10.1007/s13520-022-00160-3.
Tajfel, H., Turner, J. C., Austin, W. G., & Worchel, S. (1979). An integrative theory of intergroup conflict. Organizational identity: A reader. In M. . Hatch & M. Schultz (Eds.), Organization Identity (pp. 55–65). Oxford University Press.
Tan, A. J. M., Loi, R., Lam, L. W., & Zhang, L. L. (2019). Do embedded employees voice more? Personnel Review, 48(3), 824–838. https://doi.org/10.1108/PR-05-2017-0150.
Walsh, B. M., Magley, V. J., Reeves, D. W., Davies-Schrils, K. A., Marmet, M. D., & Gallus, J. A. (2012). Assessing Workgroup Norms for Civility: The Development of the Civility Norms Questionnaire-Brief. Journal of Business and Psychology, 27(4), 407–420. https://doi.org/10.1007/s10869-011-9251-4.
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2023-11-03
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