Volume 31, Issue 1 (Spring 2018)                   2018, 31(1): 57-82 | Back to browse issues page

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Monavarian A, Mohammadi Fateh E, Mohammadi Fateh A A. The Impact of Islamic Work Ethics on Job Performance with the Mediating Roles of Organizational Commitment and Job Satisfaction. Journal of Management and Development Process. 2018; 31 (1) :57-82
URL: http://jmdp.ir/article-1-2583-en.html
Institute of Management and Planning Studies, Tehran, Iran , emran_fateh@yahoo.com
Abstract:   (1336 Views)

The purpose of this study is to investigate the effects of Islamic work ethics on individual’s job performance, taking into account the mediating roles of organizational commitment and job satisfaction among employees of the Civil Registration Organization of Hamedan Province. Regarding the aim, the research was applied and in terms of the methodology, it was a survey and in particular, it was of a correlational type. The statistical population consisted of all the employees of the C.R.O. of the province. Using Cochran's formula, the sample size amounted to 241, and simple random sampling method was used to distribute the questionnaires among them and finally 235 fully completed questionnaires were collected and analyzed. In order to test the research hypotheses, structural equation modeling and Amoss22 software were used. Findings show that Islamic work ethics has an impact on job performance and job satisfaction of employees. Job satisfaction affects organizational commitment and both of them have an impact on job performance. Also, Islamic work ethics affects job performance through the mediation of job satisfaction. This means that the institutionalization of the Islamic work ethics in organizations and aligning ethical principles with organizational strategies can help to improve job performance of the employees. The results of other hypotheses and levels of fit of the research model, along with detailed conclusions, limitations and executive suggestions are also presented.

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Type of Study: Applicable | Subject: Special
Received: 2016/12/27 | Accepted: 2017/06/12

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