DO THE X-BANK COMMUNITY MEMBERS RESIGNED FROM

THE CONVENTIONAL BANK TO AVOIDING RIBA'S SIN?

Davy Hendri1, Andriani Syofyan2, Erpinda3

UIN Imam Bonjol Padang, Indonesia, davyhendri@uinib.ac.id .

2UIN Imam Bonjol Padang, Indonesia, andriani.syofyan@yahoo.co.id .
3UIN Imam Bonjol Padang, Indonesia, erpindha@gmail.com .

ABSTRACT

The X-Bank community, as a forum for former conventional bank employees throughout
Indonesia, had 6200 members at the end of 2018 approximately. No exception in the city of
Padang, with 150 members. This paper aims to confirm whether it is true that religiosity
(avoiding riba’s sin) be the main motivation for X-Bank Community members to resign. To
answer this question, the research was conducted to collect data from 120 respondents,
consisting of 60 members of the X-Bank Community and 60 more conventional bank employees
who are still active. Data were compiled using an online questionnaire form via GoogleDocs
and sent via e-mail and WhatsApp. As with the original objective, the main closed questions we
raise concern the (subjective) views of an employee (both resigned and active) regarding
interest status in the banking system. Furthermore, as an effort to cross-check the answer, the
temptation question, such as whether the employee intends to work at another conventional
bank that offers a twofold salary was also raised. A list of questions that can be answered
neutrally by both groups of respondents is also aimed at avoiding potential sample selection
bias. The analysis was carried out using a logistic regression model, which confirmed the
avoiding riba’s sin was indeed the main motivation for X-Bank Community members to resign.
This is further strengthened by the fact that in general, X-Bank Community members did not
have another (side) job when they decided to resign.

Keywords: Religiosity, Resign, Conventional Banks.

1
I. INTRODUCTION

1.1. Background

Why does someone resign from his job in the banking industry?. Resignation is like
something that is usually done by workers or employees. Resigning from one job at a specific
industry, then moving to another job in another one, had been a common phenomenon.
Likewise, moving from one institution to another, but still in the same industry. The same
incident also occurred in the financial institution industry, particularly banking. However, the
resignation phenomenon from a bank and then (consistently) deciding not to moving to another
bank is certainly not a common one.
The increasing number of conventional bank employees resigning phenomenon in
Indonesia is in line with the emergence and growth of the X-Bank community. This anti-usury
community1 was born on July 15 2017 and in 2018, the X-Bank Community members
throughout Indonesia have reached approximately 6200 people (X-Bank, 2020). Padang City
itself has a group of approximately 150 people. This community has a basecamp in Gor H. Agus
Salim, precisely at the KNPI’s mosque in Padang City.
A resignation is a form of withdrawal behavior in the world of work. Tower Watson
researched in 2013 on a leading consulting firm based in New York, concluded that 80% of
employees resigned or quit for non-financial reasons. Starting from relationship problems with
superiors, customers (customers), colleagues, the absence of room for career development for
employees, a less supportive work atmosphere or environment, new challenges, and various
other reasons.
In today's fast-paced world of increasing political, economic, and social
unpredictability, some may find it more problematic to avoid the emotional state of anxiety,
depression, or solitude (Reinberg, 2010). A niggling feeling of discontent with life may
incapacitate many a mindset that can harm an individual's personal and social lives. Many
individuals find sanctuary for it primarily beneath the wings of religion. Many studies results
depict that job stress is negatively associated with job satisfaction. Job satisfaction decreases
when job stress increases. At meanwhile job stress decreases when employee religiosity level
increases. Job Stress can clue to undesirable consequences in the workplace like decreased job
satisfaction, high absenteeism low organizational commitment, and high turnover, etc.
Therefore, employee religiosity acts as a buffer between job stressors, impacting job
satisfaction level, and decrease the intensity of these stressors by providing a coping
mechanism, which ultimately results in sustained or improved job satisfaction level. In terms of
religion, a range of diverse elements may be protecting scores of persons from psychologically
strenuous effects. Some may find their minds at rest when bowed down in prostration to their
Lord. Others may find relief within religious sermons where diverse religious books are read
and recited.
Desmond et al. (2013), Danuri and Sulistiyo (2017) stated that, under certain conditions,
religious faith is a strengthening of or substitution for job satisfaction. They found that a
religious worker may be dissatisfied with his/her job, but still be as productive as a satisfied

1
The interest of money that is practiced by conventional banks is a form of usury which in Islam is haram.
(MUI Fatwa No 1, 2004).

