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shaker ardakani, M., niknam jo, M. (2019). The Effect of Islamic Human Resource Management on the Behavioral Consequences of the Employees of Public Offices Focusing on the Mediating Role of the Islamic Work Ethics. Electronic and Cyber Defense, 27(2), 94-123.
mohammad shaker ardakani; mansoor niknam jo. "The Effect of Islamic Human Resource Management on the Behavioral Consequences of the Employees of Public Offices Focusing on the Mediating Role of the Islamic Work Ethics". Electronic and Cyber Defense, 27, 2, 2019, 94-123.
shaker ardakani, M., niknam jo, M. (2019). 'The Effect of Islamic Human Resource Management on the Behavioral Consequences of the Employees of Public Offices Focusing on the Mediating Role of the Islamic Work Ethics', Electronic and Cyber Defense, 27(2), pp. 94-123.
shaker ardakani, M., niknam jo, M. The Effect of Islamic Human Resource Management on the Behavioral Consequences of the Employees of Public Offices Focusing on the Mediating Role of the Islamic Work Ethics. Electronic and Cyber Defense, 2019; 27(2): 94-123.

The Effect of Islamic Human Resource Management on the Behavioral Consequences of the Employees of Public Offices Focusing on the Mediating Role of the Islamic Work Ethics

مدیریت اسلامی
Article 5, Volume 27, Issue 2, October 2019, Pages 94-123    PDF (1.05 M)
Document Type: Original Article
Authors
mohammad shaker ardakani* 1; mansoor niknam jo2
1department of administrative management, faculty of humanities and social sciences, Ardakan University, Ardakan, Iran
2Department of Administrative Management, faculty of humanities and social sciences, Ardakan University, Ardakan, Iran
Receive Date: 04 November 2018,  Revise Date: 06 July 2019,  Accept Date: 01 October 2019 
Abstract
In the era of the significant effect of religion on people's lives and work, it is essential to have an Islamic approach to human resource management. This research aimed at investigating the effects of Islamic HRM on behavioral consequences of the employees by focusing on the mediating role of Islamic work ethics. This applied research follows a descriptive-causal method based on positivist paradigm. The statistical sample of the research contains the employees of the selected public offices of Fasa including 210 persons selected according to the rules of thumb for structural equation. Research data were collected through researcher-made questionnaires of standardized Islamic HRM, Islamic work ethics and behavioral consequences. The reliability (Cronbach’s alpha: 0.903) and divergent (convergent) validity for all variables were confirmed. The analysis by structural equation modeling with Smart-PLS3 software signified that Islamic HRM positively effected behavioral consequences, including job satisfaction, job involvement and organizational citizenship behavior. However, it negatively affected the turnover intentions of the employees. Islamic human resources had a significant and positive impact on Islamic work ethics. On the other hand, the role of Islamic work ethics was directly certified both as a behavioral consequence and as a mediator.
Keywords
human resource management; Islamic human resource management; Islamic work ethics; behavioral consequences
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