RM DIMAC

ISLAMIC WORK ETHICS,
JOB SATISFACTION AND

JOB PERFORMANCE
AMONG EMPLOYEES IN
NILAI
BY : NUR MAHERAH BINTI JAMALUDDIN (1162818)
INTRODUCTION
Job satisfaction and excellence performance in workplace has been vastly studied in the
literature and is deemed important in a work place from the early days until present. Satisfaction
in job will influence motivation among worker. Thus, it will affect the quality of job, job turn over
and company’s productivity. Job satisfactions have been defined in many ways by different
researchers. Experts introduced definition of job satisfaction as a cognitive, affective and
evaluative responses or attitude. They also stated that job satisfaction is a pleasure or positive
emotional state resulting from the appraisal of one’s job or experience. There are various type of
factors that can influence a person’s level of job satisfaction. Some of these factors include the
level of wage and benefits, the perceived fairness of the promotion system within a company, the
quality of the working conditions, leadership and social relationships and the job itself. In
addition, other influences on job satisfaction include the management style and culture,
employee involvement, empowerment and cooperation in workgroups. Job satisfaction is a very
important attribute which is frequently measured by organizations. However, a more
comprehensive approach requires that many additional factors be included before a complete
understanding of job satisfaction can be obtained. Such factors, such as, the employees’ age,
health, emotions, desires and level of aspiration should be considered. Further, his family
relationships, social status, recreational outlets, activity in organizational labour-political or
purely social, contribute ultimately to the job satisfaction. According to the view of Islamic
scholars, the implementation of sharia law in management or organisation can make people
especially Muslims safe from confusion, wrongdoings and dishonesty. As the positive impacts, the
job satisfaction can be achieve without any doubts. We cannot deny or put aside religious matter
in doing work because by following the religious teachings, we always remain on the right path
without hesitation.
STATEMENT OF THE PROBLEM
 According to the terms of job satisfaction, people management
or employees enjoyed their work time, the environment, work
space and wage. They can achieve job satisfaction by the desire
or wish in their heart. The scenario in our society nowadays
demanding high amount of wage. Wage is one of the important
elements in work system which sometimes cause problems in
community due to lack of understanding of terms and its
complementation concept. Employees also want to be in the
comfort zone during work time so that they can achieve job
satisfaction. As a result, differences arise as a different job
satisfaction setting due to the difference in 'urf, namely the
current situation or the atmosphere of a place and society. Job
satisfaction issue arise among the community has
always been the focus of the public at this time. This issue leads
to discomfort for unemployed, especially for those students that
had finish their studies. To some extent certainly will affect and
cause these people have problem in choosing proper work for
them in present. Greater emphasis should be seriously
considered by the authorities to provide more specific
awareness to the community now.
SIGNIFICANCE OF THE STUDY
 Job satisfaction in occupation is a
mandatory and compulsory
requirements.
 To
explain on the maximum desire that
must be determine by both sides,
employers and employees in good ways.
 Toemphasize the community on the real
definition of job satisfaction in Islam that
suitable to be implemented.
 Toavoid issues, problems or arguments
that occur in society related to job
satisfaction in order to keep the
RESEARCH QUESTIONS
 What is the meaning of the job satisfaction?
 What are the main idea of Islamic Work Ethic,
Job Satisfaction and Job Performance among of
Employees?
 What have mention in al-Qur’an and Hadith
based on scholar opinion in determine
about of Islamic Work Ethic, Job Satisfaction and
Job Performance among of Employees?
 Why the performance and payment will affect
their job satisfaction?
 How to implement job satisfaction in terms of
Islamic culture?
OBJECTIVE OF RESEARCH
 To determine the meaning of the job satisfaction.
 To explain the main idea of Islamic Work Ethic, Job
Satisfaction and Job Performance among of Employees.
 To study the opinion of scholars through al-Qur’an and
hadith about religion involves the job satisfaction.
 To find out the performance and payment will affect their
job satisfaction.
 To analyse job satisfaction in terms of Islamic culture.
 To study and analyse the job satisfaction that can be used
to provide the best quality of employees.
METHODOLOGY OF RESEARCH
To deepen the review and evaluate the understanding of

