Developing a Model to Improve Human Resources Performance based on
Islamic Perspectives: A Case Study among Lecturers of Islamic
University of Riau, Indonesia
Zulfadli Hamzah
1
, Astri Ayu Purwati
2
, Hamzah
3
, Muhammad Arif
4
and Muhammad Luthfi Hamzah
5
1
Departement of Sharia Banking, Universitas Islam Riau, Pekanbaru, Indonesia
2
Departement of Management, School of Business, Pelita Indonesia, Pekanbaru, Indonesia
3
Departement of Islamic Studies, Universitas Islam Riau, Pekanbaru, Indonesia
4
Departement of Islamic Economy, Universitas Islam Riau, Pekanbaru, Indonesia
5
Department of Information System, State Islamic University of Sultan Syarif Kasim, Pekanbaru, Indonesia
Keywords:
Human Resources (HR), Culture of Islamic Organization, Lecturer Performance, Islamic Leadership, Islamic
Work Ethic and Islamic Work Motivation
Abstract:
Islamic University of Riau is an Islamic Organization that has noble goals listed in Catur Dharma (Education,
Research, Community Service and Da’wah Islamiyah). The Culture of Islamic Organization is very essential
to support Lecturers’ performance in the Islamic University. Thus, every lecturer in Islamic University of
Riau should possess Islamic Leadership, Islamic Work Motivation, and Islamic Work Ethics to support the
realization of the Culture of Islamic Organization. This study applied a quantitative method in which the
data were collected through a questionnaire. The population of this study was all permanent lecturers at the
Islamic University of Riau, while the number of samples in this study was 200 people using random sampling
technique. The hypothesis testing was utilized by using SEM (Structural Equation Modelling) with the AMOS
4 program. The results of this study found that there was no significant influence of Islamic leadership towards
the culture of Islamic organization. However, this study revealed that there was a significant influence of
Islamic work ethic on the culture of Islamic organization. Besides, Islamic leadership existed in UIR could
affect Lecturers’ performance as a whole; Islamic motivation influenced the performance of Lecturers of UIR;
Islamic work ethic had a significant influence on the performance of Islamic University of Riau; and the culture
Islamic organization had an influence on the performance of Lecturers of UIR. This research suggested the
authority of Islamic University of Riau to always enhance the Culture of Islamic Organizations in order to
improve the Lecturers’ Performance at Islamic University of Riau.
1 INTRODUCTION
Islamic University of Riau is one of the organizations
in education field that is based on Islam as the main
foundation in every organizational process. One of
the goals of Islam is stated in CATUR DHARMA
Higher Education which consists of Education and
Teaching, Research, Community Service and Islamic
Da’wah so that this results in an advantage for UIR
where the campus life is surrounded by Islamic envi-
ronment such as Muslim dress and smoke free, clean
and tidy, and comfort work and study. In addition,
the curriculum in higher education is not only fol-
lowing the development of science and technology,
but also supported by the values of Islamic da’wah
in each subject in order to establish intelligent, em-
pathetic, religious, sincere and trustworthy (CERIA)
characters. Therefore, the output produced is alumni
who are competent in accordance with each of the dis-
ciplines and have Islamic insights.
Leadership factors play an important role in bring-
ing success to an organization. A good leader must
be able to create a conducive organizational culture
so that the organization’s vision can be achieved and
the mission can be carried out. This is in accordance
with the results of a study conducted by Abbasi et
al. (2010) which showed that leadership, as the main
model, and people who have direct and indirect in-
316
Hamzah, Z., Purwati, A., Hamzah, ., Arif, M. and Hamzah, M.
Developing a Model to Improve Human Resources Performance based on Islamic Perspectives: A Case Study among Lecturers of Islamic University of Riau, Indonesia.
DOI: 10.5220/0009143903160323
In Proceedings of the Second International Conference on Social, Economy, Education and Humanity (ICoSEEH 2019) - Sustainable Development in Developing Country for Facing Industrial
Revolution 4.0, pages 316-323
ISBN: 978-989-758-464-0
Copyright
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fluence over others are the main elements in shaping
organizational culture and employee performance. In
the Islamic perspective, a leader must administer and
be responsible for the mandate given to him based on
the Qur’an and Hadist. In addition, an Islamic leader
must also be able to create an organizational culture
that is based on Islam in order to improve employees’
performance.
