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Article
Publication date: 17 August 2020

Ebru Düşmezkalender, Cihan Secilmis and Veysel Yilmaz

This paper aims to examine the relationships between Islamic work ethic, deviant organizational behaviours and person-organization fit within the context of the hotels.

1187

Abstract

Purpose

This paper aims to examine the relationships between Islamic work ethic, deviant organizational behaviours and person-organization fit within the context of the hotels.

Design/methodology/approach

A survey was conducted with the participation of 243 employees working at five-star hotels operating in Marmaris, which is one of the popular destinations that attracts the most tourists in Turkey. The data obtained from the research is tested by implementing confirmatory factor analysis and structural equation modelling.

Findings

The results revealed that Islamic work ethic was negatively related to deviant organizational behaviour but positively related to person organization fit. On the other hand, no significant relationship was found between deviant organizational behaviour and person-organization fit.

Originality/value

This study presents to hotels practical and theoretical applications about employee behaviours and management practices.

Details

International Journal of Islamic and Middle Eastern Finance and Management, vol. 14 no. 1
Type: Research Article
ISSN: 1753-8394

Keywords

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Article
Publication date: 15 October 2021

Naveed Iqbal Chaudhry, Muhammad Azam Roomi, Marium Eugien and Javed Iqbal Chaudhry

This study aims to explain the relationship of employee voice and turnover intention with the mediating role of top management team (TMT) conflicts. Moreover, this study also aims…

861

Abstract

Purpose

This study aims to explain the relationship of employee voice and turnover intention with the mediating role of top management team (TMT) conflicts. Moreover, this study also aims to find the moderating influence of union instrumentality among employee voice and TMT conflicts.

Design/methodology/approach

The study was conducted by using a quantitative approach and data was collected from 300 employees of the manufacturing sector of Pakistan through questionnaires. Data were analyzed by applying different statistical tools and tests through SPSS-21 and AMOS.

Findings

Results demonstrate that employee voice has a significant negative impact on employee turnover intention; TMT conflicts significantly mediate employee voice and intention to quit. However, union instrumentality is only initiated to moderate the relationship between employee voice and cognitive conflict.

Research limitations/implications

This research focuses on the manufacturing sector and data have been collected from manufacturing firms situated in Gujranwala, Pakistan only. Moreover, the sample size of the study is also small. Therefore, the current study is an addition to the knowledge and understanding of the studied variables.

Practical implications

This study is of great use for managerial level employees because the adequate implication of employee voice can reduce turnover intention.

Originality/value

This study aims to add value to the existing exit-voice theory and discuss the internal organizational factors that generate quitting intentions. Moreover, it provides insights about union instrumentality and its significant role as a moderator and the significant mediating role between employee voice and intention to quit paving new ways for future researchers.

Details

International Journal of Conflict Management, vol. 33 no. 2
Type: Research Article
ISSN: 1044-4068

Keywords

Available. Open Access. Open Access
Article
Publication date: 3 July 2023

Kamal Badar, Mohammed Aboramadan, Wasim Alhabil, Khalid Abed Dahleez and Caterina Farao

Building on the resource-based view (RBV) and the theory of other orientation, this study aims to examine the association between Islamic work ethics (IWEs) and organizational…

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Abstract

Purpose

Building on the resource-based view (RBV) and the theory of other orientation, this study aims to examine the association between Islamic work ethics (IWEs) and organizational performance highlighting the role of employee relations climate as an underlying mechanism.

Design/methodology/approach

Data were collected from 239 employees working in diverse sectors in the state of Qatar. Structural equation modeling of partial least squares was used to analyze the data of the study.

Findings

The results suggest that IWEs positively impact organizational performance and employee relations climate. Furthermore, employee relations climate demonstrated to play a mediating role in the IWEs-organizational performance link.

Practical implications

The study can be used by administrators pertaining to the importance of IWE and employee relations climate to cultivate higher organizational outcomes such as organizational performance.

