| Acknowledgements | 第5-6页 |
| 摘要 | 第6-8页 |
| Abstract | 第8-10页 |
| 概要 | 第11-43页 |
| Chapter 1 Introduction | 第43-52页 |
| 1.1 Background of the study | 第43-45页 |
| 1.2 Justification of the study | 第45-49页 |
| 1.3 Statement of the Problem | 第49页 |
| 1.4 Significance of the study | 第49-52页 |
| 1.4.1 Literary contribution | 第49-50页 |
| 1.4.2 Contextual contribution | 第50页 |
| 1.4.3 Managerial Implication | 第50-52页 |
| Chapter 2 Review of Literature | 第52-70页 |
| 2.1 Theoretical Framework | 第52-53页 |
| 2.1.1 Equity Theory | 第52-53页 |
| 2.1.2 Social Exchange Theory | 第53页 |
| 2.2 Islamic Work Ethics (IWE) | 第53-58页 |
| 2.2.1 Similarities and Differences between IWE and PWE | 第56页 |
| 2.2.2 Uniqueness of IWE | 第56-58页 |
| 2.2.2.1 Purity of Intention | 第56-57页 |
| 2.2.2.2 Emphasis on Halal and Haram | 第57页 |
| 2.2.2.3 Employee- Employer Relationship | 第57页 |
| 2.2.2.4 Dealing with Sexual Harassment at Workplace | 第57-58页 |
| 2.3 Organizational Justice | 第58-61页 |
| 2.3.1 Dimensions of Organizational Justice | 第59-61页 |
| 2.3.1.1 Distributive Justice | 第59页 |
| 2.3.1.2 Procedural Justice | 第59-60页 |
| 2.3.1.3 Interactional Justice | 第60-61页 |
| 2.4 Organizational Citizenship Behavior (OCB) | 第61页 |
| 2.5 Work Engagement | 第61-62页 |
| 2.6 Equity Sensitivity | 第62-63页 |
| 2.7 The Relationship between IWE Work Engagement and OCB | 第63-65页 |
| 2.8 Relationship between Organizational Justice, Work Engagement and OCB | 第65-67页 |
| 2.9 The Moderating Role of Islamic Work Ethics (IWE) | 第67-68页 |
| 2.10 The Mediating Role of Equity Sensitivity | 第68-69页 |
| 2.11 The Moderating Role of Equity Sensitivity | 第69页 |
| 2.12 Chapter Summary | 第69-70页 |
| Chapter 3 Conceptual Framework and Research Methodology | 第70-75页 |
| 3.1 Conceptual Framework | 第70页 |
| 3.2 General Question | 第70-71页 |
| 3.2.1 Research Questions | 第70-71页 |
| 3.3 Research Objectives | 第71页 |
| 3.4 Structure of the Study Model | 第71-74页 |
| 3.5 Methodology and Sample | 第74-75页 |
| Chapter 4 The Effect of Islamic Work Ethics on Employees Work Engagement and Organizational Citizenship Behavior | 第75-89页 |
| 4.1 Introduction | 第75-77页 |
| 4.2 Theory and Hypothesis | 第77-80页 |
| 4.2.1 IWE, Work Engagement and OCB | 第77-78页 |
| 4.2.2 Effect of IWE on Employees Work Engagement | 第78-79页 |
| 4.2.3 Effect of IWE on OCB | 第79-80页 |
| 4.3 Method | 第80-83页 |
| 4.3.1 Sample and Procedures | 第80-83页 |
| 4.3.2 Measures | 第83页 |
| 4.4 Analysis and Results | 第83-87页 |
| 4.4.1 Validity and Reliability | 第83-86页 |
| 4.4.2 Descriptive statistics | 第86页 |
| 4.4.3 Regression Analysis | 第86-87页 |
| 4.5 Discussion | 第87-89页 |
| Chapter 5 Does Justice Matter in Predicting Organizational Citizenship Behavior? The Moderating Role ofIslamic Work Ethics | 第89-104页 |
| 5.1 Introduction | 第89-91页 |
| 5.2 Theory and Hypotheses | 第91-95页 |
| 5.2.1 Organizational Justice and Organizational Citizenship Behavior (OCB) | 第91-93页 |
| 5.2.2 The Moderating Role of Islamic Work Ethics (IWE) | 第93-95页 |
| 5.3 Methods | 第95-98页 |
| 5.3.1 Sample and Procedures | 第95-98页 |
| 5.3.2 Measures | 第98页 |
| 5.4 Results | 第98-102页 |
| 5.4.1 Descriptive statistics | 第98-99页 |
| 5.4.2 Regression analysis of distributive, procedural, interactional justice and OCB | 第99页 |
| 5.4.3 Moderating Hypotheses Analysis | 第99-102页 |
| 5.5 Discussion | 第102-104页 |
| Chapter 6 Linking the Gap between Justice and Work Engagement by Studying the Moderating Role of Islamic Work Ethics | 第104-125页 |
| 6.1 Introduction | 第104-106页 |
| 6.2 Theoretical Background and Hypotheses Development | 第106-111页 |
| 6.2.1 Employees Work Engagement and Organizational Justice | 第106-108页 |
| 6.2.2 The Moderating Role of Islamic Work Ethics (IWE) | 第108-111页 |