Work motivation is also a major factor in shaping
organizational culture which will also improve em-
ployee performance. It is similar to the research con-
ducted by (Satriyani, 2015) in which Islamic work
motivation has a positive and significant effect on the
Performance of BPRS Saka Dana Mulia Kudus Em-
ployees. This means that the higher the motivation
given, the higher the Employees’ performance is. On
the other hand, the lower the motivation given, the
lower the employee’s performance is. In the perspec-
tive of Islam, all activities performed in this world,
including work, are not only to fulfill the needs in
this world but also to fulfill the needs in the hereafter.
Thus, it implies that the Islamic work motivation is
not only material but also spiritual.
Work ethic possessed by employees also enables
the institution to shape its organizational culture
which will ultimately improve the employees’ perfor-
mance. A study conducted by (Kusumawati, 2015)
quantitatively obtained the results that there is a posi-
tive influence between Islamic work ethic on Islamic
work behavior or the performance of lecturers and
employees of Sultan Agung Islamic University, Se-
marang. In the view of Islam, a Muslim is required to
have an Islamic work ethic in working; a Muslim is
required to always work hard, be productive, creative
and innovative to demonstrate better performance.
2 LITERATURE REVIEW
2.1 Leadership in Islam
An Islamic leadership is an ideal leader who has the
knowledge sourced from Al-quran and hadith, and
also Islamic literature (such as faith, infaq, fasting and
so on) as the main principal. According to (Mujiono,
2005), the leadership in Islam is a leader who per-
forms human functions as a caliph on earth that must
be based on the Qur’an and hadith. Hence, it can
be concluded that the style of Islamic leadership is
the way of leading demonstrated by a leader who can
maintain his mandate and responsibility to his mem-
bers and Allah SWT based on the Qur’an and hadith.
The indicators of Islamic leadership style accord-
ing to (Hakim, 2012) are:
• Shiddiq / Honesty
• Amanah / Trust
• Fathanah / Smart
• Tabligh.
2.2 Motivation
Motivation comes from “motive” or in Latin known
as “movere”, which means ”to mobilize”. Martoyo
in Erqoni (2008) states that motive or encouragement
is an impulse that becomes the reason of someone
for doing something or working. A highly motivated
person is a person who demonstrates substantial ef-
forts to support the production goals of his working
units and the organization in which he works. On
the other hand, an unmotivated person only performs
minimum efforts in working. Thus, motivation or mo-
tivation means giving motives, producing motives, or
things that creates encouragement, or circumstances
that arises encouragement. It can be said that motiva-
tion is a process that begins with physiological or psy-
chological deficiencies that drive the behavior or im-
pulse to achieve goals or incentives (Luthans, 2006).
In Islam, work motivation also fulfills not only a
living but also the obligation to worship Allah after
other services. The indicators of motivation in Islam,
according to (Anisah, 2014), include: Motivation of
aqeedah, motivation for worship and motivation of
muamalah.
2.3 Islamic Work Ethic
Work ethics can be interpreted as attitudes and views
on working, working habits, characteristics or traits
regarding the workings of a person, a group of peo-
ple, or a nation. Meanwhile, the meaning of the Is-
lamic work ethic, according to (Asifudin, 2004), is the
character and habits of humans with regard to work,
reflected from the system of faith / Islamic aqeedah
which is a fundamental attitude towards Allah. (Tas-
mara, 2002) asserts that the Islamic work ethic is the
earnest efforts accomplished by mobilizing all of the
assets, thoughts, and remembrance to actualize or re-
veal the meaning as a servant of God who must subju-
gate the world and become as a part of the best society
(khairul ummah). In other words we can also say that
man can only humanize himself by working. It can be
concluded that the Islamic work ethic is the attitude,
character and work habits that is reflected from the
system of faith / Islamic aqeedah to reveal the mean-
ing of himself as a servant of Allah who must subdue
the world and place himself as part of the best society
(khairul ummah).
Developing a Model to Improve Human Resources Performance based on Islamic Perspectives: A Case Study among Lecturers of Islamic
University of Riau, Indonesia
317

Indicators of the Islamic work ethic, according to
(Asifudin, 2004), are: Active and likes to work hard,
Eager and economical, Diligent and professional, Ef-
ficient and creative, Honest, disciplined and responsi-
ble, Independent, Rational and has a vision far ahead,
Confident but able to cooperate with others, Sim-
ple, steadfast and persistent, Physically and mentally
healthy.