2
worker. Although the results are mixed, some studies have found a correlation between and job
satisfaction. Furthermore, a study conducted on the influence of creative organizational climate
on learning organization among employees in private organizations also found a strong
relationship between job satisfaction and turnover (resign) intention.
Most of the employees leave the organization because they were not allowed to practice
their religious beliefs such as lack of facilities to perform prayers and discrimination due to
attire that represents their religion. This has sent the signal that religiosity in the workplace is
expected to become an important factor as more employees consider their job as a religious
calling. Therefore, when employees consider their job as a religious calling which also means a
religious obligation, it is expected that this factor can contribute to increased job satisfaction,
organizational commitment, and reduction in turnover intention.
Finance is often perceived as the business discipline most far removed from spirituality
and religion also. Based on press coverage of the recent financial crisis and regularly occurring
scams and scandals, when many people think of finance they are likely to think of ruthless and
ethically dubious financiers ready to take advantage of the uninformed. The number of job
alternatives in big cities is also one of the factors driving employees to resign.
However, the review of the interaction of finance and religion shows that not only has
there been a long historical relationship between the two, but religion continues to influence
financial decision-making in the modern world. Historically, religiously inspired regulation
limited financial activity. In the modern world, religious preferences have prompted new
banking and mutual fund investment products and continue to affect how corporate leaders
make specific investment and financial decisions (Lim, et al, 2017).
The Koran also forbids interest and usury. Depositors at Islamic Banks, therefore, do
not earn interest but instead receive a share of the returns from the bank's investment of their
deposits. A home mortgage from an Islamic bank is also structured differently: the bank
generally buys the house and the customer then buys the house from the bank in installments
which total more than the bank's original purchase price. The economic outcomes for the
Islamic bank and its customers may differ little from those of traditional interest-bearing
products.
Nowadays, it is inconceivable that financial regulations in liberal democracies might be
based on religious scripture. The decline of Koran authority in regulating finance in the modern
economy is not surprising. The opportunity for today's business leaders is to recognize that the
greater freedom offered by secular laws also brings the opportunity to offer specialized
products to customers who still want financial products consistent with their faith. For
example, from 1963-1976 demand from devout Muslims resulted in the emergence of modern
banks operating according to Islamic principles. Islamic Banking is now a huge market, with an
estimated $2 trillion of assets managed by Islamic Banks.
But in the Indonesian context, the situation is much different. The growth of the Islamic
banking market share is in a stagnant status (CNN, 2019). Meanwhile, according to their
confession, most of the XBank Padang Community members resigned for fear of the sin of
usury (riba’s sin). The disclosure of various complex facts will certainly raise a suspicion: is it
true that avoiding riba’s sin is the main motivation for resigning from conventional banking?
Or are there other factors such as boredom at work related to the stagnant growth of the Islamic
banking industry?.

3
1.2. Objective

The questionnaire set with questions in such a way and circulated to respondents
online aims to :
1. Confirming the truth of the respondent's admission that the riba’s sin avoiding (hijrah)
was the main reason for resigning from conventional banking.
2. Also, knowing the possibility of an employee resigning for other reasons such as simply
joining in.
3. Furthermore, this study also has the potential to reveal the possibility that there are trail
followers (candidates) of banking employees who are still active today.
4. So that indirectly, the results of this study will be useful for decision-makers such as the
government as regulator and leader of the banking industry to establish specific
policies to anticipate the negative impact of the massive resign phenomenon.

