Professional Work Culture from the Perspective of Hadith and Its Implementation at the Regional Office of the Ministry of Hajj and Umrah, North Sumatra Province
DOI:
https://doi.org/10.24256/jiis.v6i1.12871Keywords:
itqān, service, professional work culture , public service, trustworthinessAbstract
A professional work culture is crucial to administering Hajj and Umrah services, as it requires staff competence, regulatory compliance, accountability, and an orientation toward public needs. The ethical values derived from the Hadith offer a normative framework for understanding bureaucratic professionalism through the concepts of itqān (excellence/precision), amānah (integrity/trustworthiness), and khidmah (service). This study aims to analyze the professional work culture at the Regional Office of the Ministry of Hajj and Umrah in North Sumatra Province, construct these three values from the Hadith, examine their application in work practices and service delivery, and identify normative tensions and the limitations of their implementation. The study employs a qualitative approach with a case study design. Data were collected between March and June through in-depth interviews with one informant, observations, and documentation, and were subsequently analyzed using a normative-empirical approach. The informant’s testimony, analyzed alongside observational data and relevant documents, reveals a work culture that emphasizes regulatory order, operational order, cultural order, competence, discipline, responsibility, and a humanistic, democratic leadership style. Normatively, itqān refers to quality and precision in work; amānah to integrity and responsibility; and khidmah to responsive service and respect for public needs. These values are reflected in institutional commitment, disciplinary mechanisms, external oversight, a service-oriented approach, and rewards. Factors supporting this culture include employee commitment, public oversight, and religious work values, while challenges—according to the informant—include diverse educational backgrounds, limited personnel, the process of adjusting organizational culture, and staff welfare issues.
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