2.4 Organizational Culture
Islamic organizational culture applied will lead to an
Islamic perspective in a certain culture in order to pro-
vide a foundation or basis to make forms and meth-
ods that need to be held collectively through an or-
ganization, making calls or invitation for someone
(leader) to follow the teachings and rules inside the or-
ganization. According to the (Mesjid, 2018), quoted
from Immasjid.com, Islamic organizations are insti-
tutions or organizations that preach in Islam to carry
out da’wah activities originating from the Qur’an and
Sunnah of the Prophet Muhammad SAW with strate-
gies, programs, Islamic-based activities and Islamic
developments that have principles, objectives, vision,
mission and values. Then, (Denison and Mishra,
1995) formulate the indicators of organizational cul-
ture as follows:
• Involvement
• Consistency
• Adaptability
• Mission
2.5 Performance
Performance is related to the process of performing
one’s duties in accordance with their responsibilities.
This performance includes employees’ achievement
to set working goals, achieving the goals, ways of
working, and personal characteristics of employees.
John Bernadin (1993) states that there are six charac-
teristics used to measure the extent of individual em-
ployee performance:
• Quality Quantity
• Punctuality
• Effectiveness
• Independence
• Working Commitments
3 RESEARCH METHODOLOGY
3.1 Population And Sample
Population is a generalization area consisting of ob-
jects or subjects that have certain qualities and char-
acteristics determined by researchers, to be studied
and draw the conclusions. So the actual population
is not only people but also objects or subjects along
with their characteristics. The population in this study
was 583 lecturers in the Islamic University of Riau.
The sample was selected based on the opinion of (JFJ
et al., 1998) who state that if the number of variables
is 5, the minimum sample size taken is 200 samples.
3.2 Techniques of Data Analysis
3.2.1 Validity Testing
Validity testing is used to measure the validity of a
questionnaire. A questionnaire is valid if it consists of
questions that can reveal something that will be mea-
sured by the questionnaire. If the loading factor >
0.50 it can be said valid.
3.2.2 Reliability Testing
Reliability testing is intended to measure the level of
consistency of research instruments. In this study,
the reliability was tested through Confirmatory Factor
Analysis, and if the Cronbach’s alpha value is greater
or equal to 0.60, it means that the instrument is reli-
able.
3.2.3 Hypothesis Testing
Hypothesis testing is conducted by using SEM (Struc-
tural Equation Modeling) with the AMOS 4 program.
SEM analysis techniques have several steps that can
be described as follows:
• Developing a Model Based on Theory
• Arranging a Path Chart
• Selecting the Model Input and Estimation Matrix
• Assessing the Identification of Structural Models
• Assessing the Criteria for Goodness-Of-Fit
• Model Interpretation and Modification
Data analysis method is used to process the re-
search results in order to obtain a conclusion. By
looking at the theoretical framework, the technique
of data analysis applied in this research is quantitative
analysis using the SEM (Structural Equation Model-
ing) model or the AMOS program.
