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Developing and maintaining green innovation (GI) and environmental performance (EP) has become a significant challenge for every organization. The present paper attempts to confirm the contributions of technology leadership (TL) and green HRM (GHRM) to green work engagement (GWE), GI and EP. The study also recognizes GWE’s contribution to connecting TL, GHRM, GI and EP.

The study applies a deductive approach where data are gathered through questionnaires from employees of manufacturing firms in Egypt. Consequently, the study utilizes 312 cases to draw its conclusions.

With regard to analysis, the researcher used path analysis through AMOS and established a positive effect of TL on GI and EP but a negative on GWE. GHRM has been confirmed to predict GWE, GI and EP positively. Furthermore, GWE positively influences GI and EP among the employees of manufacturing firms in Egypt. The indirect paths establish a significant contribution of GWE in developing the links between TL and EP, GHRM, GI and EP. On the other hand, it negatively affects the link between TL and GI.

The study assists employers in setting green goals for their employees by offering the required knowledge, skills and training for green environmental management. The study also benefits employees’ workplace green behaviors in performance appraisals and promotions.

The study’s originality assists in overcoming the remaining gaps in the literature by enriching the penetration of the literature from a developing context.

The main objective of this study is to assess kinship employee engagement as a mediating variable in the relationship between person–organization–fit (P-O Fit) and person–job–fit with turnover intention.

This research was conducted at creative industry micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. The number of respondents was 331 MSME employees. The distribution of questionnaires was carried out using offline and online systems through direct questions and Google forms. The data analysis tool used was structural equation modelling.

The findings of this study revealed that kinship employee engagement is proven to mediate the relationship between P-O-fit and P-J-fit on turnover intention.

This research provides a new perspective on social exchanges, namely, exchanges that are intangible based on the relationship between employees, leaders and owners of micro and small medium enterprises (MSMEs) in the form of kinship employee engagement. Employees who feel P-O Fit and P-J fit with their organizations will exhibit positive behavior in the form of kinship employee engagement.

The first practical implication is that MSME superiors/owners must pay more attention to P-O fit; one way to do this is to assess P-O fit at the recruitment and selection stage. This may be useful for organizations that hire and retain employees whose goals and values closely match those of the organization. With regard to the P-J fit relationship, and turnover intention, which turns out to have a negative relationship, this finding has implications for the formulation of policies that should not only focus on increasing the knowledge, skills and abilities of employees but also on fulfilling their wishes. For example, providing employees with training, self-development opportunities, flexible working hours and competitive salaries will strengthen their level of compatibility with their jobs, which in turn will reduce the willingness of employees to leave their jobs.

In social practice, kinship employee engagement can be applied to MSMEs. When MSME owners have limited funds, facilities, etc., to bind employees, they can apply kinship to employees so that they are more attached to MSMEs.

This study is among the first to introduce a new construct (kinship employee engagement) which is an extension of the engagement construct that is more specific and follows the MSME context, and is the first study to propose kinship employee engagement as a mediating variable in the relationship between P-O-fit and P-J-fit on turnover intention.

From 1979 to 2023, the takaful structure has been adopted in many jurisdictions, making the documenting of its early days of establishment relatively difficult and somewhat unreliable. This is unlike conventional insurance, where the history and legislation are well documented and archived in various research (Hellwege, 2016; Marano and Siri, 2017). The purpose of this paper is to provide a chronology for the establishment and development of takaful via the takaful establishment in each jurisdiction, documenting its first takaful operator and first takaful regulation.

This paper has used a qualitative method in the form of reviewing literature and available data such as journals, books and official resources. The data is thoroughly analysed in order to build the chronology for takaful. It adopted an exploratory research design, which is deemed suitable in situations where few works of literature have examined the subject (Neuman, 2014). The paper explores the establishment and non-establishment of takaful in 57 countries. The paper categorises the countries into seven regions starting with the GCC, Levant, Asia, Central Asia, Africa, Europe and Others.

The takaful chronology presented in this paper shows that takaful operations exist in 47 jurisdictions, starting from Sudan and the UAE in 1979, with the most recent adopters being Morocco and Iran in December 2021. It is found that 22 jurisdictions do not have takaful regulations, and the Takaful Act 1984, issued in Malaysia, is considered the first takaful regulation that sets the basis for other regulations that follow.