Originality/value

This research is distinctive as it examines the connection between IWEs and organizational performance in Qatar, a country where the influence of Islamic values and beliefs on work ethics is profound. In addition, the research sheds light on a topic that has received little attention in the literature: the significance of the workplace climate in determining how IWEs affect organizational performance. Finally, the research integrates two important theoretical frameworks, the RBV and the theory of other orientation, to create a comprehensive model that explains the complex relationship between IWEs, employee relations climate and organizational performance.

Details

Journal of Islamic Accounting and Business Research, vol. 15 no. 8
Type: Research Article
ISSN: 1759-0817

Keywords

Available. Open Access. Open Access
Article
Publication date: 17 December 2018

Mohammad Shakhawat Hossain, Lu Qian, Muhammad Arshad, Shamsuddin Shahid, Shah Fahad and Javed Akhter

Changes in climate may have both beneficial and harmful effects on crop yields. However, the effects will be more in countries whose economy depends on agriculture. This study…

19794

Abstract

Purpose

Changes in climate may have both beneficial and harmful effects on crop yields. However, the effects will be more in countries whose economy depends on agriculture. This study aims to measure the economic impacts of climate change on crop farming in Bangladesh.

Design/methodology/approach

A Ricardian model was used to estimate the relationship between net crop income and climate variables. Historical climate data and farm household level data from all climatic zones of Bangladesh were collected for this purpose. A regression model was then developed of net crop income per hectare against long-term climate, household and farm variables. Marginal impacts of climate change and potential future impacts of projected climate scenarios on net crop incomes were also estimated.

Findings

The results revealed that net crop income in Bangladesh is sensitive to climate, particularly to seasonal temperature. A positive effect of temperature rise on net crop income was observed for the farms located in the areas having sufficient irrigation facilities. Estimated marginal impact suggests that 1 mm/month increase in rainfall and 10°C increase in temperature will lead to about US$4-15 increase in net crop income per hectare in Bangladesh. However, there will be significant seasonal and spatial variations in the impacts. The assessment of future impacts under climate change scenarios projected by Global Circulation Models indicated an increase in net crop income from US$25-84 per hectare in the country.

Research limitations/implications

The findings of this study indicate the need for development practitioners and policy planners to consider both the beneficial and harmful effects of climate change across different climatic zones while designing and implementing the adaptation policies in the country.

Originality/value

Literature survey of the Web of Science, Science Direct and Google Scholar indicates that this study is the first attempt to measure the economic impacts of climate change on overall crop farming sector in Bangladesh using an econometric model.

Details

International Journal of Climate Change Strategies and Management, vol. 11 no. 3
Type: Research Article
ISSN: 1756-8692

Keywords

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Article
Publication date: 29 November 2024

Ozlem Topcan, Bulent Uluturk, Ekin Kaynak Iltar and Rabia Akcoru

Drawing on conservation of resources, social cognitive and self-verification theories, the current study endeavors to extend our comprehension of the mechanisms linking Islamic…

89

Abstract

Purpose

Drawing on conservation of resources, social cognitive and self-verification theories, the current study endeavors to extend our comprehension of the mechanisms linking Islamic work ethics (IWE) to employee ethical behavior. More specifically, the current study investigates the potential impact of IWE on employees’ ethical behavior through the serial mediating roles of moral identity and felt obligation.

Design/methodology/approach

By utilizing two-wave data collected from 513 employee-co-worker dyads in the education sector in Turkey, we employed AMOS to conduct a confirmatory analysis and the PROCESS macro for SPSS to test the hypothesized relationships.

Findings

The results provide evidence for our hypothesized model. Our results indicate that employees with higher levels of IWE are more likely to exhibit higher levels of ethical behavior. Our results also reveal that IWE has a significant and positive impact on employees’ moral identity and sense of obligation, which in turn enhances their ethical behavior.

Originality/value

By integrating multiple theories, the current research addresses a dearth in the literature and provides a nomological network from Islamic work ethics to ethical employee behavior through the serial mediating role of moral identity and felt obligation. This study adds value to the literature on human resource management and work ethics by examining how IWE affects the attitudes and behaviors of employees in both the public and private sectors. Accordingly, organizations can strengthen their workforce’s moral identities and instill a sense of obligation to behave morally by incorporating workplace ethics into HRM processes.