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Table 1: The Result of Validity and Reliability Testing
Variable Symbol Correlation Cronbach’s
Alpha
CR AVE
Islamic leadership
X1.1 0.808
0.825 0.787 0.555
X1.2 0.811
X1.3 0.802
X1.4 0.800
X1.5 0.822
X1.6 0.823
X1.7 0.816
X1.8 0.818
X1.9 0.789
X1.10 0.805
Islamic Motivation
X2.1 0.716
0.713 0.763 0.635
X2.2 0.694
X2.3 0.715
X2.4 0.696
X2.5 0.693
X2.8 0.709
X2.9 0.695
X2.10 0.712
Islamic Work Ethics
X3.2 0.772
0.786 0.71 0.551
X3.3 0.766
X3.4 0.765
X3.5 0.77
X3.6 0.745
X3.7 0.744
X3.8 0.762
X3.9 0.785
X3.10 0.776
Islamic Organizational Culture
Y1.1 0.811
0.804 0.798 0.602
Y1.2 0.8
Y1.3 0.773
Y1.4 0.787
Y1.5 0.778
Y1.6 0.761
Y1.7 0.76
Performance
Y2.1 0.812
0.824 0.798 0.535
Y2.2 0.812
Y2.3 0.819
Y2.5 0.829
Y2.6 0.807
Y2.7 0.813
Y2.8 0.813
Y2.9 0.817
Y2.10 0.814
Y2.11 0.803
Y2.14 0.806
Y2.15 0.802
4 FINDING AND DISCUSSION
4.1 Validity and Reliability Testing
In order to obtain valid data, firstly the data were ana-
lyzed through a test using a program. Through the va-
lidity testing with SPSS 19.0 program, it was revealed
that if r count > r table = Valid and r count < r table
= Invalid. Meanwhile, reliability testing was used to
determine whether the indicators used were trusted or
reliable as a variable measuring instrument. The pur-
Developing a Model to Improve Human Resources Performance based on Islamic Perspectives: A Case Study among Lecturers of Islamic
University of Riau, Indonesia
319

pose of being reliable is to obtain the consistency of
the results of the measurements if a re-measurement
of the same object is carried out. The reliability of
an indicator can be seen from the value of cronbach’s
alpa (α). If the value of cronbach’s alpa (α) is greater
than 60 0.60, the indicator is reliable, whereas if the
value of cronbach’s is negligible (α) smaller than ≤
0.60, the indicator is considered unreliable. The re-
sults of the validity test and complete reliability test
can be seen in Table 1 as follows:
Validity testing was applied to measure the ac-
curacy of survey instruments to measure the respon-
dents’ perceptions. Correlation test was used to mea-
sure the validity of the survey instrument. The re-
sults of the correlation test of all indicators were more
than 0.600 with a p-value of 0.000. The limit of va-
lidity testing is 0.600 (JFJ et al., 1998). It can be
said that all indicators, for the construct Islamic man-
agement principle, Islamic motivation, Islamic work
ethic, Islamic organizational culture and performance
were valid. Then, confirmatory analysis was applied
to measure the convergent validity of the loading fac-
tor known as average variance extracted (AVE) of the
construct. The results of the AVE of this analysis were
all above 0.500 while the limit allowed in testing AVE
is 0.500 (Hair et al., 1998), so that all indicators and
constructs were worthy to be used in this study.
After that, construct reliability was used to mea-
sure the consistency and stability of the indicators in
contributing to the construct. The construct reliability
results are shown in Table 4. The construct reliabil-
ity results obtained by all constructs were more than
0.900, even though the limits were set at only 0.70
(JFJ et al., 1998). The same thing was also obtained
by using Cronbach’s Alpha which value for all con-
structs is also more than 0.900. The limits allowed in
reliability testing are 0.70 (JFJ et al., 1998). Thus, all
constructs were reliable. From the results of this test,
it can be concluded that the survey instruments used
were feasible to be used in this analysis.
4.2 Goodness of Fit Test
The steps that must be done before assessing the fea-
sibility of the structural model is to assess whether
the data processed meets the assumptions of struc-
tural equation models. Assessing goodness of fit is
the main goal of SEM to find out to what extent the
hypothesized model is ”fit” or matches the data sam-
ple (Ghozali, 2011). The results of goodness-of-fit are
shown in the table below:
In this study, eight criteria were implemented to
analyze the model, consisting of chi-square, Good-
ness of Fit Index (GFI), Adjusted Goodness of Fit In-
Table 2: Goodness of fit test
Goodness of Fit Test Cut-Off* Result Decision
Chi-Square 170.002
Probability ≥0.05 0 Marginal
GFI ≥0.90 0.897 Marginal
AGFI ≥0.90 0.837 Marginal
TLI ≥0.90 0.933 Fit
CFI ≥0.90 0.951 Fit
NFI ≥0.90 0.916 Fit
IFI ≥0.90 0.952 Fit
RSMEA 0.05-0.08 0.079 Fit
dex (AGFI), Tucker Lewis Index (TLI), Comparative
Fit Index (CFI), Normed Fit Index (NFI), Incremental
Fit Index (IFI) and Root Mean Square Error of Ap-
proximation (RMSEA). There are five of eight crite-
ria, namely TLI, CFI, NFI, IFI and RMSEA, that ful-
fill the criteria (fit). Meanwhile the other three were
marginal. GFI and AGFI did not encounter the crite-
ria limit, but with a value of 0.897 (GFI) and 0.837
(AGFI), they already approached the critical points
(0.900) so that they have not reached the “not ap-
plicable” criteria or they were still acceptable. On
the other hand, the value obtained for chi-square was
quite large (170.002) and the probability of 0.000.
