Maryanti, Husin and Lenggogeni

Tourism Development Centre International Conference (TDCIC), October 2019

Islamic Organizational Culture and Spiritual Leadership in

Supporting Sharia Hotel Performance

Eka Mariyanti1a, Nor Azilah Husin2, Sari Lenggogeni3

1UniversitasDharma Andalas, Tourism Development Centre, Padang, Indonesia

2SelangorBusiness School, Universiti Selangor, Malaysia
3Universitas Andalas, Tourism Development Centre, Padang, Indonesia

a) Corresponding author: ekamariyanti@yahoo.com

Abstract

The hospitality industry is now becoming more complex as the guests no longer prefer
conventional hotels. Islamic hotels especially face similar issues, forcing human resource
managers to find new ways of managing relationships with employees and guests. Good
relationships within an organization which often displayed by organizational culture are
the main incentives to stimulate positive behavior among employees. The purpose of
this paper is to examine the variables related to the performance of Islamic hotels. We
use a cross-sectional and correlational research design for this quantitative study. As
many as 50 sharia hotel employees from several sharia hotels in the city of Padang
participated in the questionnaire survey. SPSS 21 analysis was émployed, and the results
showed that the independent spiritual leadership variable affected hotel performance
with a significance value (0.045) smaller than the alpha value of 0.05. And for the second
hypothesis of the Islamic Islamic organizational culture as an independent variable, it is
evident that it influences the performance of sharia hotels in the city of Padang with a
significance value of (0.000) smaller than an alpha value of 0.05. The findings - this study
shows the importance of spiritual leadership and Islamic organizational culture on
improving performance for Islamic hotels. Findings should be beneficial to managers
and owners of Islamic hotels that aim to improve their relationships with employees and
increase their productivity.

Keywords: Sharia Hotel, Performance, Islamic Organizational Culture, Spiritual

Leadership

DOI: 10.2478/9788395720406-022
© 2020 E. Maryanti. This is an open access article licensed under the Creative Commons
AttributionNonCommercial-NoDerivs License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

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1. Introduction

The tourism industry is a significant driver of the country's economy, especially for
developing economies like Malaysia, wanting to diversify its income stream. The
tourism industry in Malaysia has contributed more than 13 percent of Malaysia's GDP
since 2013, and domestic tourism spending has increased since 2010, from RM63.1
billion to RM 80.1 billion in 2014 [1].
Tourism has become an essential source of income for many countries, including the
Southeast Asian region. "Given its economic potential, the Malaysian government
consistently provides support and incentives for the local tourism industry. This
support includes helping the tourism sector explore new and uncharted areas and
creating an attractive value proposition to Malaysia as a tourism destination. One of
these areas is halal tourism, targeting Muslim travelers from around the world. Halal
tourism, as opposed to conventional tourism, provides options for Muslim travelers,
who prefer to travel without worrying about violating Shariah law [2] and have shown
that it is a major country in halal tourism by becoming a tourist destination for Middle
Easterners. Similarly, Indonesia is also passionate about introducing halal tourism in
providing halal tourism, the government, through the Ministry of Tourism, designating
several regions as a halal tourism destination.
Recently, Indonesia's Ministry of Tourism and Culture has developed and promoted
business services in the areas of Hotels, Restaurants, Tourism and Spa at Ten (10) halal
tourism destinations. This development is implemented in several cities, namely Aceh,
West Sumatra, Riau, Jakarta, West Java, Central Java, Yogyakarta, South Sulawesi,
Lombok and East Java [3]. It can be concluded that halal tourism can attract Muslim
foreign and domestic tourists. Therefore, halal tourism has good prospects and
promises foreign exchange resources in the future [4].
The development of Islamic-oriented tourism services standards about alcohol-free
travel services, gambling-free, and food, and halal provision [5] [6]. This development
has been proven by the nomination of the province of West Sumatra to be the leading
Islamic-oriented halal tourism destination of the world at the 2016 World Halal
Tourism event [7].
West Sumatra is one of the areas with higher sales value due to its natural beauty
and historical and cultural richness, such as the "grill house" stalls full of a variety of
fine art-based products packaged and sold to tourists. Also, most West Sumatra
residents are Muslims who strongly support government programs to make West
Sumatra a halal tourism destination. At the halal tourism competition or better known
as the 2016 World Halal Tourism Awards, West Sumatra won the world's best halal
cuisine category and the world's best halal destination [7].
The Shariah Hotel Business is becoming a focal point today as the community
presents a wide selection of hotels to relax or hold business meetings. Shariah Hotels
and conventional hotels are real estate businesses that provide accommodation,
offerings, and services. Conventional hotel services are open to food, beverages, and
entertainment, while Shariah Hotel services refer to Islamic teachings where food,