II. LITERATURE REVIEW

2.1. Resign

The word resign comes from English which means to step back or stop. What is meant
by the resignation of a job is resignation or resignation from a company. Employee resignation
is one thing that cannot be avoided by any company. Meanwhile, according to Anwar Prabu
Mangkunegara resignation is an honorific dismissal by the company after considering and
approving the employee's resignation request for personal reasons.
Resignation is the permanent dismissal of an employee from the company. Resignation
of employees is divided into 2 (two), namely those that cannot be controlled by the company
(not voluntary) and those that can be controlled by the company (voluntarily). Resignation of
employees that cannot be controlled by the company, for example, employee retirement and
death.
Meanwhile, voluntary resignation is usually related to company conditions, for
example, employees resign due to remuneration problems or because employees feel stressed
and dissatisfied with their current job. Voluntary resignation is also supported by the
availability of jobs elsewhere and the quality of the employees themselves. The higher the
quality of employees and the more side jobs available, the easier it is for employees to leave the
company.
Employee resignation has both positive and negative sides of the company. The
positive side for the company, for example, the company has the opportunity to get employees
who have better abilities than previous employees, and companies can employ employees with
salaries that tend to be lower than previous employees, even though they do the same job.
Although resignation has positive aspects for companies, companies tend to want to
minimize the rate of employee resignation. The reason is, companies need stability and negative
aspects are not small and not cheap for the company. This negative aspect is that the company
loses employees which can be very useful for the progress of the company, and the company
must spend more time filling employee positions.

4
 Also, the resignation of an employee certainly has cost consequences for the company.
These costs include separation fees, employee transfer fees, and recruitment and training costs
for new employees who are projected to replace employees who have resigned. Even from a
financial point of view, employee resignation can cost around 50 to 100 percent of the
employee's costs for a year, and that is not added to the cost of losing employee knowledge.
For this reason, knowing the reasons for employee resignation is very important for the
company so that the company can prevent an increase in the rate of employee resignation in the
company environment. Many researchers have researched employee willingness to resign.
According to Staw, most employee resignations are based on aspects of the work environment
(including the job itself, coworkers, and company culture) as well as on the individual aspects
of the employees themselves (a decrease in performance is quite satisfactory). Although
sometimes employee resignation can be good for employees and the organization itself.

2.2. Usury

The Indonesian Ulema Council (MUI) through the fatwa commission on December 16,
2013, in the Ijtimak national working meeting forum, Indonesian Ulama has issued a fatwa on
interest. The fatwa states that interest on existing banks and other financial institutions has met
the criteria for usury. (MUI Fatwa No 16 of 2003).
Usury is an effort to find sustenance in a way that is not true and is hated by Allah
SWT. The practice of usury prioritizes one's profit at the expense of others. This creates a larger
social gap between the rich and the poor and can reduce the sense of brotherhood. Therefore
Islam prohibits usury. Allah forbids usury because of the many negative impacts caused by the
practice of usury.

Usury is expressly declared haram, as the Word of Allah SWT:

َ‫للاه وحرمَ الرب‬

َ َ‫وأحل‬

"Allah membuat jual beli legal dan usury dilarang"

(QS Al-Baqarah: 275)

In the hadith of the Prophet SAW.

َ‫الربا و ههو كِلههَ وكاتِبههَ وشاهِدي َِه وقالَ ههنَ سواء‬

ِّ ِ َ‫ آكِل‬-‫ صلى للا عليه وسلن‬-َِ‫َللا‬
ّ ‫سو هَل‬
‫لعنَ ر ه‬

Narrated from Jabir he said: "Rasulullah Saw. Cursing people who eat usury, writers and
witnesses, continued the Prophet, they are the same sin.

2.3. Previous Studies

Sow, M.T. (2015) in his study indicate that: (1) That there is a significant positive
influence between multiple role conflicts on turnover intention. (2) There is a significant