This is more due to the large number of samples (n =
200) so that the probability cannot be calculated (Hair
et al., 1998). Hence, based on the overall criteria used
to test the goodness of fit, it can be concluded that the
SEM model used in this study was good and feasible
to be used for further analysis.
4.3 Path Analysis Hypothesis Testing
(Path Analysis) with Analyze of
Moment Structure (AMOS)
The results of hypothesis testing showed that only hy-
pothesis 1, which stated that there was a positive in-
fluence of Islamic leadership on the culture of Islamic
organizations, demonstrated insignificant result. On
the other hand, other hypotheses showed significant
influence
4.4 The Influence of Islamic Leadership
on the Culture of Islamic
Organization
The results of this study indicate that there is no sig-
nificant influence between Islamic leadership on Is-
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320

Table 3: Hypothesis Testing (Path Analysis)
Hypotesis Exogenous
Variable
Endogenous
Variable
Standardized
Coefficient
Critical
Ratio
P- Value Conclusion
H1 Islamic
leadership
Islam
Islamic
Organi-
zational
Culture
0.116 1.192 0.233 Not
Significant
H2 Islamic
work ethic
Islam
Islamic
Organi-
zational
Culture
0.326 4.098 0 Significant
H3 Islamic
Leadership
Performance 0.363 4.486 0 Significant
H4 Islamic
Motivation
Performance 0.256 4.355 0 Significant
H5 Islamic
work ethic
Performance 0.091 3.052 0.002 Significant
H6 Islamic
organi-
zational
culture
Performance 0.398 3.554 0 Significant
Islamic
Leadership
Islamic
Motivation
Islamic Work
Ethic
Islamic
Organizational
Culture
Islamic
Performance
0.016
0.363***
0.256***
0.326***
0.091***
0.398***
Figure 1: Results of the Hypothesis Model
lamic organizational culture. The results of respon-
dents’ test also reveal that the Islamic leadership at
Islamic University of Riau generally has been in a
very good category. However, the results of this
study are not in line with the research conducted by
(Hakim, 2012). In that research, Hakim found that
there was a significant influence of Islamic leader-
ship on the Culture of Islamic Organization. Lead-
ership is one of the important factors to determine the
working relationships between employees and orga-
nizations. (Nowack, 2004) concludes that leadership
creates a dynamic vision of the organization that can
provide encouragement to have new creations and in-
novations. Leaders can inspire employees to have a
sense of admiration, pride and loyalty so they can be
motivated to do more than what is expected.
4.5 The Effect of Islamic Work Ethics
on Islamic Organizational Culture
The results of this research showed that there was a
significant influence of Islamic work ethic on the cul-
ture of Islamic organizations. This result was also
supported by the results of the responses from lec-
turers at Islamic University of Riau in which the work
ethic value was very good. Ethical behavior is an im-
portant system in working relationships in each or-
ganization. The results of the research conducted by
(Kusumawati, 2015) showed that organizational cul-
ture can help employees with high work ethics to
achieve good performance.
4.6 Effects of Islamic Leadership on
Working Performance
A leader’s characters and behavior reflect a process to
influence the activities of organized groups to achieve
goals by identifying themselves as agents of change,
trusting leaders, staffs and everything involved, all of
Developing a Model to Improve Human Resources Performance based on Islamic Perspectives: A Case Study among Lecturers of Islamic
University of Riau, Indonesia
321

which is done by paying attention to Islamic norms
according to the Qur’an and Al-Hadith. The results
of this study indicated that Islamic leadership in UIR
could affect the overall performance of the Lecturers.
This result is also in line with the research conducted
by (Abusama et al., 2017; Hakim, 2012; Rizki et al.,
2017) It implies that the quality of Islamic leadership
can be implemented properly, so that it becomes bet-
ter for employee performance.
4.7 Effects of Islamic Motivation on
Working Performance
The results of this study showed that Islamic motiva-
tion influenced the working performance with an av-
erage response value that was very good. This is in
line with the research conducted by (Abusama et al.,
2017) which found that as an interesting area for re-
searchers regarding their contribution to companies,
work motivation is defined as a driver to improve or-
ganizational performance (Dwivedula et al., 2015).
