Effects of Islamic Work Ethics on Organizational Commitment of Employees in Libyan Public Banks
by Zaneb Omer Salem
The purpose of this study is to examine the relationship between Islamic work ethics which include Islamic individuals’ ethics, Islamic management ethics and Islamic organizational structure and organizational commitment which includes affective, continuance and normative commitment among employees of Libyan public banks. From this study, Islamic individual’s ;Ethics, Islamic management ethics and Islamic organizational structure was measured to prove whether they can influence employees’ commitment towards their organizations.
The data analyzed by using SPSS 17. The survey is carried out using a sample size of 430 employees via simple random. The Chi-square tests proved the strong association between dependent and independent variables. The Pearson Correlation Coefficient results support the objectives of the study and confirmed that there is a positive relationship between independent and dependent variables. In addition, Regression Analysis was can-ied out on 380 employees in public banks.
This study found that out of four variables tested against affective commitment only three variables Islamic individual’ ethics, Islamic management ethics and Islamic centralization structure are significant at five percent level. Out of four variables tested against continuance commitment, only three variables; Islamic management ethics and Islamic centralization structure and Islamic formalization structure are significant at five percent level. Finally, out of four variables tested against normative commitment, only three; variables Islamic management ethics, Islamic centralization and Islamic formalization structure are significant at five percent level.
Based on the results of this study, Libyan public banks can understand the behaviour of employees and its relation with organizational commitment and taking account all procedures, rules and programmes that enhance the employees’ commitment hence influence positively employees’ behaviours such as organizational citizenship behaviour, performance, controllable absenteeism in Libyan public banks.
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