Currently, there is extensive research on the Protestant work ethic (PWE) and relatively little on the effects of Islamic work ethics (IWE) on employee performance. Therefore, this study used a quantitative approach to explore the moderating role of organizational Islamic work ethics in relation to motivation, job satisfaction, and work performance among public sector employees working in Abu Dhabi of the United Arab Emirates (UAE). Specifically, the main objective was to investigate if employees working in the public sector are more likely to demonstrate enhanced performance, improved motivation, and job satisfaction when Islamic work ethics is perceived in the context of the work environment. Additionally, this empirical study assessed the degree to which IWE and employee motivation positively influenced both job performance and satisfaction in the workplace. The present study used a series of statistical correlation and multiple regression procedures to examine the relationship between IWE (moderator variable) and job satisfaction and motivation (independent variables) and work performance (dependent variable). The measures used to assess the relationships between the research variables IWE, motivation, job satisfaction, and work performance at the individual and collective level included the following instruments: (a) the Motivation Scale (MS), (b) the Job Satisfaction Scale (JSS), (c) the BankServ customer service Scale (BSS), and (d) the IWE Survey (IWE). In addition, selected demographic data was gathered from study participants and included background information xvi such as gender, age, education level, tenure, and marital status. The final sample used for this study was a total of 508 participants of mixed gender that completed online questionnaires used to answer five research questions and five hypotheses. To analyze the collected survey data, the Statistical Product and Service Solution’s (SPSS) version 20 was used to perform all statistical calculations. The data analysis of this study supported three of the five hypotheses tested. The study findings indicated that statistical support was not found regarding Islamic Work Ethics’ ability to moderate the relationship between job satisfaction and job performance. However, using the same measures, there was evidence that IWE was positively associated with influencing the relationship between employee motivation and job performance, which can promote a sense of employee satisfaction and organizational commitment over time. Given the importance of the study findings, it is recommended that managers and midlevel supervisors give adequate attention to enhancing Islamic ethics in the workplace by integrating IWE values into professional training and code of conduct policies that support Muslim and non-Muslim employees. As such, an Islamic value emphasis may improve the ethical behavior, work performance, teamwork, role commitment, and motivation of government public sector employees in Abu Dhabi of the UAE. Keywords: Ethics, Islamic Work Ethic, Motivation, Job Satisfaction, Job performance, and Muslim, Abu Dhabi, UAE