ANALYSIS OF ISLAMIC WORK ETHICS ON EMPLOYEE

SATISFACTION AND PERFORMANCE OF EMPLOYEES

IN INDONESIAN BANKS

1
Abdi Setiawan, 2 Emi Wakhyuni, 3 Nashrudin Setiawan, 4 Kiki Farida Ferine
123
Faculty Social Sains
1
Universitas Pembangunan Panca Budi, Medan, Indonesia
Email – [email protected],
2
[email protected],
3
[email protected],
4
[email protected]

ABSTRACT The purpose of this study was to obtain empirical evidence of the analysis of the
influence of Islamic work ethics on job satisfaction and employee performance at the Medan
Branch Office of Bank Rakyat Indonesia Syariah. The population of this study was all
employees of PT Bank Rakyat Indonesia Syariah Medan branch office. The number of
samples of employees of PT Bank Rakyat Indonesia Syariah Branch Office Medan as many
as 83 people. Data analysis method used in this study using structural equation modeling.
The results of this study indicate that Islamic work ethics have a positive effect on job
satisfaction of employees of Bank Rakyat Indonesia Syariah is accepted. The test results show
that the value of C.R is 2.769> 1.96 with a probability of 0.006 <0.05. Then it can be
concluded that Islamic work ethics have a positive effect on employee job satisfaction in
Bank Rakyat Indonesia Syariah, then Islamic work ethics have a positive effect on employee
performance Bank Rakyat Indonesia Syariah is accepted. The test results show that the value
of C.R is 3.436> 1.96 with a probability of 0.001 <0.05. Then it can be concluded that
Islamic work ethics have a positive effect on employee job satisfaction at Bank Rakyat
Indonesia Syariah. And it can be shown that Islamic work ethics has an effect of 33.2% on
job satisfaction and Islamic work ethics has an effect of 40.7% on employee performance.

Keywords: Islamic Work Ethics, Job Satisfaction, Employee Performance

I. INTRODUCTION
Islamic banking as one of the banking institutions that is run based on Islamic values
also has an orientation on achieving optimal performance from all its employees. But until
now the penetration of Islamic banking in Indonesia has been slow (6%), this is thought to be
caused by many factors, both internal and external such as; limited human resources (HR) are
reliable, lack of government alignments, lack of socialization and many other factors.
Human resources are valuable assets that are used to achieve the goals and strategic
goals of the organization, therefore human resources are competent, reliable and visionary.
The competency of human resources owned must be in line with the direction of the vision
and mission of the organization or company.
In an effort to achieve optimal company performance, Islamic Banking is also
committed and consistently runs Islamic values that are reflected in the Work Ethics of its
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employees in every aspect of service to customers and their business partners. Islamic
banking always strives to instill a work ethic that is based on Islamic values to employees
through a predetermined company vision and mission.
Islamic work ethic can be defined as a personality attitude that gives birth to a very
deep conviction that work is not only to glorify himself, reveal his humanity, but also as a
manifestation of pious deeds therefore has a very noble worship value Tasmara (in Zahra,
2015: 40 ). Islam places a strong emphasis on work, as explained in the Qur'an:
"And that man only gets what he has worked for. And in fact his efforts will be shown
(to him). Then he will be rewarded with a perfect reply. "(Surat an-Najm, 53: 39-41):
Also explained in the Qur'an:
"O you who believe, eat among the good fortune we have given you and give thanks to
Allah, if you truly worship Him you worship". (Surat al-Baqarah, 1: 172)
Performance is the process and results of work, where performance is a process of
how the work takes place to obtain the work of Wibowo (2013: 30). Employee performance
also means work quality and quantity achieved by an employee in carrying out their duties
according to the responsibilities given to him Mangkunegara (in Zahra, 2015: 46).
PT Bank Rakyat Indonesia Syariah Tbk is the third largest Islamic bank based on
assets. PT Bank Rakyat Indonesia Syariah Tbk is growing rapidly both in terms of assets, the
amount of financing and the acquisition of third party funds. By focusing on the lower middle
segment, PT Bank Rakyat Indonesia Syariah Tbk aims to become a leading modern retail
bank with a variety of banking products and services.
In accordance with its vision, currently PT Bank Rakyat Indonesia Syariah Tbk
pioneered synergy with PT. Bank Rakyat Indonesia (Persero), Tbk., By utilizing the network
of PT. Bank Rakyat Indonesia (Persero), Tbk., As a Sharia Service Office in developing
businesses that focus on raising public funds and consumer activities based on Sharia
principles.
The situation that researchers noticed and got at PT Bank Rakyat Indonesia Syariah
Tbk Medan branch is in line with the opinion of an expert who stated that the achievement of
individual and organizational work in the globalization era needs to be based on
psychological and organizational approaches, cultural and religious approaches to
Mangkunegara (in Zahra, 2015: 45).
Based on this background, the problem discussed in this study is whether Islamic
work ethics affect job satisfaction and employee performance

