Table 4 - uploaded by Elizabeth Olowookere
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Stepwise regression analysis showing intrinsic religiosity and extrinsic religiosity on organisational involvement
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Religiosity may be considered as a fundamental trait that defines Nigerians as a people. Although it is a concept that underlies all aspects of human behaviours, its impact on employees’ behaviours has been underestimated in the workplace. Consequently, the importance of organisational citizenship behaviours (OCB) to organisational effectiveness ne...
Context in source publication
Context 1
... one standard deviation increase in extrinsic religiosity will result in -.152 (in standard deviation unit) decrease in dutifulness. The result in Table 4 revealed that intrinsic and extrinsic religiosity jointly accounted for 4.8% variance in organisational involvement ( = .048, F (2,356) = 8.945, p<.01). ...
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Background: Garment Industry is the main earning sector in Bangladesh. Various measures have been undertaken to improve the workplace conditions. But still, the working conditions of the garment factories are unsafe and workers are at risk of developing different illnesses. The workers found them insecure in their job. However, the understandings a...
Citations
... Religion can promote truth, honesty, service, love and discipline [10] which are virtues found in employees who display organizational citizenship behaviours. This is in line with Olowookere, Oguntuashe and Adekeye [20]'s submission that religion impacts greatly on an individual's self-concept and this at the long run have influence on his performance and productivity at work especially when such a worker is a strict adherent to the principles of his faith. Religion inspires workers to be at their best [18], makes them avoid conflict with other colleagues, display better job attitudes and acquire better coping strategies when under work pressure [14]. ...
... Religion inspires workers to be at their best [18], makes them avoid conflict with other colleagues, display better job attitudes and acquire better coping strategies when under work pressure [14]. Olowookere et al [20] further opined that employees understanding of their jobs and how they carry them out have a strong link with what they believe and their religion hence they found a strong association between religion and organizational citizenship behaviour. ...
... Several factors can enhance organizational citizenship behaviours. For instance, Olowooekere et al [20] and Alizadeh, Davishi, Nazari and Emami [1] observed that working conditions, organizational policies, leadership styles, employee characteristics, transparency, treating employees with dignity and showing appreciation to their efforts at work, empathy and concern for their welfare, reposing trust on employees that they are skilled and able to carry out their duties are some of the determinants of organizational citizenship behaviours. The Roles of Religiosity and Morale Among Public and Private Sector Employees in South-East Nigeria ...
... This is a fusion of Islamic religiosity and OCB behavior. A connection between religiosity and OCB has been conducted by (Olowookere, E. I. and Adekeye, 2016) who concluded that someone who has religiosity tall tends to do professional extra outside obligations and have a strong commitment to the destination organization. Finding this is in line with ((Wisker, Z. L. and Rosinaite, 2016) who states that religiosity has a connection with taking decision ethical in the organization ( (Vitell, 2009) confirms that the more spirituality, someone, more big possibility for increasing teamwork, making it better, more fair, more care with the needs of others, more believe in the organization, improve OCB, demonstrate behavior serve and more sensitive to performance social company. ...
... People ready to do OCB are marked with readiness for sacrifice for the sake of happiness or the pleasure of others. OCB is also concerned about the readiness of somebody to do role extra outside not quite enough to answer them and not related to system formal awards ( (Olowookere, E. I. and Adekeye, 2016). OCB is attitude extra that does not describe part from profession official somebody employees, however, support the functioning organization by efficient. ...
... The OCB concept adopts western values and very rarely enters religious elements in it. Religion is Base important in influencing culture and customs, (Olowookere and Adekeye, 2016). Considering religious factors in the process of taking a decision someone very important because basically, man has an instinctive nature and necessity primary religious. ...
Positive behavior in the workplace is expected to be capable of completing the organization more effectively and increasing performance. One of the Islamic concepts about this behavior is ta'awun which is taken from the Qur'an and means helping each other in doing good. This research is a bibliographical search and is used by researchers to find sources of citations using citation techniques. There are many studies related to ta'awun, researchers agree that 4 indicators of ta'awun behavior are helping co-workers without being asked, helping with work even though it is not their job, helping co-workers is worship, and helping co-workers without expecting anything in return. Positive behavior in the workplace is expected to be capable of completing the organization more effectively and increasing work performance.
... The value of helping is defined as the spirit to encourage colleagues who are based on civility to be able to do their best (Surah: Al-Maidah:2; Al-Ahzab:72); Aydinli, Bender, Chasiotis, et al. (2014); Olowookere et al. (2016); . Sincerity is a work of the heart. ...