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beverages, and restaurants must be halal certified by the Council of Indonesian

Scholars (MUI).
There is even a choice of guests in the service of this Shariah compliance Hotel. The
certification of Shariah Hotel for West Sumatra is not yet quite apparent, except at the
Rangkayo Basa Hotel in Padang as it is a part of the Sofyan Inn Hotel. This situation is
because the Shariah Hotel certification itself has many criteria that must be met and
will be issued by the National Syariah Council (DSN) under the auspices of the
Indonesian Scholars Council (MUI). Upon the issuance of the certification, the hotel has
already proven the implementation of the Shariah Hotel.
In addition, to prevent misuse of rooms by guests with poor intentions, one of the
essential requirements for a shariah-compliant hotel guest is a "guest filtering system".
The system requires paid hotel guests to show their identification card (ID) for both
men and women who are brought in or if possible; they also present a marriage
certificate.
Hotels using the Shariah concept in West Sumatra have implemented numerous
strategies. In terms of interior decoration, there is no painting of living things in the
lobby and the waiting room instead of painting the place, the color of the interior of the
hotel's white walls and the living space of the men and women. In the designated room
for prayer, Qiblat (directions for praying) and the Qur'an. The employees are friendly
with the proper attire and wearing the headscarf. However, it is not only the facilities
that can be the basis for the implementation of the Shariah Hotel, but also the
management aspect. These include how the recruitment system is being set up, how
the employees are communicating to guests, whether Islamic activities have been
performed, how the boss or manager has come down directly to the worker's shelter,
how the hotel's payment system is created, and whether there is employee awareness
to remind each other others in matters of worship and kindness in the workplace.
The success of the hotel depends mostly on the performance of the employees. Poor
performance will affect hotel success, and high performance will result in hotel success
in every industry. On the road to success, many factors influence success. Exploring
and understanding the factors that influence employee performance in the hotel
industry is the purpose of this study. Many business owners assess their employees'
performance each year to help them identify areas for improvement. Firms that benefit
from other competitors through their talent can lead the market. The employee's
performance in different departments in close coordination is essential for the ultimate
success. Here, the definition of the worker's performance is interchangeable with work
performance. According to Kahya (2009), there are two dimensions of employee
behavior in job performance, job performance and contextual performance. Job
performance is the behavior of employees directly involved in producing goods or
service activities that provide indirect support to the organization's core technical
processes. Job performance is crucial when employees use their specific skills and
knowledge to support their core technical processes [8].
Currently, the rise of Shariah Hotels in West Sumatra is well received by tourists.
However, this is also a concern for Shariah observers and academics alike whether the
growing Shariah Hotel is carrying out Shariah principles. Its management concept is

