The study investigates by empirical methods the effect of motivation, leadership, and organizational culture on job satisfaction, and employee performance at Wahana Resources Ltd North Seram District, Central Maluku Regency, Indonesia. This examination intends to be a critical review for academics researching the field of human resources management (HRM). The study’s sample consisted of 155 employees who were selected using the Proportionate Stratified Random Sampling method. At the same time, data were collected using a questionnaire and then analyzed using the Structural Equation Modeling on Amos. The results of data analysis showed that work motivation and organizational culture had a positive and significant effect on performance, but did not significantly influence employee job satisfaction. While leadership has a substantial impact on employee job satisfaction, it does not affect performance. The results of testing the coefficient of determination show that job satisfaction is influenced for 57.4% by motivation, leadership, and culture variables, while employee performance variables are influenced for 73.5% by motivation, leadership, culture, and job satisfaction variables. Other factors outside this study influence the rest. Motivation, leadership, and organizational culture of employees need to be improved to increase job satisfaction. Invariably, if employee job satisfaction increases, employee performance will also increase.

https://www.koreascience.or.kr:443/article/JAKO202026061031735.pdf

Effect of Motivation, Leadership, and Organizational Culture on Satisfaction and Employee Performance

Purpose – This research seeks to determine the impact of the IWE on job satisfaction and organizational commitment among the employees of Maskan Bank by examining the mediating role of intrinsic motivation. 
Design/methodology/approach – A model of the intrinsic motivation antecedent and consequences of IWE was examined in a survey conducted among employees working in Maskan Bank in Iran. Structural equation modelling (SEM) via Amos software was employed to gain insight into the various influences and relationships.
Findings – The findings revealed a direct effect of IWE on job satisfaction, but there was no direct significant relationship between this variable and organizational commitment. Also, intrinsic motivation plays a partial and completely mediatory role in the relationship between IWE and job satisfaction, and IWE and organizational commitment. 
Research limitations/implications – The impact of participation in strategic planning on managers’ creation of budgetary slack: The mediating role of autonomous motivation and affective organizational commitment. 
Originality/value – Since the nature of bank employees’ work is such that it confronts them with numerous ethical choices, the adherence to ethical standards, particularly IWE, can greatly affect their enthusiasm and, as a result, their satisfaction and organizational commitment.

/pdf/mediating-effect-of-intrinsic-motivation-on-the-relationship-31pk23w8kz.pdf

Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector

Islamic work ethics is a concept of ethics that is based on Islamic teaching and principle which rely on faith. Meanwhile, organizational commitment is related to employees’ attachment and behaviour towards organization. A structural model was constructed to test the effects of Islamic work ethics on organizational commitment. 156 respondents from randomly selected SMEs that involved in retail trade textile service located in Selangor, Kuala Lumpur and Johor were given six-point Likert scale questionnaire. The study found that the structural model is acceptable in term of validity and reliability thus can be used to measure the relationship between two variables. The study also found that Islamic work ethics affects organizational commitment and its three dimensions; affective, normative and continuance commitment.

The Effect of Islamic Work Ethics on Organizational Commitment

The purpose of this study is to determine the effect of work motivation and leadership on job satisfaction and its implications on employee performance. A total of 355 samples of Bukit Asam Coal Mining Company Ltd. in Indonesia were selected proportionally with random sampling. Data were obtained through questionnaires. Data analysis technique employed structural equation modeling (SEM) with AMOS 22. The results of the study show that leadership and work motivation have a positive and significant effect on job satisfaction. Leadership has a more considerable influence (0.263) than work motivation (0.171) toward employee job satisfaction. The influence of leadership towards job performance is 0.175. The influence of work motivation towards job performance is 0.166. Job satisfaction has the most dominant influence (0.363) towards employee performance. The direct effect of leadership on employee performance is 0.175 greater than the indirect influence of leadership on employee performance through employee job satisfaction, which is only 0.096. Likewise, the direct effect of work motivation towards employee performance is 0.166 greater than the indirect effect of work motivation towards employee performance through employee job satisfaction, which is only 0.062. Thus, job satisfaction does not mediate the effects of leadership and work motivation toward employee performance.

https://koreascience.or.kr:443/article/JAKO202017764018192.pdf

Effects of Work Motivation and Leadership toward Work Satisfaction and Employee Performance: Evidence from Indonesia

This study’s focus is on the relationship between Islamic Work Ethic (IWE) and adaptive performance with the mediating role of innovative work behaviour (IWB) and moderating role of ethical leadership among hospitality sector employees in Pakistan. Data were collected using questionnaires from 257 employees working in various hotels across Pakistan. Results indicate that IWE significantly predicts adaptive performance both directly and indirectly through IWB. In addition, results also confirm the moderating role of ethical leadership between IWE and IWB. Theoretical and practical implications are discussed.