The paper contributes to the literature by providing a comprehensive chronology of takaful, especially as the few existing timelines have been found to be incomplete and consist of contradictory information.

Building on upper-echelon and institutional theories, this study aims to investigate the relationship between CEO integrity and corporate sustainable development goals (SDGs) disclosures. It focuses on the mediating role of business reputation and the moderating influence of country-level competitiveness (HC-C).

The study is based on a comprehensive data set of 3,588 firm-year observations from Fortune-listed businesses from 2016 to 2023. It uses a multilevel generalized linear mixed-effects model with Heckman’s two-step adjustments to control endogeneity.

The study yields a significant finding: CEO integrity is a key driver of enhanced SDG disclosures, with business reputation playing a crucial mediating role. Moreover, home country competitiveness (HC-C) strengthens the relationship between CEO integrity and corporate SDG disclosures, suggesting practical implications for firms operating in different contexts in different countries.

The research offers valuable insights into how firm reputation intervenes in the relationship between CEO integrity and SDG disclosure. It also provides a deeper understanding of how country-level competitiveness augments this relationship, empowering firms to make informed decisions when operating in different countries.

This study significantly contributes to the Upper echelon theory, which states that senior executives’ traits strongly influence organizational outcomes, making CEO integrity especially important. It also contributes to the institutional theory by arguing that legal frameworks and social norms shape firms’ strategic choices.

This study aims to discuss literature of zakat collection, particularly to compare what Scopus and Web of Science (WoS), as the two most popular databases, provide to complete the pattern and the direction of future research of zakat collection using bibliometric analysis.

This study collected 266 manuscripts from the Scopus database and 106 manuscripts from the WoS database covering more than three decades from 1987 to the beginning of 2023.

This study identifies a wider horizon of future research of zakat collection literature. Where Scopus database mostly discusses the connection between the state, government and zakat, meanwhile the WoS database discusses smaller scope of zakat collection, which includes zakat institution and its governance along with behavioural and commitment of zakat payers.

The results imply that future research agenda may include the discussion of state-government-zakat collection policy connection and behavioural and commitment of zakat payers.

The results also imply to widening and deepening the zakat collection. Further, it also implies to administratively to zakat agencies/zakat institution.

To the best of the authors’ knowledge, this study is among the first study (or the first) that compare Scopus and WoS database in the zakat collection literature.

In the present era, the achievement of employee Islamic performance has become a significant challenge for organizations. The purpose of the study is to examine the effect of Islamic leadership on employee Islamic performance directly and indirectly by bridging the connections between employees’ Islamic organizational values, Islamic organizational culture, and Islamic work motivation among the employees of Egyptian banks.

The authors used quantitative methods in this study and based its findings on the data received from 312 respondents in response to a questionnaire.

By using SmartPLS 4, this study’s findings demonstrate that Islamic leadership has a positive and significant effect on Islamic organizational values, culture, employee Islamic performance and work motivation. While Islamic organizational values and Islamic organizational culture do not significantly impact employee Islamic performance, Islamic work motivation is a significant predictor of employee Islamic performance. On the one hand, Islamic organizational values and Islamic organizational culture do not mediate the relationship between Islamic leadership and employee Islamic performance. On the other hand, Islamic work motivation is a mediating variable that significantly develops the relationship between Islamic leadership and employee Islamic performance.

The study’s findings support policymakers and human resource management practitioners to develop plans and strategies which enhance the Islamic performance of organizations’ employees. In addition, this study’s findings provide insights for researchers and academicians in developing Islamic leadership within their organizations so that they operate by Islamic values and codes.

Finally, by offering an integrated model of Islamic leadership, Islamic organizational values, Islamic organizational culture and employee Islamic performance, this study’s findings fill the gaps in the context of bank employees in a developing country, namely, Egypt.