This study aims to build a sales team value improvement model through customer engagement value and jama’ah-oriented leadership in Sharia Insurance. A total of 187 respondents were involved in this study. Data were collected through a questionnaire and analyzed by using SmartPLS. The results showed that jama’ah-oriented leadership strengthened the influence of customer engagement value on human value development, both values of asking and helping others. This study's results have implications for applying social capital theory as the root of relational capital. The results of this study are expected to strengthen human resources quality in sharia insurance as part of the Islamic Financial Institution. The sales team is important in delivering the product or service’s value to customers. A salesperson with an orientation to building customer engagement and peer engagement will consider customers and colleagues as brothers in Islam. With this value, the salesperson will strive to advance themselves, give well to consumers and give the spirit to do the best for their colleagues so that further, the organization will have the best impact on the community.
... By this, those who are intrinsically religious are not motivated by external factors such as remuneration and recognition but will always remain ethical in all circumstances (Tracey, 2012;Horak and Yang, 2018). The result implies that the selfless nature and values of IR, such as agreeableness, is internally influenced due to individual value systems and several factors not limited to psychological empowerment (Olowookere et al., 2016). IR shapes the behaviour of individuals in both personal and professional life (Abu Bakar et al., 2018) as well as foster "self-control" and ethical behaviour (Gallego-Alvarez et al., 2020). ...
... As such, employees will be satisfied and engaged based on how much they can benefit from the system making their engagement unpredictable (Guidetti et al., 2019). The finding contradicts (Olowookere et al., 2016), which has conversely established a positive correlation between ER, organisational involvement and organisational relationship (engagement). The results imply that religiosity, in general, could have varied impacts and implications on work engagement and basic need satisfaction. ...
Purpose
This paper aims to examine the mediating role of job satisfaction in the relationship between psychological empowerment and employee engagement. There is also an investigation of the moderating effect of religiosity on psychological empowerment and job satisfaction as well as job satisfaction and employee engagement.
Design/methodology/approach
Data were obtained from 265 employees working in the service industry in Nigeria. The hypotheses were tested and analysed using structural equation modelling and bootstrapping procedure.
Findings
The results show that the direct relationship between psychological empowerment and employee engagement was partially mediated by job satisfaction. Intrinsic religiosity (IR) was found to have a moderating effect on job satisfaction and employee engagement. IR and extrinsic religiosity (ER) does not moderate the impact of psychological empowerment on job satisfaction and employee engagement. ER was found to have a negative insignificant moderating effect on job satisfaction and employee engagement.
Research limitations/implications
A cross-sectional study reveals the relationship between variables at one point in a time. As such this study may not precisely predict the dominant pattern of the association over time. Future research can use longitudinal study to establish a dominant pattern of relationships.
Practical implications
This study informs human resource practitioners and scholars by demonstrating that religiosity and job satisfaction are important factors that should be considered in managing and keeping employees engaged.
Originality/value
To the best of the authors’ knowledge, this study is among the first atte`mpts to enrich the literature in the fields of psychological empowerment and employee engagement by highlighting organisational mechanisms that amplify the relationship.
... If a colleague experiences difficulty, individuals with high Islamic excellence achievement spirit are willing to help without being asked even if it is not their main task. Olowookere & Adekeye (2016) states that someone with high religiosity tends to do additional work outside of their obligations and has a strong commitment to the goals of the organization. ...
... The third dimension is da'wah spirit measured by using 3 indicators; da'wah intensity, da'wah communication and da'wah personality (Yu et al., 2013;Holy Qur'an.An-Nisa:9 and As-Saff:2-3). The fourth dimension is helping others spirit which is measured by using 4 indicators; enthusiastic helping others, initiative helping spontaneously, initiative helping without expecting rewards, and initiative helping in extra roles (Olowookere & Adekeye, 2016;Cardos & Mone, 2016; Holy Qur'an.Al-Muddassir:6 and Al-Asr:1-3). ...
