Can Islamic work ethics encourage knowledge-sharing behaviors? The role of job embeddedness and organizational identification

Suryani Suryani · Budi Sudrajat · Hendryadi Hendryadi · Amelia Oktrivina · Hafifuddin Hafifuddin · Zulfikar Ali Buto

33 citations0/0 files storedJournal of Islamic accounting and business research

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Workplace Spirituality and Leadership Job Satisfaction and Organizational Behavior Knowledge Management and Sharing

Abstract

Purpose This study aims to examine the relationship between Islamic work ethics (IWE), job embeddedness and knowledge-sharing behaviors. It also tested the mediating effects of job embeddedness and the moderating effects of organizational identification on this relationship. Design/methodology/approach A total of 396 respondents from Islamic banks in Indonesia participated in this study. Data analyzes for hypothesis testing were conducted using Hayes’ PROCESS macro-based hierarchical regression. Findings The findings suggest that subscribing to IWEs positively and significantly impacts job embeddedness and knowledge-sharing behaviors. Moreover, job embeddedness was confirmed as a mediator in the relationship between IWEs and knowledge-sharing behavior. Finally, the effects of IWEs on knowledge-sharing behaviors are stronger when employees attain a high level of organizational identification. Practical implications By encouraging the adoption of IWEs, organizations can develop job embeddedness and promote knowledge-sharing in the workplace, especially in an Islamic banking context. Therefore, managers should strengthen the mutual understanding among employees regarding IWE principles. They should be consistently applied and disseminated by Islamic banks’ management in the form of a formal code of ethics that applies to all actions within the organization. Originality/value This study was conducted to extend the understanding of IWE and its relationship with workplace outcomes in modern organizations. Drawing on the conservation of resources theory, social identity theory and Islamic theology, new insights are provided by explaining the psychological mechanism underlying the relationship between IWEs and knowledge-sharing behaviors while proposing organizational identification as the boundary condition.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 33 citations exist upstream.

References

1981Evaluating Structural Equation Models with Unobservable Variables and Measurement Error 1989Conservation of resources: A new attempt at conceptualizing stress.2011Sources of Method Bias in Social Science Research and Recommendations on How to Control It 2001The Influence of Culture, Community, and the Nested‐Self in the Stress Process: Advancing Conservation of Resources Theory 1992Alumni and their alma mater: A partial test of the reformulated model of organizational identification 2001WHY PEOPLE STAY: USING JOB EMBEDDEDNESS TO PREDICT VOLUNTARY TURNOVER.1964Justice in Social Exchange 2002Encouraging Knowledge Sharing: The Role of Organizational Reward Systems

Cited by

2023The effect of employee recognition on restaurant employees’ job embeddedness, knowledge sharing and service orientation: abusive supervision as a moderator 2023Islamic work ethics and employees’ prosocial voice behavior: The multi-role of organizational identification 2023Islamic work ethic in behavioral accounting 2024Religiosity and Islamic work ethic: A cross-cultural comparison in majority and non-majority Muslim countries

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.