Islamic Perspective on Work Ethic and Competence to Increasing

Organizational Citizenship Behavior (OCB) to Sharia Bank

Employees in The Bangka Belitung Islands Province

Hamsani Hamsani, Ernie Tisnawati Sule, Hilimiana Hilmiana and Umi Kaltum

Padjadjaran University, Depati Ukur, Bandung, Indonesia

hamsani_babel@yahoo.com

Keywords: Islamic Work Ethics, Sharia Competence, OCB-Islamic perspective.

Abstract: The presence of Islamic Banking to meet the needs of the community that requires a banking system based

on Islam, but unfortunately Islamic banking has not been able to compete with conventional banking. One of

the causes of such incompetence is dependent on the quality factor of Human Resources. In the face of

increasingly fierce competition, Sharia Banking employees are expected to not only be able to perform the

tasks and responsibilities that have been specified in their job description, but more than that, be able to

demonstrate extra roles that are not directly related to the level of compensation. This study aims to determine

and analyze how the influence of Islamic Work Ethics and Competence in the field of sharia in improving

Organizational Citizenship Behavior in Islamic perspective. The unit of analysis of this research is 7 Sharia

Banks in Bangka Belitung Islands Province while the observation unit is 280 employees of these banks. The

results showed that there is a positive and significant influence of Islamic Work Ethics and Sharia

Competence to OCB-Islamic perspective.

1 INTRODUCTION

Organizational Citizenship Behavior (OCB) is a The

existence of sharia banking in Indonesia is a

manifestation of the demands of society in need of an

alternative banking system which in addition to

providing healthy and safe banking / financial

services, also fulfill sharia principles, but in general

the development of sharia banking in Indonesia has

not shown significant progress from previous years

and has not been able to compete with conventional

banking. One of the causes is the low quality of

human resources (Hilmawan and Hapsari, 2015), not

fully possessing knowledge and skills in sharia

banking, religious behavior and work ethics based on

Islamic values.

The condition of the development of sharia

banking in Bangka Belitung Province is not much

different from the condition of the development of

sharia banking nationally. Based on total assets and

DPK, for the region of Sumatra, Bangka Belitung

Islands Province is in tenth position (OJK, 2015).

The pre-survey results of 7 sharia banks in Bangka

Belitung Province indicate that Shariah Bank

employees have not understood that working as

worship, not only expecting salary or position only,

high individual attitudes, less concerned with the

duties and responsibilities of colleagues, ignoring

group roles, lack of work spirit, and low motivation.

While Islam teaches to work more earnestly, honestly

and mutually helpful, able to manage time, discipline,

commitment, istiqomah, confident, creative,

responsible, and serve earnestly.

2 LITERATURE REVIEW

Organ (1988) defines OCB as a non-coercive

individual voluntary behavior, which is not directly

rewarded by a formal reward system, as a whole

encourages the effectiveness of organizational

functions. While Stamper and Dyne (2001), OCB is a

behavior of company employees aimed at improving

the effectiveness of the company's performance

without neglecting individual employee productivity

goals. More concisely Jahangir et al (2004) explains

that OCB is a work behavior that exceeds the basic

needs of a worker and even tends to ignore his

personal interests and needs.

464

Hamsani, H., Sule, E., Hilmiana, H. and Kaltum, U.

Islamic Perspective on Work Ethic and Competence to Increasing Organizational Citizenship Behavior (OCB) to Sharia Bank Employees in The Bangka Belitung Islands Province.

In Proceedings of the 1st International Conference on Islamic Economics, Business, and Philanthropy (ICIEBP 2017) - Transforming Islamic Economy and Societies, pages 464-467

ISBN: 978-989-758-315-5

2.1 Organizational Citizenship

Behavior in Islamic perspective

(OCB-IP)

There is limited research about OCB-IP. The concept

of OCB-IP is based on Islamic teachings. The Qur'an

commands Muslims to help each other in doing good

and piety, and forbid His people to helping each other

in sinning and transgression (Q. 5: 2). While kamil et

al (2014) emphasizes taqwa (piety) in the application

of OCB-IP. OCB-IP is a voluntary action of

individuals who are in accordance with Islamic

shari'a and only expect falah or ridha Allah (Kamil,

et al, 2014). OCB-IP of Islamic law sunnah, meaning

that if not done, not get punishment or sin and will get

a reward if done. Employees will be rewarded for

caring and empathy with others (Wibowo, 2017).

Furthermore Wibowo (2017) said that the concept of

OCB-IP leads to the concept of brotherhood

(ukhuwah) in Islam consisting of: ta'aruf (know each

other), tafaham (understanding each other) ta'awun

(helping each other) and tasamuh (tolerance). The

OCB-IP adheres to the behavior that is in accordance

with the values taught in Islam, namely the values of

sincerity, ta'awun (helping each other) ukhuwwah

(brotherhood), and mujahadah (hard work) (Diana,

2012).