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also Shariah-compliant or just keeping up with existing business labeling its business
as sharia. The National Shariah Council (DSN) through the Fatwa DSN of the
Indonesian Scholars Council No: 108/DSN-MUI/X/2016 on the guidance of tourism
maintenance based on Shariah principles has made it clear that the Shariah Hotel's
effort is to provide accommodation in the form of rooms within a building that equips
with the provision of daily food and drink, entertainment and other amenities to make
a profit according to Shariah principles [9].
The Minister of Tourism and Creative Economic emphasized that shariah tourism
would be supported by various facilities and services that would meet the shariah
demands. The availability of its products and services would benefit both Muslim and
non-Muslim tourists. The setup for this program includes three requirements: first,
tourism products such as hotels, restaurants, spas, and travel agents must meet shariah
standards. Second, human resources (HR) such as hotel guides or customer service
must also cater to the needs of the sharia tourism industry.
The third preparation is in the form of the promotion of Indonesian sharia tourism
[10]. It appears that the concept of Shariah Hotel implemented in West Sumatra in terms
of providing facilities is not very different from conventional hotels. It is because the
majority of West Sumatra residents are Muslim, so if we look at it briefly, the facilities
offered by conventional hotels and this Shariah Hotel look similar. What differentiate
them is the process of screening the guests.
However, this is also practiced by most conventional hotels in West Sumatra that
they do not necessarily label their hotels as sharia-compliant. So, in this case, what
should be seen as a difference is in the management of Sharia Hotels. If the organization
is managed according to an Islamic perspective, management will gain glory and feel
calm knowing that they are doing work because of the Creator, Allah SWT [11]. If we
look at the management, the process must be sharia-compliant, for example, starting
from the process of taking workers so that the process of dismissal of workers is also
carried out on sharia way. It includes the handling of financial which must also be done
in sharia way.
Some reviewers investigate the impression of applying Islamic principles in Muslim
societies. In "Islamic Awakening in Asia and Management of Human Resources," [12]
clearly illustrates the ethics and values that must be followed in the workplace and how
different Islamic countries manage their workers. The writing "Organizational
governance in an Islamic perspective" develops a conversation that explains the Islamic
perspective on corporate governance as a special case rather than decision-making
theory. Working individuals today spend much time at work. [13] Because of that,
every Muslim needs to be honest, upright, and dedicated. If the work is carried out
ethically, he will get the ease of Allah SWT - the sole aim of every Muslim [14].
Efforts to strengthen the role and position of the halal tourism sector as a pillar of
competitive and reliable tourism development strategies in West Sumatra, may not be
unmistakably still confronted by several problems and constraints demanding tactical
and concerted steps and efforts in overcoming them. These limitations and efforts can
be further elaborated as follows:

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a. Regional Regulation is a regulation to implement the law and accommodate the

area's specific conditions in question.
b. Industrial Regulations and Halal Tourism Destinations, Serantau authorities in
establishing Student Perpetual Tourism Regulations must pay attention to the
Regional Survivors' criteria determined in the PDRD. Case 23 A Institution of
1945 is the basis for the collection of excise read by excise and other levies that
are forcing the state's needs to be escorted by law. This allotment validates that
the punishment must be condoned by law because the direct reward may be
inaugurated. Then formulated as a component of local output (PAD) [15].
c. Through the PAD, the local kingdom is expected to be able to finance the
implementation of regional government and regional development, which in
turn may realize the righteousness of the local community, the specific regional
conditions meant not only because of the existence of laws that provide special
autonomy. Fasal escorts the local regulation specific requirements because they
are considered the closest regulations in accommodating the values of the
people in the region, these values are known as certain special conditions of
nomads [16].
d. Technical Compilation of Halal Tourism Regulations through three stages are
planned, integrated, and systematic. Planning is a time scale (long, medium and
short term), to translate the RPJPD, RPJMD, and RKPD, while united is the
involvement of various institutions and stakeholders in order to accommodate
various aspirations and develop problems and are based systematically based
on substantive related research with legislative and other higher laws to avoid
complications [17].
e. Another case that supports the realization of halal tourism is halal deeds. Islamic
travelers are very selective and critical about food. Muslim travelers tend to
choose and trust products and services that have a halal logo. The 2015 Shopping
Travel Index (MTSI) review shows that more than 80% of respondents choose
travel destinations that provide halal food. [18] Therefore, halal exclusion is
necessary and important to guarantee and convince travelers that the food they
choose is halal.
f. The government has issued technical regulations regarding supporting facilities
for halal tourism in the form of the Minister of Tourism and Creative Economy
Regulation No. 2 of 2014 concerning Guidelines for the Implementation of Sharia
Hotels. In its formulation, the realms are assisted by the National Sharia Council
(DSN) [9].
g. Somehow, the regulation was canceled due to mixed reactions from the
industry. However, regulations like this are needed to determine whether a
hotel or spa is intimate or not.