When an individual is very motivated to complete
tasks and accept challenging jobs, he will take the ini-
tiative to complete the work. As a result, his perfor-
mance in the workplace will contribute to provide the
best for the organization.
4.8 Effects of Islamic Work Ethics on
Working Performance
The Islamic work ethic is a ”dedication to work” as a
policy. Islamic Work Ethics is an obligation of people
who are able to make enough effort in work. In order
to avoid mistakes and overcome the obstacles, cooper-
ation and consultation is highly recommended. After
that, social relations at work are strongly encouraged
to manage the individuals and social life,. Working is
a means to build self-identity, freedom, respect, per-
sonal growth, and satisfaction, in which working cre-
ativity is seen as a source of noble achievement and
happiness. In this study, Islamic work ethic gives a
significant influence on the performance of Lecturers
in the Islamic University of Riau. This result is in line
with research conducted by (Hadisi, 2014; ?) who
found that when employees have a high Islamic work
ethic, it will improve the employees’ performance.
4.9 Effect of the Culture of Islamic
Organization on Working
Performance
The results of this research revealed that the culture of
Islamic organization had an influence on the perfor-
mance of UIR Lecturers. This is in line with the find-
ings of the research conducted by (Hakim, 2012). He
found that the perspective of Islamic organizational
culture that can improve working performance con-
sists of any values, thoughts, and symbols based on
Islamic norms that influence a person’s behavior, at-
titudes, beliefs and habits in a certain journey of life.
The success of the Prophet Muhammad in developing
a conductive working atmosphere was caused by his
attitude of feeling sorry for others as stated (Qur’an
3: 159). The success of the Prophet Muhammad
in developing a conductive working atmosphere was
caused by his attitude of feeling sorry for others as
stated (Qur’an 3: 159). Here, Islamic teaching com-
bines the culture and profession.
5 CONCLUSION AND
SUGGESTION
5.1 Conclusion
Based on the data description presented in the Re-
search Results and Data Analysis previously, some
conclusions can be drawn from the results of the re-
search relating to Developing a Model to Improve
Human Resource Performance Based on Islamic Per-
spective (A Case Study among lecturers of Islamic
University of Riau); they are as follows:
• Islamic Leadership does not affect the Culture of
Islamic Organizations. This means that Islamic
Leadership does not need to be taken seriously in
order to improve the Culture of Islamic Organiza-
tions because it does not influence at all.
• The Islamic Work Ethic influences the Culture of
Islamic Organizations. This means that the Is-
lamic Work Ethic is very essential to be possessed
by all lecturers of the Islamic University of Riau
to improve the Culture of Islamic Organizations.
• Islamic leadership influences the lecturers’ per-
formance in the Islamic University of Riau.
This means that Islamic leadership is very much
needed to improve the performance of lecturers in
Riau Islamic University.
• Islamic motivation has a positive and significant
effect on the lecturers’ performance at the Islamic
University of Riau. This means that the changes
occured in the lecturers’ performance at the Is-
lamic University of Riau are much influenced by
Islamic Motivation. If you want to improve the
lecturers’ performance at Islamic University of
Riau, Islamic Motivation needs to be improved.
ICoSEEH 2019 - The Second International Conference on Social, Economy, Education, and Humanity
322

• Islamic Work Ethics influences the lecturers’ per-
formance at the Islamic University of Riau. This
means that the changes occured in the lecturers’
performance at the Islamic University of Riau are
also much influenced by the Ethics of Islamic
Work. If you want to improve the performance
of Riau Islamic University Lecturers, you need to
improve the Ethics of Islamic Work.
• Islamic Organizational Culture influences the Per-
formance of Lecturers at the Islamic University of
Riau. This means that the changes that occur in
the performance of the Lecturers of the Islamic
University of Riau are also much influenced by
the Culture of Islamic Organizations. If you want
to improve the lecturers’ performance at the Is-
lamic University of Riau, you need to improve the
Culture of Islamic Organization.
5.2 Suggestion
To add to the perfection of the research activities, re-
searchers provide some suggestions as follows:
• For Islamic University of Riau, it is suggested to
improve the existing Islamic Organizational Cul-
ture in order to improve the lecturers’ perfor-
mance at the Islamic University of Riau.
• For other researchers, it is expected that this re-
search can be a reference for conducting more in-
depth research on the Culture of Islamic Organi-
zation and the Lecturers’ Performance at Islamic
University of Riau from all aspects.
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