II. LITERATURE REVIEW

Performance
According Sedarmayanti (2011: 260) revealed that "Performance is a translation of
performance which means the work of a worker, a management process or an organization as
a whole, where the results of the work must be demonstrated concretely and measurable
(compared to standards that have been determined). "
Meanwhile, according to Mathis and Jackson (2012: 378) explains that performance is
what is done or not done by employees. Based on the definition of the opinions of the experts
above it can be concluded that the notion of performance in this study is what is done or not

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done by employees in order to maintain a cooperative relationship between management and
employees to achieve good performance, the most dominant element is resources human,
even though the planning has been arranged well and neatly but if the person or personnel
who carry out are not qualified with no high morale, then the plan that has been prepared will
be in vain.
Individual employee performance is influenced by several factors, including:
1. Compensation
One of the goals of someone wanting to work better is to want to get
compensation. Expected compensation here is related to contributions made by
employees / employees in achieving company goals. On the other hand
compensation is also one of the dominant ways for companies to retain their
employees.
2. Motivation
Motivation which means a condition that encourages or becomes the cause of
people doing an action that goes on consciously. Motivation has a direct
relationship with individual employee performance. Because of the position and
relationship, it is very strategic if the development of individual employee
performance starts from increasing work motivation. Motivation is a regulator of
direction or purpose in carrying out activities, so that high motivation will take
precedence over the weak.
3. Work Ability
The ability in this case is the ability of individuals to work. If the ability is high,
the resulting performance will be high, but if it is low, then the performance will
be low too. Ability is the potential possessed by employees / employees to carry
out tasks or jobs. This ability consists of the ability of knowledge, skills, and
attitudes in carrying out tasks.
4. Work environment
The work environment refers to things that are around and include the work of
employees in the office. The condition of the work environment has a decisive
role also on the performance / achievement of employees, because the
environment does not support employees in carrying out work resulting in
declining performance. Such as noisy atmosphere, cramped, dirty work
environment, unsuitable lighting and less strategic workplaces, because of the
difficulty of being reached by vehicles, relations between fellow employees and
the surrounding community.
The condition of the work environment depends more and is created by the leader,
so the working atmosphere created depends on the pattern created by the leader.
Work environment in the company, can be in the form of task structure, job
design, leadership patterns, cooperation patterns, availability of work facilities,
and rewards (reward system).
A breakdown of these factors is as follows:
a. Personal or individual factors, including elements of knowledge, skills
(skills), abilities, confidence, job satisfaction, motivation and commitment
possessed by each individual employee.

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 b. Leadership Factors, including quality aspects of managers and team leaders
in providing encouragement, enthusiasm, direction and work support to
employees.
c. Team Factors, including the quality of support and enthusiasm provided by
colleagues in a team, trust in fellow team members, cohesiveness and
closeness of team members.
d. System Factors, including work systems, work facilities or infrastructure
provided by the organization, organizational processes and performance
culture in the organization.
e. Situational factors, including pressures and changes in the external and
internal environment.
f. Conflicts, including conflicts within individuals or role conflicts, conflicts
between individuals, conflicts between groups or organizations.
5. Cooperation
Group collaboration is one of the most important elements in a company. An
understanding of group cooperation depends on several aspects including
individual aspects that can influence teamwork performance in achieving the goals
set effectively and efficiently for the company.

