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All Journal Al-Kharaj: Journal of Islamic Economic and Business
Basalamah , Muhammad Ridwan
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Economics, Econometrics & Finance

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Unraveling the Roots of Employee Turnover Intention at Bank Muamalat: Workload, Compensation, or Lack of Motivation ? Kasprianti, Rista Puji; Mardani, Ronny Malavia; Basalamah , Muhammad Ridwan
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 1 (2025): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i1.7082

Abstract

The high rate of employee turnover in the banking sector, including at Bank Muamalat Indonesia in the East Java Region, poses a significant challenge for human resource management. This study aims to examine the effects of workload and compensation on turnover intention, with work motivation as a mediating variable. Utilizing a quantitative approach and an explanatory survey method, data were collected from 105 employees and analyzed using Structural Equation Modeling (SEM) with AMOS. The results reveal that workload has no significant effect on either motivation or turnover intention. This finding suggests that spiritual values and the Islamic organizational culture serve as protective factors in maintaining employee motivation and loyalty. Conversely, compensation has a negative effect on motivation and a positive effect on turnover intention, indicating a mismatch between employees’ perceptions of compensation fairness and their expectations. Furthermore, motivation was found to have a positive effect on turnover intention, suggesting that more motivated employees may have higher career ambitions and are more likely to seek opportunities outside the organization. Path analysis shows that motivation does not mediate the effect of workload on turnover intention but serves as a mediator in the relationship between compensation and turnover intention. These findings underscore the importance of strategic compensation and motivation management in human resource policies, particularly within institutions grounded in Sharia values.
Employee Performance in the Dynamics of Transformational Leadership and Organizational Culture Through the Role of the Work Environment at Bank Muamalat Regional East Java Mochammad Khoiruddin; Mardani , Ronny Malavia; Basalamah , Muhammad Ridwan
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 3 (2025): : All articles in this issue include authors from 3 countries of origin (Indone
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i3.7643

Abstract

This study aims to analyze the influence of transformational leadership and organizational culture on employee performance, with the work environment as a mediating variable at Bank Muamalat Regional East Java. This study uses a quantitative approach with a survey method and simple random sampling technique. The sample consisted of 100 respondents from five main branches, and data were collected using a Likert scale questionnaire. Data analysis was conducted using Structural Equation Modeling (SEM) with the AMOS program. Validity was tested using Confirmatory Factor Analysis (CFA), while reliability was measured through construct reliability and variance extracted with cutoff values of >0.70 and >0.50. The research model was deemed valid based on Goodness-of-Fit values such as CMIN/DF, GFI, TLI, RMSEA, and CFI, which were within acceptable criteria. The results indicate that transformational leadership and organizational culture have a significant positive influence on the work environment, while the work environment does not significantly influence employee performance. The work environment mediates the relationship between transformational leadership and employee performance, but does not mediate the relationship between organizational culture and employee performance. These findings confirm that in the context of Islamic banking, particularly at Bank Muamalat, employee performance is more influenced by transformational leadership and organizational culture than by the work environment alone. Therefore, human resource management strategies need to strengthen the integration of values, promote strong culture-based leadership, and create a more conducive work environment to enhance employee performance productivity
Unraveling the Roots of Employee Turnover Intention at Bank Muamalat: Workload, Compensation, or Lack of Motivation ? Kasprianti, Rista Puji; Mardani, Ronny Malavia; Basalamah , Muhammad Ridwan
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 1 (2025): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i1.7082

Abstract

The high rate of employee turnover in the banking sector, including at Bank Muamalat Indonesia in the East Java Region, poses a significant challenge for human resource management. This study aims to examine the effects of workload and compensation on turnover intention, with work motivation as a mediating variable. Utilizing a quantitative approach and an explanatory survey method, data were collected from 105 employees and analyzed using Structural Equation Modeling (SEM) with AMOS. The results reveal that workload has no significant effect on either motivation or turnover intention. This finding suggests that spiritual values and the Islamic organizational culture serve as protective factors in maintaining employee motivation and loyalty. Conversely, compensation has a negative effect on motivation and a positive effect on turnover intention, indicating a mismatch between employees’ perceptions of compensation fairness and their expectations. Furthermore, motivation was found to have a positive effect on turnover intention, suggesting that more motivated employees may have higher career ambitions and are more likely to seek opportunities outside the organization. Path analysis shows that motivation does not mediate the effect of workload on turnover intention but serves as a mediator in the relationship between compensation and turnover intention. These findings underscore the importance of strategic compensation and motivation management in human resource policies, particularly within institutions grounded in Sharia values.
Co-Authors Kasprianti, Rista Puji Mardani , Ronny Malavia Mochammad Khoiruddin Ronny Malavia Mardani