Indonesia's potential as one of the halal destinations has also been proven by the
various awards received. However, the award is not enough because we do not have
certain data regarding the number of hotels, restaurants and other supporting facilities
that are halal certified or at least affectionate with Islam.

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2. Literature Review

Halal Tourism
Halal tourism are the tourism activities following Islamic teachings. All objects,
goods, products and services offered in the tourism industry must be in accordance
with Islamic teachings. Halal must include all components, such as halal / sharia hotels,
halal restaurants and halal travel. [19] [20] [6] [7] [22] [5] [23] [24].
Sharia Compliant Hotels
The shariah-compliant hotels are defined as a hotel governed by shariah standards
that go beyond the concept of a dry Islamic hotel [26]. These include the core values of
hotels that follow Islamic perspectives in all aspects, from cleaning up to accounting
practices [25]. Some studies address Islam's needs, which include challenges to Islam,
such as and the prohibition of entry for unmarried couples. In addition, they also found
that hotels could provide religious information such as the location of nearby mosques
or prayer time and nearby halal restaurants [27] [28]. Halal hotels, as mentioned above,
can be considered as examples for other hoteliers to emulate their efforts [29].
Islamic Organizational culture
Organizational culture as a form of assumptions that are owned, implicitly accepted
by the collection, and determine how the collection feels, thinks, and acts in response
to various environments [35]. Meanwhile, a system of meaning shared jointly by
experts who distinguish organizations from other organizations [36]. Islamic
organizational culture refers to the spiritual values of Islam that originate from the
Qur'an and the Hadith [34] that organizations that promote the application of spiritual
values will provide opportunities for workers to receive higher devotion, growth, and
personal development as well. It is stated that the spiritual values underpinning
commerce's triumph are honesty, responsible action, security, love, and without
ferocity [37].
The culture of Islamic organizations originates from the Qur'an and Hadith as stated
by Toto Tasmara [38] namely, "Actualizing all the potential of our faith, thoughts and
warnings, and knowledge to give value to the universe for happiness." Fahmi Idris said
that: "Corporate culture which is upheld in the context of administering Islam, of
course, is a core value agreed upon in Islam, namely values derived from the Qur'an
and As-Sunnah" [39].
Hotel performance
Currently, financial and non-financial measures can be employed to control
organizational performance. Examples of financial measures return on investment
(ROI), return on assets (ROA), and earnings per share [31]. Financial measures are more
common, even at certain levels in a particular organization, financial reports have been
generated daily [32]. The reason is that financial performance is often at the core of
organizational effectiveness and the most measurable parameter [33].
Spritual Leadership

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The values, attitudes, and behaviors needed to motivate themselves and others
intrinsically so that they have a sense of spiritual well-being through vocation and
membership [30]. And get one more reference on this variable.

3. Research Method

A purposive sampling technique was conducted to determine the sample of

employees of Padang Sharia hotels (n= 50). The instrument was adapted from [30] for
Spritual leadership with three indicators and eleven statement items ; [9] [28][40] for
Islamic Organizational Culture with two indicators and eleven statement items; and
[41][42][43][44] for hotel performance with three indicators and twelve statement items.
All items were marked on the Likert scale of 1 – 7, where 1 represents strongly disagree
and 7 strongly agree. Statistical Package for the Social Sciences (SPSS) 21 was to analyze
the results and examine the relationships between the indicators.