5
positive effect between multiple role conflicts on job stress. (3) There is a significant positive
effect between job stress on turnover intention. (4) There is a significant influence between
multiple role conflicts on turnover intention and job stress as an intervening variable.
The results showed that group cohesiveness negatively affects intense turnover
although it is not significant. Personality job fit positively affects turnover although it is not
significant. Job satisfaction negatively affects turnover although not significantly. However, if it
is seen from the dimensions, it is stated that the dimensions of conscientiousness, pay, and
promotion have a significant effect on turnover intention. Job insecurity, job satisfaction, and
work environment harm turnover intention.
The term 'Religious Calling' has no exact definition and varies from one study to
another. Mosadeghrad, Ferlie & Rosenberg cited that in the Judeo-Christian perspective, a
calling might be defined as "the belief that one's tasks are inspired by a spiritual, rather than
maternity entity". On the other hand, the Islamic definition for work as a religious calling is
seen in various verses of Al-Quran. One example is "and that man can have nothing but what
he does (good or bad). And that his deeds will be seen. Then he will be recompensed with a full
and best recompense".
All the verses stress the need for work and action by human beings. The work,
therefore, is regarded not only as a right but a duty and an obligation. The key component is the
belief that one has not ended up in a job because of random chance or because of one's design;
but rather, an individual believes that he or she has been 'put' in their job to serve a higher
purpose.
One study conducted by Roundy (2005) has a different finding compared to the SHRM
findings. Roundy hypothesized that the relationship between religious calling and work
satisfaction is moderated by the third factor which is organizational spirituality; an organization
that is "spiritual" will strengthen the relationship while for non-spiritual organizations, the
relationship will be either attenuated or negated. The study suggests that if employers wanted
to increase job satisfaction; employees, both religious and non-religious should strive to
increase the spirituality of their organization.
Morgan (2005) found that the "traditional wall separating faith from work" seems to be
crumbling at an accelerated rate causing "today's workers to be far more prone to do what in
the past was unthinkable: want to practice religion while at work". These trends suggest that
since a significant number of people consider religion to be an important aspect of their lives
and since an increase in the number of employees combining their religion and their work,
some understanding of how religious beliefs influence work preferences and outcomes is
certainly desirable. Satisfying the requirements of one's religion through one's work may cause
an individual to receive increased satisfaction from the feeling that they are successfully
integrating their religious values, or their religious lives, into their work.
Another link between religious callings and job satisfaction is that individuals who
believe their work is a religious calling may feel as if their jobs possess importance or
"weightiness" that non-religious-calling employment does not possess. Bokemeier and Lacy
(1987) found that the more purpose individuals find in their work the greater their work
satisfaction.

6
III. METHODOLOGY

This study aims to determine whether avoiding riba’s sin is the main motivation for
former employees of Conventional Bank in Padang City to resign. For this reason, this study is
designed by asking temptation questions to former employees also. The purpose of the
temptation question is twofold. First, as a tool to cross-check the truthness of a given answer.
Second, at the same time as an effort to avoid sample selection bias in the study.

3.1. Data and Sources

The data source used in this research is primary data. The researchers used a non-
probability sampling technique for both populations; convenience sampling where the elements
in the population do not have any probabilities to be chosen as sample subjects. Data obtained
from 120 samples of respondents, namely Conventional Bank employees who resigned as many
as 60 people and Conventional Bank employees who did not resign. So this study has as many
as 120 respondents.

Table 1. Descriptive Statistics

Variable Obs Mean Std. Dev. Min Max

Resign status 120 .5 .5020964 0 1
La_Riba 120 .4333333 .4976134 0 1
Side_job Status 120 .35 .4789695 0 1
Marital status 120 .55 .4995797 0 1
Age 120 34.65 6.60869 24 49
Emp_ status 120 .5333333 .5009794 0 1
Sex 120 .55 .4995797 0 1
Length of work 120 10.34167 5.974028 1 25
Bank_Status 120 .9166667 1.112068 0 3

3.2. Model Development

First, we create an employee type variable (empl_type). As stated previously, we assume

that there is a possibility that members of the X-Bank community who resign are not purely due
to reasons of moving from usury. But for other reasons. Conversely, there is a possibility that
conventional bank employees who are still active, who perceive bank interest as usury but
choose not to resign yet. So by using this set of questions online, each respondent feels free to
reveal the real reason.
The empl_type variable is formed from the interaction of the two questions in the
questionnaire. The first question is a question regarding the respondent's self-assessment of the
status of bank interest, whether it is classified as usury or not. Respondents can freely choose
the answer Yes (1) or No (0). The second question is a question about temptation. Both types of
respondents were asked whether they would (return) to conventional banks if they were
offered double the salary. Respondents can freely choose the answer No (1) or Yes (0).

