Individual characteristics of the most important resources in an organization is the human resources. Every human being has the characteristics of individuals who differ with one another. According to Stoner in the Nurhastuti (2011) Characteristics of the individual is the desire, attitude and needs someone who is brought into work situations.
According to Robbins (1996) there is the present variables include individual biographical characteristics, abilities, personality and learning. While according to Winardi (2004) characteristic that is present in every individual includes the background of the family, social, and individual experience of the individual Characteristics are traits that are attached to the individual that distinguishes one individual with others and became a capital of the working ability. Individual characteristics is a character in a good employee that is positive or negative. Characteristics-this very diverse characteristics, any company can certainly choose an employee who has a good criteria and these characteristics should also be in accordance with what the company desired
According to Bashaw & Grant (Siti Mahmodha Almalifah, 2005:33) suggests some personal traits include: gender, marital status, age, education, family income, and term of Office. While according to Nimran (Sopiah, 2008:13) that individual characteristics are biographical characteristics, personality, perception and attitude.
According to Gibson and James L (1996:123) that is a characteristic of individuals is the ability and skills, backgrounds and demographics. At the individual level, the characteristics of each individual (personal) which includes: personal or biographical traits such as: age, sex, marital status, personality traits, values and attitudes and the level of basic capabilities will affect their behaviour at the places of work (Robbins, 2003).
2.2 Work Values of Islam
The value indicates what is desirable or undesirable, or what you want to accomplish Locke (1976); Khanifar (2011). The value is usually associated with an ideal or standard that guides human behavior and a point of reference by which the human judging oneself as well as others (Cox & Parkinson, 1999).
In the environment of a place of work there is the term "job value" which stems from the basic assumptions that can affect the attitudes and behavior of individual and organizational performance (Matin, 2009:303). Work values represent the meaning that individuals cling to the perceived job characteristics according to Kallberg (1977). Institutionalization of values that help build a work environment and a healthy organization can be the cause of the emergence of a positive workplace behavior to improve organizational performance Khanifar dkk (2011) according to Pennings (1970), a work value system can be defined as the set of attitudes and opinions which a person evaluates the work and environment of work. herzbeg dkk. (1956) considers the value of work as motivational aspects of representation, namely the driving factor and personal.
Nowadays more and more organizations are facing an environment that is dynamic and always changing, it is demanded of the Organization to be able to adjust for changes is one of the important things on this current era. Caplow (1983) as cited by Yousef (2000) asserts that every organization must deliver what is required by the environment and such requests varies along with the changing environment. Connor and Becker (1975) and summarizes some of the research concluded that the attention to the value of work of employees in the organisation of
work badly needed. Knowledge of the value of the pattern of work of employees in an organization of work when the note will help the process of smooth execution of job duties that are present in the work of the Organization, so that the effectiveness of the work of employees in the Organization work that can be realized.
England (1973) had a very central assumptions in the field of this value, is a connection between the values embraced someone with his behavior. In addition Connor and Becker (1975) States that the behaviour in General is the manifestation of values and attitudes. This also corresponds to one issue that dominates the literature akhirakhir human resources management focused on values, norms are assumed as the Foundation is essentially to be or behave (Kochan & Baricci , 1985).
Principals who work in the industry of Sharia should have the value of the work values that refer to his kesyariahan i.e. such Islamic Research wahab (2015) values of Islamic work are built from some value that is an attitude of gratitude, hard work, self discipline the virtues of perfection (itqan), responsibilities, skilled, taqwa, Consultative Attitude-Cooperative, Competitive-Cooperative Attitude
2.3 Job Satisfaction
According to Spector (1997) job satisfaction is the general feeling about work or also as relationships of attitudes about various aspects of the work. While according to Mathis and Jackson (2009) job satisfaction is an emotional state that positive results from the evaluation of a person's work experience, this opinion also is similar to the dikemukakakn by Locke in Johnson (2004) which mean contentment work as an emotional state that sites that diasosiasika with the work or employment situation there are several factors that affect job satisfaction of employees according to Spector (1997) there are nine factors that affect job satisfaction of employees with the name of the Job Satisfaction Survey (JSS) namely supervision, promotion, salary, benefits, awards, allowances regulations, work colleagues, the work itself and komuikasi in freedom of association other than those factors Burt in Anoraga (1998) posited his opinion about the factors that can lead to job satisfaction factors i.e. relationships between employees, individual factors, and external factors 2.4 organizational commitment organizational commitment is an attitude that reflects the extent to which an individual knowing and tied to the Griffins Organization (2004:15) and also the opinion of Robbins (2001:140) a situation where sseorang favoring employees at a specific organization and its aims as well as the intention of maintaining membership in the Organization the Allan meyer and smith (in sopiah, 2008:157) mendifinisakan organizational commitment of a concept that has three forms, namely affectife commitment, continuance commitment and normative commitment. Every employee has a base and a different behavior based on the commitment of the Organization.
3. Methodology
3.1 The Type and Design Of The Study
the study was designed using multiple variables i.e. individual characteristics, work values of islam as well as employee job satisfaction commitment
as for the frame of mind that created the researcher as the follow
variable X that were on the researchers in this study are the characteristics of the individual and work values of islam while the variable Y is the employee job satisfaction and commitment employee organizations
3.3 Hypothesis
This study is expected to provide analysis of human behavior and the role of human resources in the development of an organization through employee job satisfaction and organizational commitment as well as a wide range of variables that influenced them, given human resources as perpetrators and are the most strategic aspect as well as capable of creating competitive advantage that always can have maintenance and development. Based on the problem and research objectives that had been expressed earlier, the various previous research results as well as the conceptual framework that is built, then the hypothesis of the research will be formulated as follows: H1: Characteristics of individuals a positive effect towards job satisfaction of employees of H2: Characteristics of individuals positive effect against the employee organizational commitment: the individual characteristics of the H3 of positive work values against the influential Islamic H4: work values of islam influential positive employee job satisfaction against H5: the value of work-a positive effect against Islamic organizational commitment of employees
3.4 location and time study
the location of the research examined by researchers including sharia attractions that are located in Jakarta who are already entered in the halal toursm site designated by the Ministry of tourism and research time on april 20 to 20 may 2018
3.5 Population Research
population is generelisasi which consists of: an object or subject that has certain qualities and characteristics set by the researchers to learn and then drawn the conclusion (Sugiyono, 2011:80). Population could also be interpreted as a complete collection of the entire element is a type that can be differentiated (distinguashable) who became the object of study (j. Supranto, 2001:42)
While the sample according to sugiyono (2002 57) is a part of the characteristics that became the source of the data is actually Hair et al. in Ferdinand, (2002:48), also suggested that the sample size depends on the number of indicators used in the entire latent variable. It is recommended that the minimum sample size is 5-10 observation for each parameter estimation. In this study a sample of five times of indicator questions. To collect the required data used in
this study, the data-collecting instruments in the form of questionnaires, interviews and documentation. Questions or statements in the questionnaire using Likert scale is measured by a score of 1 to 5. To be able to answer the question of research and assess the models developed, the analysis techniques will be used are Sturctural, Equation Modeling (SEM) using LISREL program packages and SPSS (Statistical Program for Social Sciences) version 21.0. The use of SEM allows researchers to test the relationship between complex variables in order to obtain a comprehensive picture about the whole model. SEM can be tested simultaneously (Bohlen, in Ghozali and Fuad, 2005:3).