Job Satisfaction
According to Gibson, Ivancevich, and Donnely (in Priansa, 2016: 291) suggested that
job satisfaction is a person's attitude towards their service, that attitude comes from their
perceptions about their work. Meanwhile, George Dan Jones (in Priansa, 2016: 291) job
satisfaction is a collection of feelings, beliefs, and thoughts about how to respond to his work.
Based on the opinions of the experts it can be concluded that job satisfaction is the
worker's confidence about the job and the work situation. Job satisfaction shows a person's
feelings towards his job. This can be seen from the positive attitude of employees towards
work and everything that is encountered in the work environment. Job satisfaction is a
positive feeling about one's work that is the result of an evaluation of its characteristics.
Employees with high levels of job satisfaction have positive feelings about their work, while
employees who are dissatisfied have feelings about their work Robbins and Judge in
Lailatirrohmah (2014: 46).
Job satisfaction according to Dadang (2013: 15) is a pleasant or unpleasant emotional
state towards work, job satisfaction reflects a person's feelings towards his work.
According to Gilmer in Edy Sutrisno (2014: 77), the factors that influence job
satisfaction are:
1. Opportunity to advance. In this case, there are opportunities to gain experience
and increase ability during work.
2. Willingness to work. This factor is referred to as supporting job satisfaction for
employees. Safe circumstances greatly affect employee feelings during work.
3. Salary. Salary causes more dissatisfaction and rarely people express work
satisfaction with the amount of money they earn.

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 4. Company and management. Good company and management are able to provide
stable working conditions and conditions. This factor determines employee job
satisfaction.

Islamic Work Ethic

Ethics is a set of moral principles that distinguish what is right from what is wrong
Beekun in Lailatirrohmah (2014: 45). Ethics is a profession because it determines what must
be done or not done. Ethics includes moral issues and choices related to right and wrong
behavior. Ethics can also be considered as basic principles through which employees and
companies interact. These principles must be considered in business decision making and
dealing with customers and customers (Noe et al, 2010: 5).
The great prophet Muhammad PBUH is an example in all aspects of life as explained
in the Qur'an as follows.
"Indeed, the Prophet (s) is a good role model for you (that is) for those who hope for (the
mercy) of Allah and (the coming of) the Day of Resurrection and He often mentions
Allah. (Surat al-Ahzab: 21) ".
In the verse it is explained that in the Messenger of Allah there is a good role model,
Akhlaq Rasulullah is not the result of human mind engineering, but is really a picture of the
Qur'an in daily practice, as explained by a hadith "From Sa'id ibn Hisham ibn Ghomir once
asked Ayesha RA about the morals of Rasulullah SAW. Ayesha answered,
"The morals of the Prophet SAW are the Koran." (Musnad Imam Ahmad, No. 23460)
From the above hadith it can be said that the person or the morals of the Messenger of
Allah is a description of the implementation of the Qur'an in daily life at various stages of life
including in it regarding work ethics, so that Islamic work ethics is ethics regulated in the
Qur'an whose practice exemplified by the Messenger of Allah. Allah gave praise to His
Prophet, in His word
"And indeed you are truly noble character." (Qur'an, 4: 4).
The closest term to ethics in Islam is Akhlaq. The term in the Quran that is directly
related to ethics is alkhuluq. Al-khuluq is derived from the basic words khaluqa-khuluqan,
which means, tabi'at, character, knighthood, hopelessness. Islam provides guidance on the
belief in monotheism, the basis of monotheism is combined with the example given by the
Prophet, which is expected to produce humans who have good morals or ethics.
By practicing work ethics according to the Messenger of Allah, it will automatically
work with a good moral frame, because the best human behavior is the character of the
Prophet, as explained in the hadith, Anas RA said,
"The situation of the Prophet Muhammad is the man with the most noble character".
(Sahih Al-Bukhârî Hadith no. 5735).
Even one's faith is very much determined by the morality concerned, as stated in the
hadith of the Prophet Muhammad
"Perfectly the faith of a believer is the best of morals" (HR. Turmudzi).
There are seven dimensions of Islamic work ethics namely, Work intention,
Trusteeship, Work type, Work for Islamic Ummah, Justice & Fairness, Cooperation &
Collaboration and Work as the only source of ownership.

