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All Journal Jurnal Relevansi : Ekonomi, Manajemen dan Bisnis
Nindy Briliany Wizha
Lambung Mangkurat University
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Islamic Work Culture and Environment Effects on Employee Engagement: The Mediating Role of Job Satisfaction Nindy Briliany Wizha; Hastin Umi Anisah
Jurnal Relevansi : Ekonomi, Manajemen dan Bisnis Vol 10 No 1 (2026): Jurnal Relevansi: Ekonomi, Manajemen dan Bisnis
Publisher : LPPM STIE KRAKATAU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61401/relevansi.v10i1.389

Abstract

This study examines the physical work environment and Islamic work culture as key job resources within the Job Demands–Resources (JD-R) framework. It analyzes their direct and indirect effects on employee work engagement through job satisfaction as a mediating mechanism at PT Bersama Ukhuwah Sejahtera Banjarmasin. This study used a quantitative explanatory approach. Data from 111 employees were collected using saturated sampling and analyzed with PLS-SEM in SmartPLS 4. The structural model explained 68.3% of the variance in job satisfaction and 61.9% in work engagement. The work environment and Islamic work culture significantly increased both job satisfaction and work engagement. Job satisfaction acted as a partial mediator in both relationships. Among Islamic work culture indicators, Amanah emerged as the most dominant dimension influencing engagement. Sustainable employee engagement in Islamic-oriented organizations requires strengthening workplace resources and institutionalizing Amanah-centered values, both operating through enhanced job satisfaction. This study was limited to a single organization in Banjarmasin and used a cross-sectional design, restricting generalizability and causal inference. Self-reported data may also introduce common method bias. The study integrates JD-R theory with Islamic management principles and provides practical HR insights for improving engagement through workplace conditions and Amanah-based accountability.
Co-Authors Hastin Umi Anisah