Knowledge sharing is still becoming a concern for many researchers because of the various positive impacts encountered. However, many individuals are still hesitant to do so, especially in a competitive environment where 'knowledge is power'. Knowledge sharing is often conducted only for the purpose of self-imaging and mutual benefits. Various studies that try to explore the antecedent variable of knowledge sharing behavior rarely use an Islamic motivational perspective. Hence, this article offers a new concept of Islamic excellence achievement spirit which is expected to be a cornerstone to improve knowledge sharing behavior. This new concept is the result of synthesis from the need for achievement theory, social capital theory, and Islamic values. The 291 sharia insurance employees in Indonesia were used as respondents of this study. Respondents obtained by using snowball sampling combined with purposive sampling. Regression analysis is used to test the empirical research model. The results show that Islamic excellence achievement spirit is proven to be able to increase knowledge sharing behavior that has an impact on increasing adaptive selling capability.
... Leaders make hard work as a form of self-sacrifice for their God. Besides, the value of religiosity can reduce the tendency of employees to leave the company (Olowookere,Oguntuashe & Adekeye, 2016;Hassan, Mohammad, Rozilah, & Ali, 2015;Malik, 2020), because religiosity value has created job satisfaction (Malik, 2020). ...
BMT has a strategic role in the marketing of State Sukuk since this institution is a party that has capital constraints for the development of its business activities.This study aimed to analyze the performance of BMT leaders' religiosity value and their implications for the preferences of State Sukuk. This study uses a quantitative descriptive approach with field survey methods. 22 BMT leaders become the research sample with the institutions scattered in regencies and cities in West Java. The measurement of the performance variable of religiosity and preference uses a Likert scale 5. The results show that the religiosity performance of BMT leaders in West Java is categorized as good. However, a good understanding of religious values does not instantly boost BMT leaders' preference for State Sukuk. Inadequate information on the operationalization mechanism of State Sukuk is one of the reasons for the low preference of BMT leaders for state Sukuk
... Starting in cities, villages, offices, schools, even prisons. Such individuals are said to have extrinsic religiosity because they carry out ritual activities to meet their inner needs [18]. b. ...
... Faith is what drives the individual to always be close to God and feel the need for God's presence in him. It is included as intrinsic religiosity [18]. c. ...
... The relevance of religiosity to OCB can be seen from research which shows that intrinsic religious factors (the emotional connection of individuals with religious values) have more influence on OCB than extrinsic religious factors (only carrying out religious activities for their own benefit) [18]. But in this study, researchers looked at religiosity factors in general. ...
This study explored the concept of Organizational Citizenship Behavior (OCB) in relation to student employees. The dimensions of religiosity is used as an independent variable in this study. This study expands the extant research by examining OCB of student employees, where very few studies exist. For this research 174 student employees completed an online survey, where we looked to identify correlations between OCB and three dimensions: participation, importance and meaning. Data collection in this study used a qustionnaire that developed a variable of religiosity totaling 9 items and variables totaling 15 items which isusing multiple linear regression. The statistically significant correlation between three of these dimensions and OCB will help campusidentify and encourage OCB in their student employees. The result of study shows that there is effect of the participation dimension (XL) and the meaning dimension (X3), but there is no efect of the meaning dimension (X3) on OCB.
... Job satisfaction is the most studied variable in the behavioural sciences (Tang, 2010;Agustiningsih et al., 2016) and has been found to strongly predict job performance (Met and Ali, 2015;Wening and Choerudin, 2015) and other performance variables such as organisational commitment (Khan and Jan, 2015;Wening and Choerudin, 2015) and organisational citizenship behaviour (Darto et al., 2015;Olowookere et al., 2016). This evidences suggest that being able to achieve and enhance the satisfaction of nurses on the job can result in a higher level of organisational citizenship behaviour, commitment and job performance. ...
... Satisfactory remuneration is one of many ways health care managers and administrators can increase the satisfaction of nurses on the job. One school of thought that has an increasing number of proponents is that religiousness (also known as religiosity) can predict positive worker behaviour (Arli and Tjiptono, 2013;Olowookere et al., 2016). This school has received a lot of attention in the academic community on the basis of empirical evidence regarding the positive effect of religiousness on organisational citizenship behaviour, job satisfaction, job commitment and employee performance (Forward et al., 2009;Darto et al., 2015;Wening and Choerudin, 2015). ...
... Uptake of measures to achieve the highest possible level of religiousness as a way of increasing job satisfaction among nurses can only be recommended to hospital administrators when ample empirical evidence is provided on the positive effect of religiousness on nurses' satisfaction. Though a good number of studies (Forward et al., 2009;Darto et al., 2015;Wening and Choerudin, 2015;Olowookere et al., 2016) have accounted for this evidence, a cursory look at the literature would reveal that researchers have seldom tested the religiousness-satisfaction nexus among nurses. Based on an observation made by Olowookere and colleagues, evidence regarding the positive effect of religiousness on nurses' satisfaction in Ghana and other West African countries are more anecdotal and less empirical. ...
