Muhammad Rafi Maulana*
Fakultas Ekonomi dan Bisnis, Universitas Jember, Indonesia
Mohammad Saleh
Fakultas Ekonomi dan Bisnis, Universitas Jember, Indonesia
Akhmad Munir
Fakultas Ekonomi dan Bisnis, Universitas Jember, Indonesia
DOI: https://doi.org/10.19184/ijabah.v3i2.5677
ABSTRACT
Organizational commitment is key to the success of Islamic philanthropic institutions that manage public funds based on trust. This study analyzes the condition of organizational commitment and its development strategies among employees of Lazismu Kabupaten Gresik, a zakat institution with a high reputation for accountability and a strong Islamic culture. Using a descriptive qualitative approach through case studies, data was obtained from in-depth interviews, observations, and document analysis, then analyzed using the interactive model of Miles, Huberman, and Saldaña. The results of the study show that the three dimensions of organizational commitment—affective, sustainable, and normative—are formed simultaneously with different drivers. Affective commitment arises from the internalization of spiritual values and the meaning of work as worship, sustainable commitment is influenced by rational considerations such as income stability and career opportunities, while normative commitment is strengthened by a sense of moral and religious responsibility. Lazismu develops employee commitment through the strengthening of spiritual values, a performance-based reward system, employee involvement in decision-making, and the provision of clear career paths. These findings enrich the Three-Component Model of Organizational Commitment with the context of Islamic work ethics, while also confirming the relevance of social exchange theory in faith-based nonprofit organizations. This study provides theoretical contributions and offers a practical model for zakat institutions in designing human resource policies that balance religious values and modern management practices.
Keywords: Organizational commitment, Lazismu, Development strategy, Islamic values, Human resources
ABSTRAK
Komitmen organisasi merupakan kunci keberhasilan lembaga filantropi Islam yang mengelola dana publik berbasis amanah. Penelitian ini menganalisis kondisi komitmen organisasi dan strategi pengembangannya pada karyawan Lazismu Kabupaten Gresik, sebuah lembaga amil zakat dengan reputasi akuntabilitas tinggi dan budaya Islami yang kuat. Menggunakan pendekatan kualitatif deskriptif melalui studi kasus, data diperoleh dari wawancara mendalam, observasi, dan analisis dokumen, lalu dianalisis dengan model interaktif Miles, Huberman, dan Saldaña. Hasil penelitian menunjukkan bahwa ketiga dimensi komitmen organisasi—afektif, berkelanjutan, dan normatif—terbentuk secara simultan dengan pendorong yang berbeda. Komitmen afektif lahir dari internalisasi nilai spiritual dan makna pekerjaan sebagai ibadah, komitmen berkelanjutan dipengaruhi pertimbangan rasional seperti stabilitas pendapatan dan peluang karier, sedangkan komitmen normatif diperkuat oleh rasa tanggung jawab moral dan religius. Lazismu mengembangkan komitmen karyawan melalui penguatan nilai spiritual, sistem penghargaan berbasis kinerja, pelibatan karyawan dalam pengambilan keputusan, dan penyediaan jalur karier yang jelas. Temuan ini memperkaya Three-Component Model of Organizational Commitment dengan konteks etika kerja Islam, sekaligus menegaskan relevansi teori pertukaran sosial dalam organisasi nirlaba berbasis agama. Penelitian ini memberi kontribusi teoretis dan menawarkan model praktis bagi lembaga zakat dalam merancang kebijakan sumber daya manusia yang menyeimbangkan nilai religius dan praktik manajemen modern.
Keywords: Komitmen organisasi, Lazismu, Strategi pengembangan, Nilai islam, Sumber daya manusia
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