4. Results

4.1 Descriptive analysis

This study uses a set of closed questionnaires distributed to 50 targeted respondents;
in particular, staff from 11 existing sharia hotels in the city of Padang in West Sumatra,
of the 50 questionnaires distributed, all 50 in total were returned, with a response rate
of 100%. This analysis uses 50 complete questionnaires which are sufficient as the
minimum sample size needed for analysis in SPSS. Table 1 below represents the profile
results of respondents. The data set shows that the respondents in the most
occupational positions consisted of Employees (72.0%) and the least in the position of
Manager (6.0%) and Owner (6.0%), then in this study found that hotels that most as
sharia hotels are non-star hotels (74.0%), followed by 2-star hotels (16.0%) and the least
are 1-star hotels (10.0%), while for 3-star and 4-star hotels there is none. Most
participants aged between 21 and 30 years (40.0%) were followed by those aged
between 31 and 40 years (40.0%), and those over 41 years (8.0%). And the average
length of their work is 2-4 years (56.0%), then the highest level of education is Senior
High School (44.0%) and followed by the Degree in the second position (42.0%).

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Table 1. Profile of Respondents

Percentage Percentage of
Profile Profile
of frequency frequency
Job Position Level of Education
Employee 72.0% Senior High School 44.0%
Management 8.0% Diploma 12.0%
Manager 6.0% Degree 42.0%
Owner 6.0% Master 2.0%
The Way Hotels Do Guest
Supervisor 8.0%
Filtering Systems
Hotel Classification Marriage certificate 20.0%
1 Star 10.0% identity card 20.0%
ask guests directly about their
2 Star 16.0% 8.0%
marital status
identity card, Marriage
unclassified 74.0% certificate, ask guests directly 42.0%
about their marital status
Age Hotel Guests Come From
<20 years old 10.0% foreign guests 10.0%
21-30 years old 42.0% local 90.0%
Guests Make Hotel
31-40 years old 40.0%
Reservationsthrough
>41 years old 8.0% Offline 56.0%
Training Related to Sharia
Online 32.0%
Hotels
Ever 1 times 20.0% Online, Offline 12.0%
Certification of Existing Sharia
Ever > 3 times 14.0%
Hotels
in the process of administering
Never 66.0% 44.0%
DSN MUI
Length Of Work no certificate 56.0%
<2 years 10.0%
>8 years 22.0%
2-4 years 56.0%
5-7 years 12.0%

The case of a guest screening system for sharia hotels in the city of Padang, most
sharia hotels practice it by checking identity cards, marriage books and asking directly
to the guests concerned (42.0%) and it is known that the sharia hotels in the city of
Padang do not have halal certification for the hotel (52.0%) and in the process of
arranging the certification of sharia hotels (44.0%), then the origin most of the guests
staying at the sharia hotel is the majority of local or domestic guests (90.0%) while the
rest comes from outside guests country (10.0%).

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4.2 Assessment of Measurement Model

The validity test in this study uses technical factor analysis using SPSS program
version 21. The technical factor analysis used is Confirmatory Factor Analysis (CFA).
The round factor analysis method used is varimax. Question items with a valid loading
factor of ≥0,50 indicate that the existing indicators are a unit of measurement that
measures a common construct and can predict what can be expected next.
The validity of the correlation between variables in measuring a concept is done by
looking at the Kaiser Meyer Olkin Measure of Sampling Adequacy (KMO MSA) and
the Bartlett's Test of bb Sphericity significance coefficient. Coefficients of KMO MSA
more than 0.50 are acceptable while coefficients less than 0.50 are not acceptable [44].
Bartlett's Test of Sphericity is assessed through a significance coefficient of less than 5%
or 0.05. The items that are declared missing are items that can be grouped according to
their respective variables [44]. Results from KMO and Bartlett’s Test.