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 1. Work Intention is the intention in carrying out a job. Work that is commendable in
economic activities is part of good deeds, which have a major position in Islamic
economics carried out with a view to getting closer and increasing faith in God, so
that the above intentions of economic activity in Islam that is to reach the pleasure of
Allah.
2. Trusteeship. Trust (amanah) is a suggestion for Muslims to have large social capital in
socio-economic relations. It is important to mention that Islam encourages Muslims to
trust not only in economic activities but also in all aspects of life.
3. Work type. Observations of the increasing number of followers of Islam on the
Arabian peninsula made the region one of the centers of business at that time and the
economic activities undertaken were trade, and in Islam, trade (business) was the most
blessing activity. The many types of work require Muslims to choose according to
their capacity and not to conflict with Islamic law.
4. Work results for Islamic Ummah. In Islam, economic activities that do not produce
benefits for Muslims specifically or if this activity is detrimental to brothers of other
religions are strongly discouraged, so that true economic activity is profitable, giving
strength and potential to Muslims.
5. Justice and Fairness. Truth and justice in Islamic economics provide prosperity for all
people. Islam strictly forbids the accumulation of wealth through bad or unlawful
roads. Justice applied will make the relationship between Muslims stronger and
eliminate distance or social class differences.
6. Cooperation & Collaboration. The Islamic community is encouraged to help one
another and cooperate, especially in economic activities and this is recognized as one
of the characteristics of pious people. Mutual help and cooperation in work will help
improve teamwork and can support increased productivity in the company.
7. Work as the only source of ownership. Work is the only way in the process of
equitable distribution of wealth in Islam, and every Muslim will get wealth from the
fruits of his work. Based on Islamic teachings, every Muslim must work to earn a
living and people who live as for others are strongly discouraged. This should not
conflict with other dimensions of Islamic work ethics. Work done with the intention
of hoarding money and not to get closer to God will cause harm to the Islamic
community and other beliefs (Chanzanagh and Akbarnejad 2011: 58).

III. RESEARCH METHODS

Data Collection Techniques

The data collection techniques in this study are:
1. Questionnaire / questionnaire is a data collection technique that is done by giving a set
of questions or statements to other people who are respondents to answer.
2. Observation is a data collection technique that not only measures the attitudes of
respondents (interviews and questionnaires) but can also be used to record various
phenomena that occur (situations, conditions).

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Data Analysis Techniques
1. Descriptive Statistics Analysis.
This data analysis is done to determine the general perception of respondents
regarding a variable - variables in this study, this analysis takes the form of non-statistical
elaboration using reasoning based on existing theories, which relate to the problem to be
analyzed.
2. Inferential Analysis.
In this study to process data from research using inferential analysis (quantitative).
The model used in this study is a model of causality or influence relations. To test the
hypothesis proposed in this study, the analytical technique used is SEM which is operated
through AMOS (Analysis of Moment Structure) version 21. SEM is a collection of statistical
techniques that enable the testing of a series of relatively "complicated" relationships
simultaneously.
Modeling through SEM enables a researcher to answer research questions that are
dimensional (ie measuring what are the indicators of a concept) and regressive (measuring
the influence or degree of relationship between factors that have been identified in their
dimensions). This research uses two kinds of analytical techniques, namely:
a. Confirmatory Factor Analysis
Confirmatory factor analysis in SEM is used to confirm the most dominant factors in
one group of variables. In this study, confirmatory factor analysis is used to test
indicators that form variables: capabilities, tangible resources, intangible resources,
competitive positions, and position advantages.
b. Regression Weight
Regression Weight in SEM is used to examine how much the variable capabilities,
tangible resources, intangible resources, competitive position, and position advantage.
In this study regression weight was used to test the hypothesis H1, H2, and H3.
According to Hair et al, (2013: 30), there are seven steps that must be taken when
using SEM modeling. A complete SEM modeling basically consists of a
Measurement Model and a Model Structure. Measurement Model is intended to
confirm the dimensions developed on a factor. Structure Model is a model regarding
the structure of relationships that form or explain causality between factors.

