Linking Religiosity and Job Performance in Islamic Rural Banks

Islamic banking is a dynamic segment in the banking industry. However, although having enormous potential, Islamic banks, especially micro banks which have emerged only recently, are perceived as less popular and as less experienced than conventional banking. Therefore, they need a proper strategy to compete and have a high performance compared to their competitors. To conduct this research, 250 Islamic bank employees were gathered using a self-administered questionnaire in West Java Province, Indonesia. This research examines the construct validity and reliability by applying variance-based Structural Equation Modeling (SEM-PLS). This method was used to verify the model that has been proposed. This research shows that Religiosity directly and indirectly affects the job performance in Islamic Rural Bank. This study is also intended to assess the effect of religiosity on job performance through strengthening employee job satisfaction and employee engagement. It also gives a reference for the managers of Islamic Bank that in the recruitment of employees they must also observe their individual religiosity beside their working ability. Then, it needs to be considered and improved to increase their performance and to make it in accordance with the standards expected by the compan

The Role of Religiosity on Employee Engagement and Performance: The Perspective of Muslim Employees

Literature suggests that religiosity is an imperative factor in influencing a person's work. However, a lack of attention has been given to its effect on employee engagement and employee job performance. The purpose of this study is to assess the direct effect religiosity has on employee job performance and its indirect effect through employee engagement from the perspective of Muslim employees. To examine the religiosity-job performance model, this study utilizes Partial Least Squares (PLS) modelling with a sample of 569 Muslim employees in Bandung, Indonesia. This study reveals that religiosity dimensions (practice, altruism, and belief) significantly influence employee engagement. However, among the religiosity dimensions, only altruism has both a direct and indirect effect on employee engagement. While this unique study confirms the link between engagement and job performance, it offers a new understanding of the employee engagement role and the link between employee religiosity and employee job performance. With no previous studies in this area, it offers new insights and theoretical and managerial implications