Job satisfaction and job performance with moderating effect of Islamic work ethics in Yemen

Ahmed, Yaser Abdulrahman (2014) Job satisfaction and job performance with moderating effect of Islamic work ethics in Yemen. PhD. thesis, Universiti Utara Malaysia.

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Abstract

Job performance which focuses on improving workers productivity has been the most widely dependent variable studied in the field of industrial and organisational psychology. In Yemen, universities face many problems that prevent the achievement of quality education, a motivated workforce, improved learning, a good learning environment, and the general development of the university system. In the context of Yemen, more than 10% of the financial budget for higher education have been returned to the Ministry of Finance at the end of each year. This is a good reason to believe that there is a lack of staff, and the ability to utilize resources effectively to improve learning and the general conditions of the learning environment. Findings of previous studies regarding the relationship between job satisfaction and job performance were mixed, hence suggesting the need to incorporate a moderating variable. Drawing upon the social exchange theory, Weber’s theory, and Herzberg’s motivator - hygiene theory, this study examined the moderating role of Islamic work ethics (IWE) on the relationship between job satisfaction and job performance among 475 administrative staffs in the Yemeni public universities. Using the Partial Least Squares structural equation modelling (PLSSEM), the results show that work itself was significantly related to contextual performance. Similarly, supervision and work itself were significantly related to task performance. In addition, the relationship between work itself and task performance was found to be moderated by IWE. Conversely, IWE was not found to be a moderator variable on the relationships between co-workers, pay, promotion, supervision, and contextual performance. The direct and moderating effect of IWE on the relationship between overall job satisfaction and overall job performance was also supported. The theoretical and practical contributions of the study are discussed and suggestions for future research are provided

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