Table 2. KMO and Bartlett’s test (validity test) & Cronbach's Alpha (reliability test).
Kaiser-Meyer-
Bartlett's Test of
Olkin Measure of Cronbach's
Variable Sphericity df Sig.
Sampling Alpha
Approx.ChiSquare
Adequacy
Spritual Leadership .767 674.563 78 .000 .939
Islamic Organizational .818 602.230 55 .000 .887
Culture
Hotel performance .732 810.788 66 .000 .933

4.3 Assessment of multiple linear regression

Table 3. Linear regression coefficients for Spritual Leadership and Islamic

Unstandar
Standardized
dized Collinearity Statistics
Coefficients
Coefficients
Model
Beta
B Beta t Sig. Tolerance VIF

1(Constant)
.367 .539 .681 .499

Spiritual leadership .221 .112 .271 1.968 .045 .369 2.708

Islamic organizational
.355 .084 .430 4.223 .000 .676 1.479
culture

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4.4 Organizational Calture

Dependent Variable: Hotel performance

Table 4: Multiple regressions estimates for Spiritual Leadership and Islamic Organizational
Culture
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .828a .685 .657 .45215

To analyze the effect of spiritual leadership and Islamic organizational culture on

the performance of Islamic hotels, multiple regression is used. In this regression value
the performance of Islamic hotels considers the spiritual leadership index and Islamic
organizational culture determined based on linear equations. Considering table 4, the
performance of Islamic hotels has been influenced by 65.7% by the spiritual leadership
index and Islamic organizational and the remaining 34.3% is influenced by other
variables not mentioned in this study. In analyzing the significance level of the
influence of spiritual leadership and Islamic organizational culture on organizational
effectiveness it can be concluded that consistency and mission are significant and
positive.

4.5 Hypotheses Testing

Based on partial hypothesis testing (t-test) shows that spiritual leadership

influences hotel performance. This is because of the significance value (0.045) in table
3 <0.05. then the first hypothesis is accepted. For the second hypothesis, the Islamic
organizational culture partial hypothesis test (t-test) shows that the Islamic
organizational culture influences hotel performance. This is because of the significance
value (0.000) in table 3 <0.05. then the second hypothesis is supported.

5. Discussion

Of the two variables that influence sharia hotel performance, the Islamic
organizational culture has the most influence on sharia hotel performance. These
results indicate that a distinctive Islamic organizational culture and following Islamic
values in sharia hotels will impact improving the performance of sharia hotels. The
culture applied in many interactions will influence the surrounding environment and
form a new culture that will be applied continuously. The culture of an Islamic
organization that is appropriately and consistently implemented will positively affect
the employee's personality.
Every employee will be accustomed to applying Islamic values in the operational
activities of sharia hotels. This application can automatically improve employees'
performance in carrying out their responsibilities because employees also consider
that working also means a part of worship as a form of piety to Allah SWT. Therefore,
work must be following norms and values; meanwhile, when there is conscious

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negligence arises, employees will feel responsible for negligence because there is a fear
of God.
Spiritual leadership also has a positive and significant influence on the
improvement of Sharia hotels' performance because leaders who understand religious
and sharia values will treat employees well so that employees will also work in
comfortable conditions without having to feel pressure from their superiors. As in
carrying out the Islamic Shari'a demands, a leader must also be able to be in all aspects
of life. The creation of a leadership that is mentioned allows a Muslim to concern
himself or himself with a people to be able to maintain his relationship vertically (to
Allah SWT) and horizontally (his people ), in an Islamic perspective, leadership is a
belief or trust that involves a psychological contract between a leader and his followers
doing good deeds. Thus, a leader must have a strong moral character developed
through four spiritual development stages, namely Islam, Faith, Taqwa, and Ihsan.
Islam views that leadership will be held accountable before Allah SWT.

