The Influence of Islamic leadership on Employee Psychological Well-Being with the Mediation of Organizational Justice

Authors

  • Immanuel Mu'ammal Universitas Muhammadiyah Malang, Malang, Indonesia
  • Achmad Mohyi Universitas Muhammadiyah Malang, Malang, Indonesia

DOI:

https://doi.org/10.59001/pjeb.v3i2.189

Keywords:

Islamic leadership, organizational justice, well-being

Abstract

This study explores the relationship between Islamic leadership, organizational justice, and employee psychological well-being in the workplace. Islamic leadership, rooted in the teachings of Islam, is examined for its influence on employee well-being. The concept of psychological well-being, encompassing self-acceptance, positive relationships, autonomy, environmental mastery, purpose in life, and personal growth, is the primary focus of this research. A quantitative research method with a positivist approach and survey methodology was employed. The results reveal a significant relationship between Islamic leadership, organizational justice, and employee well-being. Organizational justice is also found to mediate the relationship between Islamic leadership and psychological well-being. These findings hold significant implications for organizational management, emphasizing the importance of religious values in leadership and justice in creating a fair work environment. Islamic leadership can serve as a source of motivation for employees, while organizational justice can enhance employee well-being. The study's findings can be utilized as a foundation for developing more effective management strategies to improve employee psychological well-being in the workplace. This research contributes significantly to understanding the relationship between Islamic leadership, organizational justice, and employee well-being

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Published

2024-09-25

How to Cite

Mu’ammal, I., & Achmad Mohyi. (2024). The Influence of Islamic leadership on Employee Psychological Well-Being with the Mediation of Organizational Justice. Peradaban Journal of Economic and Business, 3(2), 152–165. https://doi.org/10.59001/pjeb.v3i2.189

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