7
 (1)

So there will be 4 types of employees. This is expressed by the 2x2 matrix below :

Graph 1. Matrix of Employee Type

Tempted
No Yes
No 1st 2nd
Riba
Yes 4th 3th

Following the research objectives, then at the initial stage, we will focus on the 4th
employee type. We call them as a La_Riba type employee. The La_Riba variable is also a binary
dummy with values of 1 and 0. If the respondent thinks that bank interest is categorized as
usury (1) and will not return to work at conventional banks even with temptation; a salary offer
was twofold his previous salary (1), respondents are considered to resign because they avoid
riba’s sin motivation.

( ) ( ) (2)

Then the data in this study were analyzed using binary logistic regression with the
following model :

(3)

where Y, is the dummy variable of the respondent's status. Where the value is 1 if the
respondent is a member of X-Bank Community and 0 for others (employees who have not
resigned from conventional banks). La_Riba becomes our main interest variable in the model.
Meanwhile, X1 is a vector of individual characteristics of each respondent I as shown in table 1.

IV. RESULTS AND ANALYSIS

4.1. Results

We discuss the data presented as graph 2, related to the employee's self-assessment of

the status of conventional banking business whether categorized as usury or not. Two points
then can be concluded. First, from the cluster of former employees or members of the X-Bank
community, it turns out that there are still those who perceive the conventional banking
business as not usury. The number is quite large, namely 16 out of 60 respondents. In other
words, it was almost 27%.
Second, on the contrary, from the cluster of conventional banking employees who were
still active until the time the research was conducted, it turns out that some perceive the

8
conventional banking business as usury. The number is also quite large, namely as many as 10
people out of 60 respondents. In other words, almost 17%.

Graph 2. Perceptions about the imposition of Interest On Banking

60
50
50 44
40

30 Resign

16 Aktiv
20
10
10

0
Riba Tak_Riba

Source: Author’s calculation

Graph 3. Firmness To Resign (anti-temptation)

60
52
50 46

40

30 Resign
Aktiv
20
14

10 8

0
Istiqamah Tidak Istiqamah

Source: Author’s calculation

Regarding the commitment not to return to the original job (not being tempted), as
presented by graph 3 above, two things can also be concluded. First, in the cluster of former
employees or members of the X-Bank community, it turns out that there are still those
who plan to return to their old jobs, conventional banking. The number is also quite large,
8 out of 60 respondents. In other words, more than 13%.
Second, on the other hand, from the cluster of conventional banking employees who
were still active until the time the research was conducted, it turns out that some plan to move

9
 to another conventional bank (with a salary of 2 times the current salary). The number is also
quite large, with 14 out of 60 respondents. In other words, more than 23%.

Based on Table 3 below, it can be seen the summary of the results of the regression
analysis of the independent variables on several dependent variables. Exposure to the
regression results in column 1, clearly confirms that employees of the La_Riba type have a
greater tendency to resign than all of the others type.
Another fact from the analysis explained that respondents whose side jobs are more
likely to resign. Another fact showed that conventional bank employees who get married, have
a greater tendency to resign. Vice versa, unmarried conventional bank employees, have a lesser
tendency to resign. Next, the variation of gender (sex) has no significant effect on the tendency
to resign.
Furthermore, if we see from the Bank status, national private bank employees had a
higher probability to resign than state-owned bank one. Meanwhile, the blended private bank
employee tended to be lower than conventional bank employees with state-owned bank one.

