PRAKTIK MANAJEMEN SUMBER DAYA MANUSIA SYARIAH DAN IMPLIKASINYA TERHADAP RASA KEADILAN, KEPUASAN KERJA, DAN KEINGINAN PINDAH KERJA
| Main Authors: | Yusniar, ., Hanifah, ., Husien, Nirza Marzuki |
|---|---|
| Format: | Article info application/pdf eJournal |
| Bahasa: | eng |
| Terbitan: |
STIE Indonesia Banjarmasin
, 2018
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| Subjects: | |
| Online Access: |
http://journal.stiei-kayutangi-bjm.ac.id/index.php/jv113/article/view/384 http://journal.stiei-kayutangi-bjm.ac.id/index.php/jv113/article/view/384/198 |
Daftar Isi:
- The Islamic approach of managing human resources is an early attempt to provide managers with an effective way to manage and understand employees. This research will be useful for even non-Muslim managers. For Muslim human resources managers, it is necessary for them to not only know, but also apply the Islamic approach in managing employees. Furthermore, non-Muslim managers will have a better understanding of the behavior expected of their Muslim employees. Muslim employees, regardless of who they work for, are expected to be honest, trustworthy, and determined to keep striving for the best. This research is conducted on 29 employees of sharia-based financial institutions in Banjarmasin. The aim of this research is to find out the influence of the practice of sharia human resource management on turnover intention of the employees through justice and job satisfaction. The research is done by dividing the question items into 2. There are 58 data which then multiplied by 2 in order to fulfil the qualification of Structural Equation Modeling (SEM) test. Hence, there are 116 data, in total, obtained. However, only 114 data can be used for further analysis. The results show that the practice of sharia human resource management is negatively related to the turnover intention, both directly and through justice and job satisfaction. It means that if the practice of sharia human resource management is implemented, the organizational justice is well implemented, and the work satisfaction of employees is fulfilled, the turnover intention of the employees’ will decrease. In addition, the results of this research show that the direct influence of the practice is slightly better than its influence through justice and job satisfaction, which is slightly different from Junaidah’s (2008) research in Malaysia. It means that the sharia-based selection, development, performance appraisal and compensation of employees are able to suppress the turnover intention better at sharia-based financial institutions in Banjarmasin.