Sample Size
Sample size has an important role in estimating SEM results. The sample size results
in a basis for estimating sampling errors. Hair et al (2013: 32) state that the representative
sample size is between 100-200, and suggest that the minimum sample size is 5 observations
for each estimated parameter.
Ferdinand mentioned (2014: 40) the model estimation technique available in AMOS
21.0. These include: Maximum likelihood Estimation (ML), Generalized Least Square
Estimation (GLS), Unweight Least Estimation (ULS), Scale Free Least Estimation (SLS),
and Asymptotically Distribution - Free Estimation (ADF).

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Reliability and Variance Extracted Test
Reliability Test.
Basically, the reliability test shows the extent to which a measuring instrument that
can provide relatively the same results if carried out measurements again on the same subject.
The acceptable level of reliability is greater or equal to 0.70. Reliability test in SEM can be
obtained through the formula:

Information:
• Standard Loading is obtained from standard loading for each indicator obtained from
computer calculations.
• Σ јј is the measurement error for each indicator. Measurement error can be obtained from 1
- error

Variance Extracted
In principle, the measurement of variance extract shows the amount of variance of the
indicator extracted by the latent construct developed. The acceptable extracted variance value
is greater or equal to 0.50. Formula used:

IV. RESULTS & DISCUSSION

1. Effect of Islamic Work Ethics (X) on Job Satisfaction (Y1) of Bank Rakyat
Indonesia Syariah Employees
The results showed that Islamic work ethics at Bank Rakyat Indonesia Syariah had an
effect on job satisfaction. This can be seen from the regression analysis through the
Regression Weight which is positive with a C.R value of 2.769 with a probability of 0.006.
Based on these results, it can be concluded that Hypothesis 1 (one) in this study is proven and
acceptable. The positive direction shows that every time there is an increase in Islamic work
ethics carried out by Bank Rakyat Indonesia Syariah employees, it will cause an increase in
job satisfaction of Bank Rakyat Indonesia Syariah employees simultaneously by 0.332 units.
In other words when the Islamic work ethics carried out by Bank Rakyat Indonesia Syariah
employees consisting of generous, motivation to serve, remember God and become the main
priority increases, job satisfaction of Bank Rakyat Indonesia Syariah employees will increase
as well, but there are 66.8% Islamic work ethic variables of other employees as a cause in
increasing job satisfaction.
Ethics is a set of moral principles that distinguish what is right from what is wrong
Beekun in (Lailatirrohmah, 2014: 45). Ethics can also be considered as basic principles
through which employees and companies interact. This means that consideration and
decision-making must be based on moral principles.
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 Based on the opinion above, the better the Islamic work ethic of employees, the
higher the level of job satisfaction. Likewise, the Islamic work ethic of employees at Bank
Rakyar Indonesia, which consists of being generous, motivating to serve and remember God
and be a priority and which will then be set forth in the basic principles of interacting the
employees and the company. With the existence of these basic principles, all Bank Rakyat
Indonesia Syariah employees are able to do mentally challenging work, create supportive
working conditions, assume the salary or wages provided are appropriate, able to adjust their
personality and work and support their respective duties of every colleague.

