An Employee Performance, Innovation, and Organizational Culture  in The Perspective of Islamic Work  Ethics and Maqāṣid al-Sharī‘ah (Evidence from PT Perkebunan Nusantara IV Sei Mangkei SEZ (Special Economic Zone), Indonesia

Ridha Tri Handayani; Suhairi; Purnama Ramadani Silalahi

doi:10.24256/alw.v10i2.8898

Authors

Ridha Tri Handayani State Islamic University of North Sumatra, Medan, Indonesia
Suhairi State Islamic University of North Sumatra, Medan, Indonesia
Purnama Ramadani Silalahi State Islamic University of North Sumatra, Medan, Indonesia

DOI:

https://doi.org/10.24256/alw.v10i2.8898

Keywords:

Employee Performance, Innovation , Organizational Culture, Islamic Work Ethics, Maqāṣid al-Sharī‘ah

Abstract

Purpose – This study aims to analyze the influence of innovation, organizational culture, and burnout on employee performance at PT Perkebunan Nusantara IV Sei Mangkei. In addition, this research examines employee performance through the perspective of Islamic Work Ethics and maqāṣid al-sharī‘ah, emphasizing values of amanah, ihsān, responsibility, and balance in work practices.

Method – This study employed a quantitative approach using a survey method. Data were collected from 121 employees of PT Perkebunan Nusantara IV Sei Mangkei through structured questionnaires. The data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS to assess the relationships among innovation, organizational culture, burnout, and employee performance.

Result – The findings indicate that innovation and organizational culture have a positive and significant effect on employee performance, while burnout does not show a significant direct effect. From the perspective of Islamic Work Ethics, employee performance is understood not merely as a managerial or productivity outcome, but as the fulfillment of amanah and moral responsibility. These results align with the objectives of maqāṣid al-sharī‘ah, particularly the protection of wealth (ḥifẓ al-māl), the protection of life (ḥifẓ al-nafs), and the preservation of human dignity, where innovation and a supportive organizational culture contribute to sustainable performance and employee welfare.

Implication – This study contributes to the literature on Islamic economic law by demonstrating that employee performance in a Special Economic Zone is not merely a managerial outcome, but also an ethical and legal expression shaped by Islamic Work Ethics and the objectives of maqāṣid al-sharī‘ah. By integrating Islamic Work Ethics and maqāṣid al-sharī‘ah, the findings support the development of organizational policies that promote justice, balance, and employee welfare while sustaining performance and organizational continuity

References

Source Book:

Mardani, D. (2016). Konsep maqashid syariah dalam ekonomi dan keuangan Islam. Jakarta: Kencana.

Rivai, V., & Arifin, A. (2018). Perspektif Islam tentang manajemen sumber daya manusia. Jakarta: RajaGrafindo Persada.

Source of Journal Article

Amin, N. F., Garancang, S., & Abunawas, K. (2023). Konsep Umum Populasi dan Sampel dalam Penelitian. Jurnal Pilar, 14(1), 15–31.

Paulus. (2018). UPAYA HUKUM DALAM PENYELESAIAN PERSELISIHAN HUBUNGAN INDUSTRIAL BERDASARKAN UNDANG-UNDANG NOMOR 2 TAHUN 2004. Energies, 6(1), 1–8. http://journals.sagepub.com/doi/10.1177/1120700020921110%0A

Aman, M. K. (2019). The effect of employee engagement and organization culture on company innovation capability. International Journal of Contemporary Accounting, 1(1). https://doi.org/10.25105/ijca.v1i1.5182

Amin, N. F., Garancang, S., & Abunawas, K. (2023). Konsep umum populasi dan sampel dalam penelitian. Jurnal Pilar, 14(1), 15–31. https://doi.org/10.26618/whw41w62

Antonio, M. S., Sanrego, Y. D., & Taufiq, M. (2019). Maqashid syariah sebagai dasar pengukuran kinerja perusahaan. Jurnal Al-Iqtishad: Jurnal Ilmu Ekonomi Syariah, 11(1), 1–22. https://doi.org/10.15408/aiq.v11i1.10295

Ascarya, A., & Yumanita, D. (2017). Analisis nilai-nilai etika bisnis Islam dan implikasinya terhadap kinerja perusahaan. Jurnal Ekonomi Syariah Indonesia, 7(2), 85–98.

Cardina, D. S., Negara, D. J., & Irawan, I. (2022). The effect of organizational culture and perceived organizational support on innovative work behavior. Lembaran Ilmu Kependidikan, 51(2). https://doi.org/10.15294/lik.v51i2.40648

Ekhsan, M., Aprian, A., & Parashakti, R. D. (2022). Pengaruh komitmen organisasi, organizational citizenship behavior, dan semangat kerja terhadap kinerja karyawan. Jurnal Perspektif Manajerial dan Kewirausahaan (JPMK), 2(2), 19–33. https://doi.org/10.59832/jpmk.v2i2.170

Faturrahman, S., & Yuniawan, A. (2023). The influence of organizational culture and work motivation on employee performance with job satisfaction as an intervening variable. Jurnal Bisnis Strategi, 32(2), 31–44. https://doi.org/10.14710/jbs.32.2.31-44

Fauzia, I. Y. (2018). Etika bisnis Islam dalam praktik ekonomi modern. Jurnal Iqtisaduna, 4(2), 145–158. https://doi.org/10.24252/iqtisaduna.v4i2.7255

Hafidhuddin, D., & Tanjung, H. (2019). Implementasi etika kerja Islam dalam peningkatan kinerja sumber daya manusia. Jurnal Al-Muzara’ah, 7(1), 1–14. https://doi.org/10.29244/jam.7.1.1-14

Huda, N., & Heykal, M. (2017). Prinsip fiqh muamalah dalam aktivitas bisnis kontemporer. Jurnal Ekonomi dan Perbankan Syariah, 5(1), 19–34.