2.2 Islamic Work Ethics (IWE)

Islamic ethics is a principle of right and wrong that

serves as a guide for people about what is allowed and

forbidden, which has been taught by the Qur'an and

has been exemplified in the life of the Great Prophet

Muhammad SAW (Hashi, 2011). While IWE is built

in order to incorporate Islamic ethical values in one's

professional life. To that end, Islamic culture works

significantly to build communities in social relations

and organizations.

IWE is comprehensive, realistic and moderate.

While ethics in Islam is not only religious morality in

certain acts but encompasses all aspects of life

whether physically, spiritually, morally or even in

worldly forms such as intellectual, emotional,

individual and collective (Chanzanagh and

Akbarnejad, 2011).

IWE is defined as a set of moral principles

prescribed in the Qur'an and Sunnah that guide the

attitudes and behaviors of employees in their

workplace (Quoquab and Mohammad, 2013). The

same thing is also expressed by (Mohammad et al,

2015), that IWE emphasizes and supports noble and

noble values such as honesty, flexibility, justice,

generosity, and responsibility.

The main elements of the IWE of various experts

vary widely, for example, according to Rafiki and

Wahab (2014) which has modified the dimensions of

Ali's Working Islamic Ethics, revealing several

verses of the Qur'an that come into contact with the

ethical dimensions of Islamic Working Ethics: a)

Improve the quality of work continuously, b)

Improving benefits and and maintaining balance, c)

Hard Work, d) Honest and fair.

In contrast to what Wahab et al (2016), the IWE

has 7 dimensions as follows: a) gratitude, b)

mujahadah (hard worker), c) ihsan (perfection), d)

forgiving, e) cooperation, f) sincerity, g) amanah

(believable).

2.3 Competence of Sharia (CS)

Competence is the ability or capacity of a person to

perform various tasks in a job, where this ability is

determined by two factors namely intellectual ability

and physical ability. Then more fully, Bartram and

Roe (2005), explains that competence can be

described as the ability to perform a role or task, the

ability to integrate knowledge, skills, attitudes and

personal values, and the ability to build knowledge

and skills based on experience and learning.

Chairman of the Association of Sharia Bank

Indonesia (Asbisindo), A. Riawan Amin, that the

competence of sharia is the Human Resources (HR)

that has the character of sharia. The main

requirement is not skill and knowledge about sharia,

but is character and sharia behavior. Ernie and

Hasanudin (2016) that the characteristic of Sharia-

based human resources is the HR that has five

dimensions: Sharia Knowledge, Sharia skill, Shari'ah

attitude, Moral Commitment and Personal Integrity.

3 METHODOLOGY

This type of research is descriptive-quantitative, the

unit of analysis performed on seven sharia banks in

the province of Bangka Belitung Islands, the

population is 280 employees of Sharia Bank, the

sampling method is census (all populations are

samples). Primary data collection using

questionnaires, and data analysis using SPSS

software version 20.

Islamic Perspective on Work Ethic and Competence to Increasing Organizational Citizenship Behavior (OCB) to Sharia Bank Employees in

The Bangka Belitung Islands Province

465

4 RESULTS AND DISCUSSION

This research was built to answer two problem

formulations that are: (1) how the influence of IWE

to OCB-IP and (2) how the influence of Competence

of sharia to OCB-IP. While the hypothesis (H) built,

H1: IWE has a positive and significant effect on

OCB-IP. H2: Sharia Competence (SC) has a positive

and significant effect on OCB-IP.

Answering these two hypotheses can be seen in

table 1 below.

Table 1: Value of IWE coefficient and Shana competency.

4.1 How IWE Influences the OCB-IP

Table 1 shows the magnitude of Beta coefficient (B)

for the IWE variable of 0.407 (positive). T count of

5.605 and t table = 1.968. Because t count > t table, it

is concluded that IWE has contribution to OCB-IP. A

probability value below 0.05 (5%) indicates that there

is a significant IWE relationship to OCB-IP. Based on

table 1 it can be concluded that there is a positive and

significant relationship IWE to OCB-IP, so H1

accepted.

IWE has a positive and significant influence on

OCB-IP with a strong linkage between IWE and

OCB-IP. OCB-IP has 4 dimensions: Al-Eethaar,

Qayam al-muwatwanah, Da'wah and Raf'al Haraj.

IWE's dimensions such as: Gratitude, Mujahadah

(hard work), Ihsan (perfection), Forgiveness,

Cooperation, Sincerity and Amanah are largely

aligned and in line with the dimensions of the OCB-

IP. The dimension of Al-Eethaar is concerned with

the sincerity of an employee in performing the task.

