Vision

Islamic visionary leadership

Ansar argued that Islamic visionary leadership is the act of a leader to influence or encourage others to create and articulate a realistic, credible and attractive vision of the future that can improve current circumstances. Goleman) supported the view that Islamic visionary leadership is a leadership pattern that seeks to move people towards a shared dream with the most positive emotional climate, and it is most appropriate to use when change requires a new vision or when it requires clear direction. According to Bennis, 'the first basic ingredient of leadership is a guiding vision'. Every leader should have a clear view of what he or she wants to do. Likewise, Syarif and Lina expressed that Islamic visionary leadership is an effort to influence others in achieving organizational goals based on the vision that has been set effectively with the dimensions of setting superior standards and reflecting high ideas, clarifying goals and directions, generating enthusiasm and maintaining commitment, effective communication, reflecting the uniqueness of the organization and using different competencies and ambition. Similarly, Kippenberg and Stam described Islamic visionary leadership as the leader's communication about the future vision for teams and organizations to persuade others to contribute to the realisation of that future. Furthermore, Kurniadi et al. suggested that Islamic visionary leadership can be defined as the ability of a leader to create, transform and implement his or her ideal thoughts.

Based on the given explanation, it can be concluded that Islamic visionary leadership is the style of a leader who places more emphasis on organizational members to contribute and focus on achieving the vision and picture of the company's future so that organizational members are clearly directed. With Islam's emphasis on justice, honesty and generosity, as well as the views of the Qur'an and the Prophet and the Imams on earning a lawful living and obliging Muslims to engage in economic work, the importance of work ethic in Islam is worth considering. But unfortunately, in our society, despite the many emphases, less attention has been paid to work ethic. While in some countries it has been considered an important issue in management, by reviewing previous articles and researches, this study shows that Islamic work ethic has positive effects on both job satisfaction and organizational commitment. Explaining its effects can be a good guide for managers to improve the effectiveness of their employees' work activities by institutionalising an Islamic work ethic.

Organizational commitment

Syarif and Lina stated that organizational commitment reflects the strength of employees in identifying self-involvement into organizational parts, characterised by acceptance of the values and goals of the organization, readiness and willingness to fight earnestly on behalf of the organization and the desire to maintain membership in the organization. In addition, Dharmawan explained that organizational commitment is the desire of employees to maintain membership in the organization and willingness to do business for the achievement of organizational goals. McDonald stated that organizational commitment is a psychological agreement signed between people and organizations. In conclusion, organizational commitment is related to the strong desire of employees in the form of active involvement and participation in the organization, cognitive and affective. Likewise, Kreitner and Kinicki revealed that organizational commitment is the extent to which a person knows the company and its goals. As shown in Newstorm, the organizational commitment is the level or degree of self-identification of employees with the organization and their desire to continue their active participation in the organization. Luthans explained that organizational commitment is a strong desire to remain a member of the organization, the desire to demonstrate a high level of business on behalf of the organization and a strong belief in accepting the values and goals of the organization.

Based on the given explanation, it can be concluded that organizational commitment is the extent to which employees believe in the organization by involving themselves emotionally and psychologically with a view to assisting the organization in achieving its goals.

Employee performance

Colquitt, Lepine and Wessone stated that employee performance is a set of values from employee behaviour that contribute both positively and negatively to the achievement of organizational goals. Furthermore, Gibson, Ivancevich and Donelly argued that employee performance is a set of work outputs related to organizational goals such as quality, efficiency and effectiveness. In addition, Deddy and Veithzal explained that performance is oriented to each person or employee with respect to their achievements in the company.

Based on this discussion, it can be concluded that employee performance is a set of assessments of employee behavior and actions in providing good contributions and outputs for the progress of the organization.

Theoretical framework

Yates et al. explained in their research that Islamic visionary leadership has a positive and significant impact on employee commitment to the organization. Basri, Dewi and Purba stated in their research that Islamic visionary leadership has a positive and significant impact on employee commitment to the organization. Isma et al. stated in their research that Islamic visionary leadership has a positive and significant impact on employee commitment to the organization. Kesumayani et al. revealed in their research that Islamic visionary leadership has a positive and significant impact on employee commitment to the organization, supported by Pulungan et al. in their research that Islamic visionary leadership has a positive and significant impact on employee commitment to the organization. Likewise, Syarif and Lina stated in their research that Islamic visionary leadership has a positive and significant impact on employee commitment to the organization.

Kurniadi et al. suggested that Islamic visionary leadership has a positive and significant effect on employee performance. Research by Miharja and Hayati stated that Islamic visionary leadership has a positive and significant effect on employee performance. Furthermore, Saba et al. explained that Islamic visionary leadership has a positive and significant effect on employee performance. Research by Shahab and Nisa suggested that Islamic visionary leadership has a positive and significant effect on employee performance, supported by research by Shanti et al. that Islamic visionary leadership has a positive and significant effect on employee performance. Likewise, research by Wang et al. stated that Islamic visionary leadership has a positive and significant effect on employee performance.

Hendri in his research stated that organizational commitment has a positive and significant effect on employee performance. Marie, Zhen and Xiong showed that organizational commitment had a positive and significant effect on employee performance. Then, research by Eliyana, Syamsul and Muzakki stated that there is an influence between transformational leadership, job satisfaction on organizational commitment and its implications on employee performance. Furthermore, research by Chen, Anne and Farh explained that employee organizational commitment has more influence on employee performance than loyalty to supervisors. The same thing was revealed by the research of Chen and Francesco, that there is an influence between organizational commitment and employee performance. Cesario and Chambel's research explained that the higher the employee's commitment to the organization, the easier it is to achieve an increase in employee performance. Then research by Astuty and Udin stated that employee commitment to the organization can practically improve employee performance. Also, research by Arifina et al. showed that employees need to have high organizational commitment to achieve significant performance improvements.