Beyond Rules Understanding Workplace Ethics Through Islamic Values

What inspires people to do the right thing at work, even when no one is watching? Workplace misconduct remains a concern, highlighting the importance of integrity, accountability and ethical decision-making. In Islam, this reflects the principle of amar ma'ruf nahi munkar - enjoining what is right and forbidding what is wrong.

To better understand what shapes ethical choices in the workplace, an IERIF-funded research project developed and tested the Tasawwur-Based Employee Ethical Preference Index (TAWAP-i), drawing on Tasawwur principles and the objectives of Maqasid al-Shariah. The study examined ethical preferences among employees across five Malaysian public universities, identifying 10 dimensions that contribute to the index and inform our understanding of workplace ethics and performance.

INSIGHTS

What Shapes Ethical Behavior at Work?

Ranked 1st
Jazaa
Consequences in this world and the hereafter

0.470Index score
Ranked 2nd
Religious Satisfaction
Fulfilment associated with religious values

0.470Index score
Ranked 3rd
Piety
Personal religious commitment

0.469Index score

Note: Findings are based on research across five Malaysian public universities. Mean scores indicate the ranking of key factors: jazaa (4.699), religious satisfaction (4.695) and piety (4.686). Index scores represent mean values, not percentages.

REFLECTIONS

Notably, jazaa, religious satisfaction and piety ranked as the top three dimensions of ethical preference. These findings invite us to reflect on the role of spiritual values in shaping workplace ethics. Seeing work as an act of ibadah (worship) may deepen our sense of responsibility to do what is right, even when no one is watching. The findings also highlight the importance of considering spiritual values alongside organisational factors when understanding ethical preferences at work.

A satisfied Muslim employee perceives governance as a form of ‘ibadah (worship).

Al-Attas, 1980

ADVANCING MASLAHAH

TAWAP-i offers a potential framework for organisations to better understand employees’ ethical preferences and identify areas where workplace practices can be strengthened. Its findings could inform the development of employee training, ethical leadership initiatives and organisational policies that reinforce accountability, transparency, justice and trustworthiness alongside spiritual values. Further research is needed to validate the index across different workplace settings and establish how it can be applied to support more ethical and responsible work environments.

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