Details

Personnel Review, vol. 54 no. 1
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 11 February 2022

Muhammad Qamar Zia, Muhammad Naveed, Syeda Tayyaba Fasih, Muhammad Usman Aleem and Muhammad Sufyan Ramish

Drawing upon conservation of theory, this study aims to extend the scant literature on the effect of leader-member exchange (LMX) on workplace deviance behaviour (WDB) and…

692

Abstract

Purpose

Drawing upon conservation of theory, this study aims to extend the scant literature on the effect of leader-member exchange (LMX) on workplace deviance behaviour (WDB) and adaptive performance by investigating the role of Islamic work ethics as moderators.

Design/methodology/approach

A time-lagged and multi-source data of (269 paired responses) of employees working in Islamic banks were used for hypotheses testing.

Findings

Taken together, the findings revealed that Leader Member Exchange (LMX) has a positive and significant impact on adaptive performance and is negatively related to employees’ WDB. The results of the moderation effect showed the positive relationship of LMX with adaptive performance and the negative relationship with WDB is stronger for high Islamic work ethics (IWE).

Practical implications

This study provides practical insight that Islamic business ethics plays a significant role in fostering adaptive performance and reducing the deviance behaviour of employees.

Originality/value

To the best of the authors’ knowledge, this is the first study that examined the moderating role of IWE between LMX-adaptive performance and LMX-WDB. This study has also filled the gap of scant literature about the impact of LMX on adaptive performance and WDB.

Details

International Journal of Ethics and Systems, vol. 38 no. 3
Type: Research Article
ISSN: 2514-9369

Keywords

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Article
Publication date: 20 March 2024

Mohammad M. Taamneh, Manaf Al-Okaily, Jamal Daoud Abudoleh, Rokaya Albdareen and Abdallah M. Taamneh

The purpose of this study was to investigate the connection between green human resource management (GHRM) and corporate social responsibility (CSR). In addition, this study also…

592

Abstract

Purpose

The purpose of this study was to investigate the connection between green human resource management (GHRM) and corporate social responsibility (CSR). In addition, this study also investigates how the impact of GHRM varies depending on the extent of transformational leadership.

Design/methodology/approach

Adopting a quantitative approach, the sample consists of 376 employees who hold leadership positions in the academic body and those who work in human resources units at universities who won the Web Metric Award.

Findings

Results have shown that all GHRM practices were found to have a significant and positive effect on CSR. In addition, the findings revealed that transformational leadership positively moderates the relationship between GHRM and CSR.

Originality/value

The findings of this study contribute to the existing body of knowledge by providing empirical evidence of the positive relationship between GHRM practices, transformational leadership and CSR performance. In addition, the study highlights the moderating influence of transformational leadership on the relationship between GHRM and CSR, suggesting that transformational leadership can increase the efficacy of GHRM practices in promoting CSR outcomes.

Details

International Journal of Organizational Analysis, vol. 33 no. 1
Type: Research Article
ISSN: 1934-8835

Keywords

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Article
Publication date: 27 December 2022

Mohammad Imtiaz Hossain, Boon Heng Teh, Mosab I. Tabash, Mohammad Nurul Alam and Tze San Ong

Manufacturing small and medium-sized enterprises (SMEs) are heading towards smart manufacturing despite growing challenges caused by globalisation and rapid technological…

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Abstract

Purpose

Manufacturing small and medium-sized enterprises (SMEs) are heading towards smart manufacturing despite growing challenges caused by globalisation and rapid technological advancement. These SMEs, particularly textile SMEs of Bangladesh, also face challenges in implementing sustainability and organisational ambidexterity (OA) due to resource constraints and limitations of conventional leadership styles. Adopting paradoxical leadership (PL) and entrepreneurial bricolage (EB) is important to overcome the challenges. However, these dynamics are less explored in academia, especially in the Bangladeshi textile SMEs context. Hence, the purpose of this study is to investigate the influence of the adoption of smart technologies (ASTs), PL and OA, EB on sustainable performance (SP) of textile SMEs in Bangladesh.