| 6.3 Methods | 第111-114页 |
| 6.3.1 Sample and Procedures | 第111-114页 |
| 6.3.2 Measurement | 第114页 |
| 6.4 Analysis and Results | 第114-123页 |
| 6.4.1 Validity and Reliability | 第114-116页 |
| 6.4.2 Descriptive statistics | 第116-117页 |
| 6.4.3 Confirmatory factor analysis (CFA) of Distributive justice, Procedural justice, interactionaljustice, Islamic work ethics, and work engagement | 第117-118页 |
| 6.4.4 Common Method Variance | 第118-119页 |
| 6.4.5 Regression analysis of distributive,procedural,interactional justice and work engagement | 第119-120页 |
| 6.4.6 Moderating Hypotheses Analysis | 第120-123页 |
| 6.5 Discussion | 第123-125页 |
| Chapter 7 The Mediating Role of Work Engagement on the Relationship between Procedural Justice and Organizational Citizenship Behavior | 第125-140页 |
| 7.1 Introduction | 第125-127页 |
| 7.2 Theory and Hypothesis | 第127-131页 |
| 7.2.1 Organizational Citizenship Behavior (OCB) | 第127-128页 |
| 7.2.2 Procedural Justice | 第128页 |
| 7.2.3 The relationship between Procedural Justice and OCB | 第128-129页 |
| 7.2.4 Work Engagement | 第129页 |
| 7.2.5 The Relationship between Procedural Justice and Work Engagement | 第129-130页 |
| 7.2.6 Employees Work Engagement and OCB | 第130页 |
| 7.2.7 The Mediating Role of Work Engagement | 第130-131页 |
| 7.3 Methods | 第131-134页 |
| 7.3.1 Sample and Procedures | 第131-134页 |
| 7.3.2 Measurements | 第134页 |
| 7.4 Results | 第134-138页 |
| 7.4.1 Descriptive statistics | 第134-135页 |
| 7.4.2 Confirmatory Factor Analysis (CFA) for Procedural justice, OCB and Work Engagement | 第135-136页 |
| 7.4.3 Common Method Variance | 第136页 |
| 7.4.4 Regression Analysis of Procedural justice, Work Engagement and OCB | 第136-137页 |
| 7.4.5 Mediation Analysis | 第137-138页 |
| 7.5 Discussion | 第138-140页 |
| Chapter 8 How Distributive Justice and Islamic Work Ethics influence employee Work Engagement: By Examining the Mediating and Moderating role of Perceived Equity Sensitivity | 第140-158页 |
| 8.1 Introduction | 第140-143页 |
| 8.2 Literature review and Hypotheses | 第143-149页 |
| 8.2.1 Islamic Work Ethics (IWE) | 第143-144页 |
| 8.2.2 IWE and Work Engagement | 第144-145页 |
| 8.2.3 Distributive Justice and Work Engagement | 第145页 |
| 8.2.4 IWE and Perceived Equity Sensitivity | 第145-146页 |
| 8.2.5 Perceived Equity Sensitivity and Work Engagement | 第146-147页 |
| 8.2.6 The Mediating Role of Perceived Equity Sensitivity | 第147-148页 |
| 8.2.7 The Moderating role of Equity Sensitivity | 第148-149页 |
| 8.3 Methods | 第149-151页 |
| 8.3.1 Sample and Procedures | 第149-151页 |
| 8.3.2 Measures | 第151页 |
| 8.4 Analysis and Results | 第151-156页 |
| 8.4.1 Validity and Reliability | 第151-152页 |
| 8.4.2 Descriptive statistics | 第152-153页 |
| 8.4.3 Confirmatory Factor Analysis (CFA) for Distributive Justice, IWE, Equity Sensitivity, andWork Engagement | 第153-154页 |
| 8.4.4 Common Method Variance | 第154页 |
| 8.4.5 Regression Analysis of Islamic work ethics, equity sensitivity and work engagement | 第154-155页 |
| 8.4.6 Mediation analysis | 第155-156页 |
| 8.4.7 Regression analysis of distributive justice and work engagement | 第156页 |
| 8.5 Discussion | 第156-158页 |
| Chapter 9 Conclusion,Implications,Limitation,and Future Research Suggestions | 第158-165页 |
| 9.1 Conclusion | 第158页 |
| 9.2 Theoretical Contribution | 第158-161页 |
| 9.3 Contextual Contribution | 第161-162页 |
| 9.4 Managerial Implication | 第162-163页 |
| 9.5 Limitations and Future Research Suggestions | 第163-165页 |
| References | 第165-186页 |
| Appendixes | 第186-192页 |
| LIST OF RESEARCH PUBLICATION | 第192页 |
| ARTICLES UNDER REVIEW | 第192-193页 |
| ARTICLES READY FOR SUBMISSION | 第193页 |
| CONFERENCES | 第193页 |