Table 3. Basic Regression Results

1 2 3 4 5 6 7 8

La_riba 2.66*** 2.60*** 2.00*** 1.88*** 1.67*** 1.62*** 1.59*** 1.78***

(0.46) (0.47) (0.53) (0.57) (0.60) (0.60) (0.61) (0.64)
Side_Job 1.06** 0.79 0.84 0.77 0.82 0.83 0.79
(0.48) (0.54) (0.55) (0.56) (0.57) (0.58) (0.60)
Emp.status 2.48*** 2.53*** 2.34*** 2.38*** 2.46*** 2.42***
(0.54) (0.54) (0.56) (0.57) (0.59) (0.59)
Age 0.02 0.03 0.02 -0.05 -0.05
(0.04) (0.04) (0.05) (0.09) (0.09)
0.66 0.75 0.76 0.76
Marital_status
(0.57) (0.59) (0.59) (0.63)

Sex 0.40 0.42 0.92

(0.61) (0.61) (0.71)
Working_length 0.09 0.06
(0.10) (0.11)
Nat_Pri_Bank -0.97
(0.66)
Blend_Bank -1.44*
(0.83)
_cons -1.10*** -1.43*** -2.54*** -3.32** -3.55** -3.46** -2.05 -1.55
(0.28) (0.34) (0.50) (1.55) (1.60) (1.60) (2.27) (2.30)
Standard errors in parentheses * p<0.10, ** p<0.05, *** p<0.01

10
4.2. Robustness Test

Furthermore, to cross-check the persistence of the religiosity variable as the cause of an

employee's resignation, a regression model must be engineered. For this reason, an existing
regression model was developed by interacting with the religiosity variable with the second job
status. This rationale comes from the idea that usually an employee will find it easier to decide
to resign from the job if he already has a side job. So that the regression model will be as follows

(4)

The results of the new regression models are shown in Table 4. The findings are quite
interesting. After being interacted with the La_Riba variable, it turns out that the relationship
pattern between the side job status variable and the independent variable is not just changing.
Instead, the new pattern is currently being reversed with the original one. The relationship
between the two was previously positive and significant, then turned into a negative and
significant one.

Table 4. Extended Regression Results

1 2 3 4 5 6 7

La_riba 4.11*** 3.66*** 3.72*** 3.47*** 3.62*** 3.60*** 3.62***

(0.75) (0.84) (0.91) (0.94) (0.97) (0.98) (0.98)
Side_job 2.44*** 2.40*** 2.41*** 2.33*** 2.63*** 2.61*** 2.48***
(0.65) (0.77) (0.78) (0.79) (0.82) (0.82) (0.83)
La_riba#Side_Job -3.47*** -3.77*** -3.80*** -3.75*** -4.33*** -4.31*** -4.14***
(1.01) (1.20) (1.22) (1.22) (1.31) (1.31) (1.31)
Emp. Status 2.62*** 2.62*** 2.42*** 2.50*** 2.54*** 2.41***
(0.60) (0.60) (0.63) (0.65) (0.65) (0.66)
Age -0.01 -0.00 -0.03 -0.09 -0.07
(0.05) (0.05) (0.05) (0.10) (0.10)
Marital status 0.62 0.82 0.84 0.85
(0.64) (0.67) (0.67) (0.70)
Sex 1.04 1.06 1.39*
(0.67) (0.68) (0.73)
Working_length 0.07 0.03
(0.11) (0.11)
Nat_Pri_Bank -0.87
(0.70)
Blend_Bank -1.26
(0.89)
_cons -1.99*** -3.23*** -3.00* -3.25** -3.00* -1.73 -1.55
(0.44) (0.63) (1.56) (1.61) (1.62) (2.47) (2.47)
Standard errors in parentheses * p<0.10, ** p<0.05, *** p<0.01

11
 This shows that the reason for conventional bank employee’s resignation is because of
fear of riba’s sin indeed. It’s not because they already have a side job. X-Bank community
members, without side jobs, are more likely to resign. In other words, respondents who work at
conventional banks and have side jobs are less likely to resign. The relationship pattern between
those variables, whether sign and significance, remains unchanged even when some control
variables are added to the model.