6. Conclusion

Human Resources is an important matter that should be taken into consideration

by company leaders. Human resources are directly related to company productivity.
Then what is the center of attention by company leaders? Organizational performance
is a picture of the organization's work in achieving its objectives, which, of course, will
be affected by the resources owned by the organization. The resources in question can
be physical such as human or non-physical resources such as regulations, information,
and policies, to better understand the factors that can affect an organization's
performance.
The concept of organizational performance also illustrates that every public
organization provides services to the community and can measure its performance
using existing performance indicators to see whether the organization has carried out
its duties properly. To find out its objectives have been achieved or not, from the
results of research conducted, Sharia hotels' performance in the city of Padang more
than 50% is influenced by the cultural variables of Islamic organizations and spiritual
leadership. This result indicates that the concept of sharia hotels that currently runs is
highly dependent on the hotel leadership's commitment. Currently, in the city of
Padang the hotel labeled sharia does not yet have a halal certificate from an authorized
institution and the present sharia hotel labeling system is just a self-claimed, and this
indeed requires hard work so that hotel guests can trust in the services provided by
sharia hotels at this time. Therefore, Islamic organizations' culture is also critical in
developing the performance of Islamic hotels as the hotel performance today is
measured in not only financial terms but also non-financial terms.

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7. Suggestions for Future Research

Future research is suggested to expand factors from the perspective of

stakeholders, such as job satisfaction, wages, rewards, commitment, Islamic work
ethics, and others, to identify other relevant determinants that can improve Islamic
hotels' performance. This expansion can also broaden the number of respondents with
different demographic backgrounds and intentions when working at Islamic hotels

8. Limitations of the Study

There are only 50 respondents; it is considered small to represent the entire

population of employees of sharia hotel employees in the city of Padang. This study is
limited to sharia hotels in West Sumatra, especially the city of Padang. The survey
findings are based on information provided by respondents, which may have
limitations. Responses received from respondents may be prejudiced. The possibility
of concealing certain facts on the respondent's part cannot be completely ruled out,
even though all possible determinations have been made to obtain authentic
information.
After analyzing the factors, produce KMO MSA results for the value of spiritual
leadership (0.767> 0.50) and Chi-Square (Sig = 0.000 <0.05). The results showed that 13
items were declared good based on factor analysis. The results showed that the
construct of the variable measuring instrument formed from 13 items met the valid
criteria based on factor analysis, for the value of Islamic Organizational Culture
(0.818> 0.50) and Chi-Square (Sig = 0.000 <0.05). The results showed that 13 items were
declared good based on factor analysis. The results showed that the construct of the
measuring instrument of variables formed rather than 11 items fulfills valid criteria
based on factor analysis. for the value of hotel performance (0.732> 0.50) and Chi-
Square (Sig = 0.000 <0.05). The results indicated that 13 items were declared good
based on factor analysis. The results showed that the construct of the measuring
instrument of variables formed rather than 13 items fulfills valid criteria based on
factor analysis.
In his study that reliability analysis was performed on factors to test the internal
consistency of the measurement. Researchers have indicated that reliability higher
than 0.80 is considered good, while in the range of 0.70 it is acceptable, and less than
0.60 is unacceptable [45]. The questionnaire was then analyzed using the Statistical
Package for Social Sciences (SPSS). The range of reliability coefficients is 0.00 to 1.00.
Kimberlin and Winterstein [46] stated that higher coefficients indicate higher levels of
reliability.
An expert gave a practical rule higher than 0.9 as excellent, higher than 0.8 as good,
higher than 0.7 acceptable, higher than 0.6 in question, higher than 0.5 as weak and
lower than 0.5 as unacceptable [46]. Based on the reliability test results, no items were
removed because the coefficients were within the acceptable range of 0.73 and 0.90,

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respectively. Thus, the same questionnaire was used in the actual analysis because
each variable's reliability coefficient values were acceptable.

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