Ismail, A., & Razak, A. (2020). Etika kerja Islam dan pengaruhnya terhadap kinerja karyawan. Jurnal Ekonomi dan Bisnis Islam (JEBI), 5(2), 109–122.

Kim, J., & Jung, H.-S. (2022). The effect of employee competency and organizational culture on employees’ perceived stress for better workplace. International Journal of Environmental Research and Public Health, 19(8), 4428. https://doi.org/10.3390/ijerph19084428

Koch, A. K., & Adler, M. A. (2018). Emotional exhaustion and innovation in the workplace: A longitudinal study. Industrial Health, 56(6), 524–538. https://doi.org/10.2486/indhealth.2017-0095

Lisan, R. J., Perizade, B., Widiyanti, M., & Adam, M. (2022). Effect of work burnout and organizational culture on employee performance at PT. PLN (Persero) UIW Bangka Belitung. International Journal of Social Sciences and Humanities, 5(2). https://doi.org/10.29332/ijssh.v5n2.1400

Malik, M. S., & Mohsin, I. (2022). Impact of collaborative innovation capability and emotional intelligence on sustainable innovation performance with mediation of employee burnout. The Journal of Contemporary Issues in Business and Government, 28(2), 14–39. https://doi.org/10.47750/cibg.2022.28.02.002

Mijakoski, D., Karadzinska Bislimovska, J., Basarovska, V., Montgomery, A., Panagopoulou, E., Stoleski, S., & Minov, J. (2015). Burnout, engagement, and organizational culture: Differences between physicians and nurses. Open Access Macedonian Journal of Medical Sciences, 3(3), 506–513. https://doi.org/10.3889/oamjms.2015.091

Nilasari, B. M. (2024). Enhancing organizational culture, innovative behavior, and employee performance. MB: Manajemen & Bisnis, 15(2). https://doi.org/10.18196/mb.v15i2.21151

Octavianto, A. R., & Irawanto, D. W. (2024). The influence of organizational culture and interpersonal communication on employee performance. Jurnal Kinerja Industri, 3(2). https://doi.org/10.21776/jki.2024.03.2.06

O’Hara, S., Melnyk, B. M., Hsieh, A. P., Helsabeck, N. P., Giuliano, K. K., & Vital, C. (2025). Innovation, wellness, and EBP cultures are associated with less burnout, better mental health, and higher job satisfaction in nurses and the healthcare workforce. Worldviews on Evidence-Based Nursing, 22(2), e70012. https://doi.org/10.1111/wvn.70012

Permana, G. D. (2023). The impact of employee competence, culture of innovation, and leadership style on organizational effectiveness. International Journal of Management & Business Administration, 2(2), 631. https://doi.org/10.54099/ijmba.v2i2.631

Purwanti, E., Ariprabowo, T., & Sukaris, S. (2024). The influence of organizational culture, work environment, workload, and discipline on teacher performance. Innovation Research Journal, 5(1), 34–40. https://doi.org/10.30587/innovation.v5i1.7645

Sari, D. P., & Nugraha, A. (2021). Etika bisnis Islam dan kesejahteraan karyawan dalam perspektif maqashid syariah. Jurnal Al-Amwal: Journal of Islamic Economic Law, 6(2), 123–138.

Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248

Sijabat, R., & Hermawati, R. (2021). Studi beban kerja dan stres kerja berdampak burnout pada pekerja pelaut berkebangsaan Indonesia. Jurnal Sains dan Teknologi Maritim, 22(1), 75. https://doi.org/10.33556/jstm.v22i1.270

Sutrisno, E., & Widodo, S. (2022). Burnout kerja dalam perspektif Islam dan implikasinya terhadap kinerja. Jurnal Ilmiah Ekonomi Islam, 8(3), 3121–3130. https://doi.org/10.29040/jiei.v8i3.4876

Tabrizi Mehr, E. (2021). Predicting job burnout based on organizational culture and employee motivation. International Journal of Innovation Management and Organizational Behavior, 1(1), 1–16. https://doi.org/10.61838/kman.ijimob.1.1.1

Zhang, W., Zeng, X., Liang, H., Xue, Y., & Cao, X. (2023). Understanding how organizational culture affects innovation performance: A management context perspective. Sustainability, 15(8), 6644. https://doi.org/10.3390/su15086644

Zulkarnain, C. A., & Setyaningrum, R. P. (2022). The influence of work-life balance and work environment on job satisfaction with burnout as intervening variable of millennial employees during COVID-19 pandemic in Bekasi District. Proceedings of the 2nd International Conference on Government Education Management and Tourism, 1(1), 1–8.