Table 5. Odds Ratio (OR) Comparison Among Employee Type

Coef OR Coef OR
(1) (2) (3) (4)
2.Emp_type -1.35* 0.26* -0.60 0.55
(0.80) (0.21) (1.30) (0.71)
3.Emp_type -0.21 0.81
(2.22) (1.81)
4.Emp_type 0.97 2.65 3.14** 23.0**
(0.82) (2.17) (1.37) (31.51)
2.Emp_type# Side_job -1.00 0.37
(1.79) (0.66)
4.Emp_type# Side_job -4.45** 0.01**
(1.75) (0.02)
Standard errors in parentheses * p<0.10, ** p<0.05, *** p<0.01

Table 5 above shows us the regression results of the resign tendency comparison among
all of the employee types. Columns 1 and 2 are comparisons of the coefficients and odds ratios
of the tendency to drop out of each type of employee before being interacted with the side-job
variable. Meanwhile, columns 3 and 4 are the coefficient and odd ratio comparisons after both
of them have been interacted, respectively.
We can see that the sign of the 4th employee’s type coefficient in both column 1 and 3 is
the only whose positive coefficient’s sign (1-st employee type as the benchmark). This shows
that among all of them, the 4th employee type (La_riba) is the strongest whose intention to
resign. Meanwhile, the Odds ratios for 4th employee type in both columns 2 and 4, their
resigning chances have increased significantly, from 2.65 to 23.0.
However, after being interacted with the employee’s side_job status, the opposite
happened. The tendency of 4th employee type (La_riba) to resign is weakening. Even the
weakest among all of them. The 4th employee’s type coefficient which was originally in
column 1 (before interaction) is the only whose positive one, in column 3 (after being interacted)
becomes negative and the largest.
Meanwhile, the Odds Ratio for the 4th employee type (La_Riba) shows that their
chances of resigning have decreased significantly, from 2.65 to 0.01. Again those facts show the
same conclusion. It showed that the reason for conventional bank employee’s resignation is
because of fear of riba’s sin indeed. It’s not because they already have a side job. X-Bank
community members, without side jobs, are more likely to resign.

12
 There is another interesting story behind a bank employee who resigned because of
avoiding riba’s sin. One of them came from Agus, who said his desire to resign was opposed by
his family which led to apart him from his wife. Also, Agus is worried about his son's future
even though he has started a business. This condition makes Agus dilemma to choose between
responsibility and family needs or stay away from religious prohibitions.
Similar to Agus's story, a female employee who worked at this bank had a similar
experience. As a wife, they had the desire to resign at the age of 43, which at that time was not
easy to find a replacement job. Also, there are still three children to support.

V. CONCLUSION AND RECOMMENDATION

5.1. Conclusion

Many facts could be concluded. First, related to the self-assessment of the status of the
conventional banking business as a category of usury. There are still those whose perception
that the conventional banking business is not categorized as usury (riba) among the former
employees or members of the X-Bank community. Second, on the contrary, some perceive the
conventional banking business as usury among conventional banking employees (who were
still active until the time of the research).
As the consequence, there are still those who plan to return to their old jobs among the
members of the X-Bank community. On the other hand, among the conventional banking
employees (who were still active until the time the research was conducted) some plan to move
to another conventional bank (with a salary of 2 times bigger than his/her current salary).
Another important fact can be concluded that members of the X-Bank community tend
to resign only as motivation to avoiding usury’s sin (hijrah). This is reinforced from further
findings that conventional bank employees who have side jobs have a lower tendency to resign.
In other words, X-Bank community members tend to resign without having a side job as a life
insurance bumper.

5.2. Recommendation

The spirit of moving from usury to resigning which was decided by conventional bank
employees must also be carefully prepared. In this case, it is like preparing an alternative (side)
job while remaining active as an employee. It is hoped that this will minimize the negative
impact on a resignation decision taken. At least, this is an effort to guarantee future income after
deciding to resign. The theoretical implications of this research enrich the behavioral
economic literature by providing empirical evidence regarding the role of religiosity in
employee resignation.
Meanwhile, the practical implication is to consider decision-makers such as the
government as the regulator and leader of the banking industry to establish special policies to
anticipate the negative impact of the massive resignation phenomenon. However, this study has
limitations in answering the reasons why employees at conventional banks who think that their

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work colludes with usury practices, are still actively working. Therefore, further research is
suggested to further explore the problems related to questionnaires and interviews; with the
hope that the research results will be more in-depth and comprehensive.

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