Purpose – This study aims to assess the effect of religiosity on the job satisfaction of nurses in response to the paucity of studies that have investigated this relationship in a health care setting. The authors also tested the moderation impact of materialism on the religiosity–satisfaction nexus.
Design/methodology/approach – The quantitative (correlational) research technique was applied to test hypotheses of interest. The simple random sampling method was used to select a representative sample of 458 nurses. Confirmatory factor analysis (CFA) was used to examine the factor structures of relevant constructs and to test hypotheses. The study’s ultimate CFA model produced a good fit at 5 per cent significance level [Chi-square (x2) = 19.121; p=0.454].
Findings – Religiosity was found to make a positive effect on job satisfaction and a negative effect on materialism. Materialism makes a negative effect on job satisfaction. Religiosity and materialism make a significant negative interaction effect on nurses’ satisfaction after controlling for job income.
Practical implications – It is therefore concluded that religiosity is a positive behaviour that contributes to the satisfaction of nurses, but materialism must be avoided or at least reduced to maximise this impact.
Originality/value – In this study, the authors demonstrate that the positive effect of religiousness on job satisfaction can be negatively moderated by materialism so that religiousness makes less impact on satisfaction owing to the negative influence of materialism on job satisfaction.
... Job satisfaction remains the most commonly studied subject in the behavioural sciences (Lazar, 2010, p. 335), possibly because it is necessary for achieving organisational commitment, job performance and organisational performance. On a global scale, job satisfaction has been found to predict job performance (Met and Ali, 2015;Wening and Choerudin, 2015) and other performance variables such as organisational commitment (Khan and Jan, 2015;Wening and Choerudin, 2015) and organisational citizenship behaviour (Darto et al., 2015;Olowookere et al., 2016). The health care sector has also seen several confirmations of the positive effect of job satisfaction on performance indicators. ...
Purpose – Materialism has been reported to be on the increase among health workers, a situation that can oppose the expected effect of remuneration on nurses’ satisfaction. The purpose of this study is to examine the effect of materialism on the remuneration satisfaction relationship in an attempt to know if materialism is a negative behaviour that can counter efforts to increase nurses’ satisfaction through remuneration.
Design/methodology/approach – The quantitative (correlational) research technique was applied to test hypotheses of interest, with relevant confounding variables controlled for. The simple random sampling method was used to select a representative sample of 458 nurses. A self-reported questionnaire was used to gather data. The authors used structural equation modelling (SEM) to examine the factor structures of the measurement scales used in this study and to test hypotheses.
Findings – The study’s ultimate structural model produced a good fit at 5 per cent significance level [Chisquare = 11.654; p = 0.309]. After controlling for the relevant variables, remuneration makes a significant positive effect on the satisfaction of nurses, whereas materialism makes a negative effect on it. Materialism interacts with remuneration to make a significant negative effect on job satisfaction.
Originality/value – This study adds to the literature and adjusts for a unique set of relevant confounding variables in testing the primary relationships.
... A citizen who embraces the traditional value of religion tends to generate high levels of nationalism (Bryer and Medina, 2017). The positive relationship between religiosity and citizenship behaviour also occurs in where politics and religion are so intertwined (Olowookere et al., 2016). The advancement of social citizenship responds to the excluded groups and the societal shared goal (Moreno, 2010): ...
... This output also indicates that there is a direct effect of religiosity on citizenship behaviour. This result confirms the previous works (Olowookere, et al., 2016;Bryer and Medina, 2017). ...
Purpose
This study aims to understand the complex relationship between religiosity and citizenship behaviour by examining the role of materialism attitude and empathy.
Design/methodology/approach
This study developed a structural equation model with some measures taken from the previous literature. This study conducted a survey of young people in Indonesia context and used partial least square to test the proposed hypothesis.
Findings
The empirical results indicate the mechanism from religiosity to citizenship behaviour involves empathy. However, under high materialism attitude, an increasing level of religiosity will have a lower impact on citizenship than the individual under low materialism attitude.
Originality/value
This study extends to the discussion on the complicated relationship between religiosity and citizenship behaviour by introducing the moderating effect of materialism attitude and the mediating effect of empathy.