Design/methodology/approach

A cross-sectional and primary quantitative survey was conducted. Data from 361 textile SMEs were collected using a structured self-administrated questionnaire and analysed by partial least square structural equation modelling (PLS-SEM).

Findings

The statistical outcome confirms that ASTs and PL significantly influence SP and OA. OA plays a significant mediating role for PL and is insignificant for ASTs, and EB significantly moderates among ASTs, PL and SP.

Research limitations/implications

As this study is cross-sectional and focussed on a single city (Dhaka, Bangladesh), conducting longitudinal studies and considering other parts of the country can provide exciting findings.

Practical implications

This research provides valuable insights for policymakers, management and textile SMEs in developing and developed countries. By adopting unique and innovative OA, PL and EB approaches, manufacturing SMEs, especially textile companies, can be more sustainable.

Originality/value

This study has a novel, pioneering contribution, as it empirically validates the role of multiple constructs such as AST, PL, OA and EB towards SP in the context of textile SMEs in a developing country like Bangladesh.

Details

Journal of Enterprising Communities: People and Places in the Global Economy, vol. 18 no. 2
Type: Research Article
ISSN: 1750-6204

Keywords

Available. Open Access. Open Access
Article
Publication date: 26 July 2022

Jalal Rajeh Hanaysha, V.V. Ajith Kumar, Mohammad In'airat and Ch. Paramaiah

This research mainly aims to test the impact of two leadership styles (ethical and servant leadership) on employee creativity; and to determine whether organizational citizenship…

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Abstract

Purpose

This research mainly aims to test the impact of two leadership styles (ethical and servant leadership) on employee creativity; and to determine whether organizational citizenship behavior (OCB) mediates the relationships between them.

Design/methodology/approach

The paper relied on a quantitative research approach with a sample of 213 staff from public universities in the United Arab Emirates. In this paper, the partial least square approach (PLS-SEM) was employed in order to verify the proposed hypotheses.

Findings

The outcomes confirmed that OCB has a positive impact on employee creativity. Additionally, the findings indicated that ethical leadership positively affected OCB and employee creativity. It was also confirmed that servant leadership has a significant positive impact on OCB and employee creativity. Finally, the findings revealed that OCB fully mediates the linkages among servant and ethical leadership and employee creativity.

Originality/value

This paper acknowledges the existing gaps in the prior literature, and enables us to understand clearly about the significance of ethical as well as servant leadership in affecting employee creativity via OCB as a mediator.

Available. Open Access. Open Access
Article
Publication date: 19 May 2023

Raouf Jaziri and Mohammad Saleh Miralam

Psychological and entrepreneurial traits have been widely studied as explicative variables of encouraging entrepreneurial behavior, while their impact on innovative activity is…

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Abstract

Purpose

Psychological and entrepreneurial traits have been widely studied as explicative variables of encouraging entrepreneurial behavior, while their impact on innovative activity is less explored. This study examines whether, how and why psycho-entrepreneurial traits and social networks effect innovativeness among women firm owners.

Design/methodology/approach

Analysis of data collected from 304 Saudi women entrepreneurs accompanied by business accelerators provides a wide support with some notable exceptions. We use Structural Equation Modeling technique to estimate how different constructs interact with each other and jointly affect directly or indirectly women's innovativeness behavior in Saudi Arabia.

Findings

Findings point out that innovativeness is positively and significantly affected by emotional intelligence, internal locus of control, entrepreneurial alertness and entrepreneurial self-efficacy. The construct of entrepreneurial self-efficacy mediates the relationship between both business and personal networks and innovativeness. However, professional forums and mentors have no significant effect on innovativeness.

Research limitations/implications

The sample selection is limited to two entrepreneurial support structures especially business accelerator and business incubator. Expanding the context to other support structures can reinforce the implications and provide more valuable results.

Practical implications

The findings are likely to be of applicability for improving women entrepreneurship by entrepreneurial support structures.

Originality/value

This research is original in the sense that it investigated useful insights of innovativeness among Saudi female entrepreneurs.

Details

Arab Gulf Journal of Scientific Research, vol. 42 no. 3
Type: Research Article
ISSN: 1985-9899

Keywords

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