Islamic Work Ethic, innovative work behaviour, and adaptive performance: the mediating mechanism and an interacting effect

Islamic Work Ethic: The Role of Intrinsic Motivation, Job Satisfaction, Organizational Commitment and Job Performance

Corrigendum to Islamic Work Ethic: The Role of Intrinsic Motivation, Job Satisfaction, Organizational Commitment and Job Performance: [SBSPRO 65C (2013) 272 – 277]

Fenomena baru yang muncul dalam dunia kewirausahaan adalah kewirausahaan teknologi digital. Kewirausahaan tipe ini dapat menghapus sekat-sekat keterbatasan sumberdaya dan skalabilitas produk yang dihadapi para pewirausaha. Kewirausahaan teknologi digital mulai marak bertumbuh khususnya di perguruan tinggi dan perusahaan-perusahaan. Pertumbuhan pada kedua lembaga tersebut menjadi potensi berkembangnya pebisnis muda milenial. Makalah ini membahas potensi pengembangan pebisnis milenial dengan model triple helix (pemerintah, perusahaan dan perguruan tinggi), melalui kewirausahaan teknologi digital. Hasil analisis menunjukkan bahwa baik perguruan tinggi, perusahaan serta pemerintah memegang peranan penting dalam mengembangkan potensi pebisnis milenial. Potensi tersebut akan terus bertumbuh melalui kewirausahaan teknologi digital, oleh karena sumberdaya pengembangan kewirausahaan jenis ini tersedia baik di perguruan tinggi maupun di perusahaan-perusahaan.

https://publikasi.fisip.unila.ac.id/index.php/sefila/article/download/37/25

Kewirausahaan teknologi digital: potensi pemberdayaan pebisnis milenial

Zakat is a compulsory service run by the Muslims who are able to implement it. Zakat is a means of income redistribution and also can support development of human resources as well as enhance economic growth in Indonesia, particularly in the Lampung Province.  The purposes of this study were to explore the potential of zakat and to analyze the role of zakat in empowering poor communities in Lampung Province. This research result showed that zakat potential in Lampung Province was quite large; Rp644.18 billions with the 2% opinion and Rp1.38 billions with the 4.3% opinion. Meanwhile the Regional Government of Lampung Province in 2007 and 2008, for example, budgeting for social services reached Rp29.15 billions and Rp21.01 billions respectively, including other poverty reduction programs. Therefore, zakat potential should attract the government's attention as one solution to reduce poverty in Indonesia. Zakat is not only the provision of voluntary charity, but it is an obligation that must be paid by Muslims who received the zakat obligation. The results of the analysis showed zakat's potential in empowering poor communities in each district/city in the province of Lampung. Based on the standards meet the needs of the poor with an income of one dollar per day, from ten districts in Lampung province, only two districts were capable of removing the poor families from the poverty line, those are Bandar Lampung and Metro. While the potential zakat of eight other districts had not been able to remove poor families from the poverty line due to the small acquisition of GDRP. This research showed that empowerment of the poor could be done based on the potentials of zakat in each district, the greater the GDRP, the greater the zakat potential that could be obtained. Even if the zakat potential was excessive than the poverty level in the district, it could be used as cross-subsidies with other districts in greater need. Keywords: Zakat Potential, poverty reduction

https://www.jurnal.ugm.ac.id/jieb/article/download/6270/4948

Zakat potential as a means to overcome poverty (a study in lampung)

This study examines the effect of Islamic Work Ethic (IWE) and Ethical Climate (EC) on Counterproductive Work Behavior (CWB). The sample was 115 employees of Islamic financial institutions in Lampung, Indonesia. The analysis shows that IWE has a negative effect on CWB, EC also has a negative effect on CWB. This finding shows that CWB can be reduced by IWE and EC. EC influence is slightly higher than IWE shows that although IWE plays a good role in reducing CWB, the role of the ethical climate in the organization has slightly greater in reducing CWB.

/pdf/can-islamic-work-ethics-and-ethical-climate-reduce-pra4l069te.pdf

Keumala Hayati

Papers

Islamic Work Ethic: The Role of Intrinsic Motivation, Job Satisfaction, Organizational Commitment and Job Performance

Corrigendum to Islamic Work Ethic: The Role of Intrinsic Motivation, Job Satisfaction, Organizational Commitment and Job Performance: [SBSPRO 65C (2013) 272 – 277]

Kewirausahaan teknologi digital: potensi pemberdayaan pebisnis milenial

Zakat potential as a means to overcome poverty (a study in lampung)

Can Islamic Work Ethics and Ethical Climate Reduce Counterproductive Work Behavior