Employees who have this dimension will assume that

work as worship, so that when helping customers, co-

worker and leaders merely expect the blessings of

Allah. The dimensions contained in the IWE are very

harmonious and correspond to the dimensions

contained in the OCB-IP construct. Therefore, the

relationship between IWE and OCB-IP is significant.

4.2 How Influence of Sharia

Competence to OCB-IP

Table 1 shows that Sharia Competency (SC) has a

positive and significant relationship to OCB-IP. The

positive relationship is shown by the magnitude of the

beta coefficient (B) of 0.352. Table 1 also shows the

probability magnitude of 0.00 (below 0.05). The

relationship partially reinforced by T count > t table

(3.793 > 1.968), partially reinforces that Sharia

Competency (SC) really has a positive and significant

relationship to OCB-IP. Given statistically it can be

concluded that H2 is acceptable.

Some indicators of the dimensions contained in

the Sharia Competency (SC) are also part of the

indicators in the OCB-IP, or the indicators contained

in the Sharia Competency (SC) are complementary to

indicators in the OCB-IP so there is harmony between

the two variables. For example, Shari'ah, responsible,

participatory, honest and sincere behavior in work is

part of the indicators of Shari'a Competence (SC),

aligned with the indicators contained in the OCB-IP

especially the Al-Eethaar dimension related to

sincerity an employee in performing the task.

Employees who have the dimensions of Al-Eethaar

will assume that work as worship, so that when

helping customers, co-worker and leaders merely

expect the blessings of Allah.

Likewise, honesty and sincerity which are

indicators in Sharia Competence (SC), also reflects

the existing da'wah indicators in the OCB-IP,

advocating for good deeds and charitable deeds,

including advocating for honesty and sincerity.

The ability of IWE and Sharia Competency (SC)

to predict or contribute to OCB-IP employees can be

seen in table 2 below.

Table 2: Model summary influence of IWE and competence

of Sharia to OCB-IP.

R Square of 0.473 (47.3%) indicates that the

ability of IWE and Sharia Competency (SC) in

predicting or contributing to OCB-IP of Sharia Bank

employees is 47.3%, while 52.7% is caused by other

factors outside this research .

Table 3 shows the simultaneous effect of IWE and

SC to OCB-IP.

Table 1

Value of IWE Coefficient and Sharia Competency

Model

Unstandardized Coefficients

Standardized

Coefficients

Sig.

Std. Error

Beta

(Constant)

20,103

2,965

6,780

,000

IWE

,407

,073

,429

5,605

,000

,352

,093

,290

3,793

,000

a. Dependent Variable: OCB_IP

Table 2

Model summary Influence of IWE and Competence of Sharia to OCB-IP

Model

Square

Adjusted

R Square

Std. Error of

the Estimate

Change Statistics

R Square

Change

df1

df2

Sig. F

Change

,688

,473

,469

4,80488

,473

124,293

277

,000

a. Predictors: (Constant), IWE,SC

ICIEBP 2017 - 1st International Conference on Islamic Economics, Business and Philanthropy

466

Table 3: Results of Anova IWE and Sharia competencies

towards OCB-IP

F count is 124,293 and the magnitude of F table =

3,028. Because F count > F table and on sig column

(significant), the magnitude of probability 0.00 is

below 5%, it can be concluded that simultaneously

IWE and SC have positive and significant effect on

OCB-IP. That is, both variables can play a role to

influence changes in OCB-IP.

5 CONCLUSIONS

IWE and Sharia Competence have a positive and

significant impact on OCB-IP. If employees have

weak IWEs, such as lack of gratitude, lazy effort, lack

of cooperation, and unworthiness, it will lower the

level of care, ability to help, sense of belonging, and

a sense of belonging to customers, associates and

leaders. Having the knowledge, skills, attitudes that

suit the Sunnah, moral commitment and high personal

integrity will enhance the role of employees in

serving the customers, helping co-workers and

institutions.

In addition to training, seminars, and workshops

to improve knowledge, skills and expertise, efforts

should be made to sharpen employees' commitment

and integrity so that they have a responsibility to

develop sharia banking. Employees are not only able

to show duties and responsibilities according to job

description, but sincerely perform the extra role to

improve the development of sharia banking.

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Table 3

Results of Anova IWE and Sharia Competencies towards

OCB-IP

Model

Sum of

Squares

Mean

Square

Sig.

Regression

5739,052

2869,526

124,293

,000

Residual

6395,059

277

23,087

Total

12134,111

279

a. Dependent Variable: OCB-IP

b. Predictors: (Constant), IWE,SC

Islamic Perspective on Work Ethic and Competence to Increasing Organizational Citizenship Behavior (OCB) to Sharia Bank Employees in

The Bangka Belitung Islands Province

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