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Vol. 13 No. 3 (2026): December

Date Log

Submitted
15 July 2026
Accepted
26 October 2026
Published
9 November 2026

Copyright (c) 2026 Yunia Silvia Sesunan, Ade Sofyan Mulazid, Rochimah Imawati, Anaway Irianti Mansyur, Lulu Masluchah, Siti Rahmawati, Andi Achmad Zulkarnaen (Author)

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This work is licensed under a Creative Commons Attribution 4.0 International License.

Islamic Human Resource Management, Leadership, Work Ethics, and Employee Engagement: Associations with Innovative Work Behavior in Islamic Banks

https://doi.org/10.24252/minds.v13i3.70507
Yunia Silvia Sesunan
Universitas Islam Negeri Syarif Hidayatullah Jakarta, Indonesia
Ade Sofyan Mulazid
Universitas Islam Negeri Syarif Hidayatullah, Indonesia
Rochimah Imawati
Universitas Islam Negeri Syarif Hidayatullah, Indonesia
Anaway Irianti Mansyur
Universitas Islam As-Syafi'iyah, Indonesia
Lulu Masluchah
Universitas Islam As-Syafi'iyah, Indonesia
Siti Rahmawati
Universitas Al Azhar, Indonesia
Andi Achmad Zulkarnaen
Institut Agama Islam Nasional Laa Roiba, Indonesia

Corresponding Author(s) : Yunia Silvia Sesunan

[email protected]

Jurnal Minds: Manajemen Ide dan Inspirasi, Vol. 13 No. 3 (2026): December

Abstract

Innovation in Islamic banking requires employees to generate and implement new ideas. This study extends social exchange theory by examining the concurrent relationships of Islamic human resource management practices, Islamic leadership, Islamic work ethics, and employee engagement with innovative work behavior. Survey data from 312 employees of Indonesian Islamic commercial banks were analyzed using partial least squares structural equation modeling (PLS-SEM). The findings reveal positive associations between all four predictors and innovative work behavior, suggesting their collective relevance to workplace innovation. However, substantial construct overlap raises concerns about discriminant validity and prevents reliable differentiation of their individual contributions. The cross-sectional, single-source design further limits causal inference, while unavailable diagnostic estimates constrain additional robustness assessments. These findings underscore the potential importance of Islamic organizational values and employee engagement in fostering innovation. Bank managers should integrate ethical human resource practices, value-based leadership, and employee engagement initiatives to support innovative work behavior.

Keywords

Engagement
Sesunan, Y. S., Mulazid, A. S., Imawati, R., Mansyur, A. I., Masluchah, L., Rahmawati, S., & Zulkarnaen, A. A. (2026). Islamic Human Resource Management, Leadership, Work Ethics, and Employee Engagement: Associations with Innovative Work Behavior in Islamic Banks. Jurnal Minds: Manajemen Ide Dan Inspirasi, 13(3), 761–776. https://doi.org/10.24252/minds.v13i3.70507
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