A CONCEPTUAL FRAMEWORK FOR EMPLOYEE PERFORMANCE IN THE ISLAMIC HOSPITALITY IN INDONESIA

Background – There are pressures experienced by Islamic hospital employees in Indonesia who are exposed to negative workplace gossiping and toxic leadership has an effect on the performance of Islamic hospital employees in Indonesia. These problems can be minimized by applying an Islamic work ethics in order to improve the employees performance of Islamic hospital in Indonesia. Purpose – The purpose of this study was to determine the performance of employees at the Indonesian Islamic Hospital. Design/ Methodology/ Approach – This study uses the COR basis in analyzing phenomena and research findings . The population of this study was medical staff throughout the Indonesian Islamic Hospital. The number of samples was determined using the Isaac equation table so that a total sample of 300 respondents was obtained. Retrieval of data using questionnaires that are distributed online. Measurement data uses answers Strongly Agree, Agree, Netral, Disagree, Strongly Disagree, with a rating scale of 1 to 5 Data processing uses the SMART PLS3 application. Findings – The findings of this study revealed that staff performance at the Indonesian Islamic Hospital is significantly impacted by toxic leadership negative workplace gossiping, and islamic work ethics. This can be seen from the results of the discriminate validity test and the final results of Smart PLS3 data processing. Conclusion – The study's findings are consistent with another study that found that Indonesian Islamic Hospital employees perform better when they adhere to islamic work ethics has a significant positive effect on Employee Performance. Meanwhile, toxic leadership and negative workplace gossiping significant negative effect on employee performance at the Islamic Hospital in Indonesian. Research Implication – The results of this study are expected to be input for managers in Islamic Hospitals in Indonesia, especially knowing the effect of Islamic work ethics, Toxic Leadership, Negative Gossip in the Workplace on employee performance as an intervening variable, becoming learning material and applying knowledge in the field of management, especially in the field of management of human resources and can be an additional reference for further research and as a consideration for Islamic Hospitals in Indonesia which are facing similar problems. Research Limitations – The results of this study can be an opportunity for further research development by focusing on more specific target respondents and adding variables that have a role in Islamic work ethics, toxic leadership, and negative workplace gossiping to improve employee performance at the Indonesian Islamic Hospital.


INTRODUCTION
Islamic work ethics is one of the main keys for Muslims in carrying out their work.
Islamic work ethics it is closely related to work models related to God, so attitudes and behavior at work must be based on the rules of Islamic law (Nurfaizi & Muafi, 2022).
When employees can apply an Islamic work ethic that is by the rules of Islamic law, then employees will tend to work with a spiritual approach and be able to distinguish between right and wrong (Chupradit et al., 2022). Apart from being able to distinguish between what is wrong and right, employees who apply Islamic work ethics will tend to work hard, by working hard, life will be more advanced (Filatrovi et al., 2021).
(Narrated by Bukhari) narrated "No one eats any food that is better than the food of his own hands (work). And indeed the Prophet to comply with the rules of Islamic law (Nurfaizi, & Muafi, 2022). (HR. Muslim) narrated "Be enthusiastic about doing things that are beneficial to you and ask Allah for help, and don't be lazy". According to past studies, Muslim workers who work must follow the Islamic work ethic in their performance. (Yuli Widyarini & Muafi, 2021) which states that employee performance will increase when employees apply Islamic work ethics. Employee performance will be significantly improved by the presence of an Islamic work ethic (Rizani et al., 2022).
When employees have a high Islamic work ethic, their overall performance of employees will increase so that they can survive and develop (Syarif et al., 2019). Improving the performance of employees who apply Islamic work ethics can be implemented as employees who work must be able to compete with other employees in a fair, trustworthy, responsible manner, avoid things that are not recommended by the rules of Islamic law, and be honest with fastabiqulkhoirot intentions, and openness towards various activities in Islamic hospitals in Indonesia (Filatrovi et al., 2021). As stated in the Al-Qur'an letter Al- Leadership is a determining factor in creating environmental conditions and employee commitment (Rizani et al., 2022).
Researchers have already shown how leadership affects employee performance.
Many studies on toxic leadership have links with weakening employee performance (Khan et al., 2021). Toxic leadership has a statistically significant detrimental impact on both individual and group employee performance (Paltu & Brouwers, 2020). One of the toxic leadership behaviors that harm employee performance is marked by the leader's destructive behavior toward his subordinates (Naeem & Khurram, 2020).
Then (Walden & Walden, 2021) states that toxic leaders are divisive, act without integrity, and threaten the security and selfesteem of their employees. (Aini, 2020) added that toxic leadership makes work demands unrealistic and insults its employees.
Toxic leadership will create a negative impact on employees who are in contact with these toxic leaders who can be affected, not only by their behavior but also by their decisions (Yaghi & Yaghi, 2021 (Bai et al., 2020). Negative gossip at work will create a negative effect which is characterized by a lower level of integrity .

