Volume 08 Issue 02 February 2025
1Dewi Suci Utari, 2Abdul Hadi Sirat, 3Rahmad Sabuhari, 4Abdullah W. Jabid
1,2,3,4Universita Khaerun Ternate
DOI : https://doi.org/10.47191/ijsshr/v8-i2-36Google Scholar Download Pdf
ABSTRACT
Work motivation is a fundamental factor influencing employee performance, productivity, and job satisfaction. Scientific theories such as Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, Self-Determination Theory, and Goal-Setting Theory provide comprehensive insights into intrinsic and extrinsic motivational drivers, including financial incentives, career growth, and psychological fulfillment. While these theories effectively explain motivation from a secular and empirical standpoint, they often neglect spiritual and ethical dimensions, which are crucial in many cultural and religious contexts. From an Islamic perspective, work is regarded as a form of worship (‘Ibadah) when performed with sincerity and excellence. Islamic teachings emphasize intention (niyyah), Ihsan (excellence), Rizq (sustenance), and Hisab (accountability before Allah) as key motivational factors. Unlike Western theories, which primarily focus on self-actualization and performance outcomes, Islam promotes a dual approach to motivation, balancing worldly rewards (salary, promotions, and financial stability) with spiritual rewards (divine blessings and rewards in the Hereafter). The concept of Hisab serves as an intrinsic moral regulator, ensuring ethical work behavior, transparency, and social responsibility. A comparative analysis reveals that while both scientific and Islamic perspectives recognize the importance of goal-setting, effort, and rewards, they differ in their ultimate purpose and underlying values. Scientific models emphasize individual achievement and external reinforcement, whereas Islamic principles integrate faith, ethics, and spiritual consciousness into work motivation. This study suggests that integrating modern psychological theories with Islamic ethical values can lead to a more balanced, ethical, and purpose-driven work environment. Such an approach enhances employee well-being, fosters ethical leadership, and strengthens workplace integrity. Future research should explore empirical applications of Islamic motivation in modern organizations, highlighting its potential to create engaged, responsible, and morally driven professionals.
KEYWORDS:Work motivation, Islamic work ethics, psychological theories, self-determination, goal-setting, intrinsic motivation, ethical work behavior, accountability (Hisab), Ihsan, Rizq.
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