this research, mixed mode method will be used;
quantitative and qualitative. The literature review phase
is will create the conceptual understanding on the job
satisfaction and the understanding in society. It will be
concluded in a subsequent scenario phase where
the research will be combined to form a complete view
of Islamic law implementation of job satisfaction in
Malaysia.
This research will be analyzed according three
phases :
Content analysis : The initial part of this research is a
literature review to seek understanding in the concept of job
satisfaction in Malaysia. There are a lot of journal articles and
books that need to cover.
 Semi-structured interview : Semi-structured interview
sessions will be held among relevant experts in Islamic studies
among dean lists students. Response will be analyse, with
common and conflicting viewpoints identified with
organizations as the unit of analysis. The interview is going to
conduct in face to face interview together with the survey.
Survey : Survey filled with questionnaire will be given.
Researcher will take the data from the department and the
survey will be given based on Krejcie and Morgan Table 1970.
The data collection and interpretation will go to SPSS
software to get the full data.
RESEARCH DESIGN
In this research, a sample of 10 workers consisting of 5 male and 5
female randomly chosen from area of Nilai. This proportion is selected in
a balance gender to reduce bias is the 15 analysis. Employees come
from homogenous background residing in Nilai. They come from a
government sector of a department.
SAMPLING
The method used is stratified sampling. Stratified sampling is a probability
sampling procedure in which simple random subsamples that are more or
less equal on some characteristic are drawn from within each stratum of
the population. By using stratified sample, more efficient sample can be
collected. Each stratum has an equal size which is 5 samples for male and 5
samples for female. For each stratum, a simple random sampling is used to
collect the data means that in each stratum will have an equal chance of being
included in the sample.
THEORETICAL / CONCEPTUAL
FRAMEWORK
In order to increase employees’ job satisfaction, manager can design
different tasks to them. The term job design refers to the way tasks are
combined to form a complete job. When designing the jobs, managers
should consider the demand of the changing environment, organization’s
technology, skills and abilities and the preference of the employees. The
employees will be motivated when job are designed base on these concept.
When they are motivated, they will satisfy their current job.
The job characteristic model (JCM) does offer the framework that included
five job characteristics which are skill variety, task identity, task significance,
autonomy and feedback. Skill variety means that the employee uses a
number of different skills while performing work. Task identity is the
employee involves in all tasks and completes the whole task from the
beginning to the end. Task significance is the degree to which a job has a
substantial impact on the organization and shareholders. Autonomy is the
degree to which a job provides employees have freedom to schedule the
tasks and carry it out. Lastly, feedback is the information about the
how well the employees’ performance and manager will give direct and clear
to each employee.
DEFINITION OF THE TERMS
Spector (1997) refers to job satisfaction in terms of how people feel
about their jobs and different aspects of their jobs. Ellickson and Logsdon
(2002) support this view by defining job satisfaction as the extent to
which employees like their work. Schermerhorn (1993) defines job
satisfaction as an affective or emotional response towards various
aspects of an employee’s work. C.R.Reilly (1991) defines job satisfaction
as the feeling that a worker has about his job or a general
attitude towards work or a job and it is influenced by the perception of
one’s job. J.P. Wanous and E.E. Lawler (1972) refers job satisfaction is the
sum of job facet satisfaction across all facets of a job. Abraham Maslow
(1954) suggested that human need a form a five-level hierarchy ranging
from physiological needs, safety, belongings and love, esteem to
self-actualization. Based on Maslow’s theory, job satisfaction has been
approached by some researchers from the perspective of need
fulfilment. (Kuhlen,1963; Worf, 1970; Conrad et al., 1985)
ORGANIZATION OF CHAPTERS
Chapter 1: Background of the Study
a) Statement of the Problem
b) Research Questions
c) Research Objectives
d) Scope of the Study
e) Significance of the Study
f) Limitation of the Study
Chapter 2: Literature Review
a) Definition
b) Importance of Job Satisfaction
c) Factors that affect Job Satisfaction
d) The Implementation of Islamic Principles and Values in Job Satisfaction
e) The Concept of Nation Building: Work Life Balance
f) Theoretical / Conceptual Framework
Chapter 3: Research Methodology
a) Analytic Technique
b) Research Design
c) Sampling
d) Gantt Chart
e) Mile Stone
Chapter 4: Conclusion
GRANTT CHART
CHARATERISTICS FREQUENCY PERCENTAGE %
TOTAL N. 10 100
GENDER
MALE 5 50
FEMALE 5 50
RACES
MALAYS 5 50
CHINESE 3 30
INDIANS 2 20
MARITAL STATUS
SINGLE 6 60
MARRIED 4 40
AGES
16 – 26 2 20
27 – 37 3 30
38 AND ABOVE 5 50
WORKING EXPERIENCE
1 MONTH – 3 YEARS 2 20
3 YEARS – 6 YEARS 3 30
6 YEARS AND ABOVE 5 50
JOB SATISFACTION
YES 7 70
NO 3 30
The descriptive analysis of demographic for responses has summarized into Table 1.
Table 1: Demographic of Responses
MILE STONE
NO. TASK START END
1 Setting up all required of
research activities, identify
resources, upgrading PC and
relevant software, literature
review and books of
management and
administration.
2 Development of tables,
identify task, identify
construct, develop
measurement tools, develop
questionnaire and identify
respondent.
3 Preparation for interview with
dean lists students. Conduct
interview and spread the
survey. Feedback
compilation.
4 Data analysis using both
qualitative and quantitative
REFERENCES
Ahmad, K. (2008). Management From Islamic Perspective,Principles and Practices. Kuala Lumpur: IIUM Press.
Al-Quran Al-Karim. (n.d.).
D'Agostino, M. (2011). Women in Public Administration: Theory and Practise. Canada: Jones and Bartlett
Learning .
Daud, W. M. (2000). Accountability Enhancement : Some Religious and Educational Considerations. . Malaysia :
National Institute of Public Administration .
Ellickson. M.C., &. L. (2002). Determinants of Job Satisfaction of Municipal Government. Public Personnel
Management.
Frederick P. Morgeson, H. A. (2017). Annual Review of Organizational Psychology and Organizational Behavior.
Annual Reviews Incorporated.
Kaliski, B. S. (2007). Encyclopedia of Business and Finance. Detroit: Macmillan Reference USA.
Newstrom, J. (2014). Organizational Behavior: Human Behavior at Work. McGraw-Hill Education.
Organ, D. W. (2006). Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences. United
States: SAGE Publications.
Othman, K. (2013). A TRANSFORMATION TOWARDS BUILDING AN ISLAMIC BUSINESS ORGANIZATION. Jurnal Al-
Abqari Vol.3 .
Salleh, M. S. (2008). Pembangunan Berteraskan Islam. Kuala Lumpur: Utusan Publications.
Spector, P. E. (1997). Job Satisfaction: Application, Assessment, Causes, and Consequences. United States :
SAGE Publications.

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ISLAMIC WORK ETHICS,

JOB SATISFACTION AND

To deepen the review and evaluate the understanding of

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