Conservation of Resources (COR) Theory
Conservation of Resources (COR) theory researchers will use the theory of resource conservation (COR) as the main source for combining and finding between research variables. By using this method researchers  (Filatrovi et al., 2021). In addition to the islamic work ethic that influences employee performance, namely toxic leadership. A group of negative behaviors known as toxic leadership are thought to encourage leaders to pursue their own objectives and rewards at the expense of the interests of the individual, the team, and the organization (Watkins, 2021). The attitudes and behavior of toxic leaders affect the minds of subordinates (Saqib & Arif, 2017). Then everyone who comes into contact with these toxic leaders can be affected, not only by their behavior but also by their decisions (Rizani et al., 2022). An example is Bill Gates who is known to have negative behavior (Saputra & Mahaputra, 2022).
What affects employee performance is negative gossip at work. Negative gossip in the workplace encourages selfish behavior by targeted employees and affects employee performance. This is evidenced by more than 90% of employees being involved in workplace gossip, negative gossip at work from the victim's perspective, namely the target's subjective perception of negative workplace gossip (Zhou et al., 2019).
Employees who are exposed to negative gossip at their place, tend to be emotionally exhausted, so they don't have extra time and energy for these efforts under that pressure (Xie et al., 2022). ). According to (Hidayat et al., 2022) performance is the outcome of a person's w in completing the tasks given to him based on his knowledge, experience, sincerity, and ability as well as the amount of time available. Because labor has components of accomplishment requirements that must be

Islamic Work Ethics
Islamic work ethics pertain to social norms, decent manners, and social fairness (Nurfaizi, & Muafi, 2022 (Salahudin et al., 2016), (Harinoto et al., 2018), and (Annisa et al., 2022). Therefore the one hypothesis can be accepted. In the Qur'an it is stated that; And you will know who will get success at home. In fact, the wrongdoers will not succeed" (QS Al An'am: 135) When employees apply Islamic work ethics in their work, it will get better and will get success, then the application of Islamic work ethics to employee performance will get better and vice versa, and will be kept away from things that are not good (Yuli Widyarini & Muafi, 2021).  (Rizani et al., 2022). Therefore the second hypothesis can be accepted.
Employee Performance is significantly impacted by negative workplace gossip. In this instance, it is conceivable to conclude that unfavorable office gossip lowers employee productivity (Zhou et al., 2019).
When a target of negative workplace gossiping adopts an active strategy, they may devote more energy to image-enhancing activities and improve their performance.
The targets of negative workplace gossiping tend to become anxious and distracted from their tasks, which hinders employee performance (Xie et al., 2019). Employees who are exposed to negative workplace gossiping will have a lack of trust in them, and their image will become bad image, and some of these aspects can harm employee performance (Bai et al., 2020). Previous research also supports that negative gossip at work harms employee performance (Tian et al., 2019); (Zhou et al., 2019). Therefore the three hypothesis can be accepted. This

ACKNOWLEDGEMENT
The author would like to express sincere gratitude to those who have contributed to the completion of this article.