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Title:	The relationships between organizational citizenship behaviour, organizational justice, and islamic work ethic : an assessment within the islamic banking context
Authors:	Jihad Mohammad (P40368)
Supervisor:	Nik Mutasim Nik Abd. Rahman, Professor Dr.
Keywords:	Relationships Organizational citizenship behaviour Organizational justice Islamic work ethic Islamic banking context Organizational behavior
Issue Date:	13-Jan-2014
Description:	Despite decades of ongoing research on organizational citizenship behaviour and organizational justice, little is known about these two constructs in relation to employees’ ethical perspective. The "work ethic" phenomenon, although has been widely investigated, focused primarily on the Protestant work values. Little attention was given to Islamic work values. Given this gap, the present study aims to examine the relationships between Islamic work ethic, organizational justice, and organizational citizenship behaviour in the context of Islamic banking. Drawing upon other orientation theory, social exchange theory and norm of reciprocity, and equity theory, this study hypothesizes that (i) organizational justice is positively related to organizational citizenship behaviour, (ii) Islamic work ethic is positively related to both organizational justice and organizational citizenship behaviour, (iii) Islamic work ethic moderates the relationship between organizational justice and organizational citizenship behaviour, and (iv) organizational justice mediates the relationship between Islamic work ethic and organizational citizenship behaviour. Data was collected through a survey of 337 full-time Muslim employees at Islamic banks in Malaysia. The partial least square technique was employed to analyse the data. The results of this study revealed that organizational justice predicts organizational citizenship behaviour. The findings also suggested that Islamic work ethic predicts organizational citizenship behaviour directly as well as indirectly through organizational justice. Additionally, the study demonstrated that Islamic work ethic predicts organizational justice. However, contrary to expectation, Islamic work ethic does not moderate the relationship between organizational justice and organizational citizenship behaviour. The results of this research contribute significantly to theory as well as practice. Theoretically, this study addresses the existing gap in work ethic, organizational justice, and organizational citizenship behaviour literature by (a) developing and testing a model that incorporates a comparatively new moderator and mediator, (b) developing and testing new links that are direct relationships between Islamic work ethic and organizational citizenship behaviour and organizational justice, and (c) testing Islamic work ethic as a quasi-moderator. In the context of practical implications, this study provides some useful guidelines to practitioners and managers. Since organizational justice is a powerful factor in ensuring an organization’s sustainability, practitioners and managers need to administer justice fairly in their organizations to mitigate the effect of harmful attitude and behaviour (e.g., stealing, cheating, vandalism, and embezzlement) while at the same time motivate employees to demonstrate favourable attitude and behaviours (e.g., commitment, loyalty and organizational citizenship behaviour). The limitations and suggestions for future research are also discussed.,Ph.D
Pages:	211
Call Number:	HD58.7.J534 2014
Publisher:	UKM, Bangi
Appears in Collections:	Graduate School of Business / Pusat Pengajian Siswazah Perniagaan

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