2. Effect of Islamic Work Ethics (X) on Employee Performance (Y2) of Bank

Rakyat Indonesia Syariah
The results showed that Islamic work ethics affect the performance of Bank Rakyat
Indonesia Syariah employees. This can be seen from the regression analysis through
Regression Weight which is positive with a C.R value of 3.436 with a probability of 0.001.
Based on these results, it can be concluded that Hypothesis 2 (two) in this study is proven and
acceptable. The positive direction shows that every time there is an increase in Islamic work
ethics carried out by Bank Rakyat Indonesia Syariah employees, it will cause an increase in
job satisfaction of Bank Rakyat Indonesia Syariah employees simultaneously by 0.407 units.
In other words, when Islamic work ethics carried out by Bank Rakyat Indonesia Syariah
employees consisting of generous, motivation to serve, remember God and become the top
priority increases, job satisfaction of Bank Rakyat Indonesia Syariah employees will increase
as well, but there are 59.3% Other employees' Islamic work ethics variables as a cause in
improving employee performance.
Islamic work ethic is a personality attitude that gives birth to a very deep conviction
that work is not only to glorify himself, reveal his humanity, but also as a manifestation of
pious deeds, so that any consideration and decision-making besides based on moral principles
are also based on good deeds ( Lailatirrohmah, 2014: 45). From this opinion it can be
understood that the Islamic work ethic refers to the performance of Bank Rakyat Indonesia
Shariah cartawan in carrying out their respective duties which can be seen from their
thoughts, attitudes, and behaviors. The work ethic of Islam will be able to improve
performance which will refer to an increase in the quantity of work, an increase in the quality
of work, a good timeliness, a good level of attendance and an increase in the ability to
cooperate.

V. CONCLUSION & SUGGESTION

Conclusion
Based on the analysis of the results of the research and discussion of the analysis of Islamic
work ethics on job satisfaction and employee performance at Bank Rakyat Indonesia Syariah,
the following conclusions can be drawn:
1. The first hypothesis (H1) proposed by the author states that Islamic work ethics have
a positive effect on job satisfaction of Bank Rakyat Indonesia Syariah employees. The
test results revealed that the value of C.R was 2.769> 1.96 with a probability of 0.006

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 <0.05. Then it can be concluded that the Islamic work ethic has a positive effect on
employee job satisfaction at Bank Rakyat Indonesia Syariah.
2. The second hypothesis (H2) proposed by the author states that Islamic work ethics has
a positive effect on the performance of Bank Rakyat Indonesia Syariah employees.
The test results are known C.R value of 3.436> 1.96 with a probability of 0.001
<0.05. Then it can be concluded that the Islamic work ethic has a positive effect on
employee job satisfaction at Bank Rakyat Indonesia Syariah.
3. The third hypothesis (H3) proposed by the writer states that Islamic work ethic
influences 33.2% of job satisfaction and Islamic work ethic influences 40.7% of
employee performance.

Suggestions
Based on the conclusions of the study results, further both for the benefit of practitioners and
for the benefit of further studies, the following suggestions are submitted:
1. Suggestions to Bank Rakyat Indonesia Syariah, it is hoped to continue to be able to
maintain and encourage good communication and good teamwork so that employees
are able to keep an arrogant attitude towards other colleagues so that the conducive
working environment is maintained. Then Bank Rakyat Indonesia Syariah is expected
to be able to avoid or prevent its employees from dishonest actions by creating a
harmonious working environment, instilling character values such as honesty values,
activating the rules and regulations of the company and also being able to establish
cooperation between employees in solving problems that happens at work. Therefore,
the implementation of these two suggestions is expected to further enhance the
attitude of Islamic work ethics at Bank Rakyat Indonesia Syariah.
2. Suggestions to Bank Rakyat Indonesia Syariah, in order to be able to continue to
provide training and knowledge to employees regarding the work provided so that
employees are not burdened and able to complete the work provided well. then it is
also expected to encourage employees to pay more attention to other employees so
that each employee feels they have a colleague who works as a team rather than
selfish and there is also a need for encouragement from the company to further
enhance work relations / better communication between employees. Therefore, the
implementation of these two suggestions is expected to further increase the job
satisfaction of each employee at Bank Rakyat Indonesia Syariah.
3. Advice to Bank Rakyat Indonesia Syariah, related to indicators of timeliness, to
continue to maintain in providing trainning and training to employees so that
employees are able to complete work faster than the specified time so as to improve
employee performance. Then it is expected that it must always remind employees of
the importance of the quantity of work, especially accuracy in carrying out the work
and also must always carry out assessments and evaluations so that employee
performance can be improved even better.

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