The purpose of the present study is to reveal the antecedents of the new green product success (NGPS) of small and medium-sized enterprises (SMEs) that manufacture in Türkiye with a middle-income economy. To this end, a research model for the serial mediating role of green human capital (GHC) and green adaptive ability (GAA) in the relationship between green mindfulness (GM) and NGPS was developed and tested. Determining the driving forces of NGPS is essential due to the contributions of SMEs manufacturing, especially in middle-income economies, such as Türkiye, to the national economy.

The present study used partial least squares structural equation modeling (PLS-SEM) to test the hypothesized relationships. The study hypotheses were tested in a sample of 396 manufacturing enterprises, qualified as SMEs in Türkiye with ISO 14001 certificates.

Empirical evidence indicates that GM, GHC and GAA act as significant antecedents of NGPS. Furthermore, empirical evidence demonstrates that GHC and GAA, in turn, mediate the relationship between GM and NGPS.

Managers, especially in manufacturing SMEs, should be aware that they need to develop intangible resources to improve NGPS. Increased investment in GM results in higher levels of GHC and GAA, which collectively leads to improved NGPS.

The current literature has not previously explained the mechanism of the relationship between GM and NGPS. The originality of the present study, which discusses the relevant research gap, is to develop an integrated framework to investigate how GM impacts NGPS, specifically for SMEs, and to test it empirically.

The purpose of this study is to examine the factors that influence people’s behaviour in paying zakat, explore their perceptions of the institutions, examine the factors that influence their trust and analyse the impact of trust on their behaviour in paying zakat to the institutions.

A questionnaire was distributed to 740 potential Zakat payers in the Federal Territory, Malaysia. In designing the questionnaire, a systematic literature review, focus group discussions and pilot study were conducted. Descriptive analysis and partial least squares structural equation model were used with SmartPLS software.

The result shows that trust, intention to pay zakat and age of the respondents have statistically significant impacts on people’s behaviour to pay zakat through institutions. Intention to pay zakat is influenced by attitudes, subjective norms and perceived behavioural control. In addition, the main common concerns expressed were lack of awareness of the importance of paying zakat, lack of transparency in zakat administration, especially in collection and distribution, and inefficiency in administration and distribution. Moreover, trust in the institutions could be established if the institution is able to fulfil its mission of collecting and distributing zakat to the entitled Asnaf and improve their welfare, as trust not only has a direct impact on people’s behaviour, but also strengthens people’s intention and influences their behaviour to pay zakat to the institutions.

This study focuses on a specific geographical area and zakat institution; hence, the study’s generalisability is limited. The use of self-reported and cross-sectional data may introduce bias and fail to capture the dynamic change of trust, intention and behaviour across time. The proposed solution of leveraging digital platforms may provide numerous hurdles and obstacles for adoption by the zakat institution.

This study shows the significant role of trust in influencing people’s intentions and behaviour in supporting organisations. Therefore, it can serve as an indicator of the performance or success of a particular institution. Thus, there is a need to find strategies to gain people’s trust by improving their ability, integrity and benevolence in performing their tasks.

This study investigates the nexus of top management commitment and institutional pressures towards enhancing sustainable energy consumption in African Higher Institutions of Learning.

Using a structured questionnaire survey, cross-sectional data collected from 64 higher institutions of learning registered with the Uganda National Council for Higher Education were analyzed using the Statistical Package for Social Sciences (SPSS).

The findings revealed that top management commitment and institutional pressures individually associate with sustainable energy consumption. Top management commitment does not cause variations in sustainable energy consumption. However, when top management commitment coalesces with institutional pressures, they significantly predict sustainable energy consumption.

The current study focuses on Higher Institutions of Learning in Uganda. Hence caution should be taken before generalization of findings. This study therefore sets ground for future studies to investigate sustainable energy consumption in other institutions.

This study tests the efficacy of top management commitment and institutional pressures on sustainable energy consumption using evidence from African Higher Institutions of Learning. It provides new directions for study in such a nascent area of critical national dimension as sustainability and climate change issues top the global agenda.

This paper aims to present the development of a holistic campus facility management (CFM) performance assessment framework that incorporates a fuzzy logic approach and integrates a comprehensive set of key factors for successful management of campus facilities. The devised framework aims to cater to the needs of campus facilities management firms and departments for the purpose of gauging and assessing their performance across different management domains. Through this approach, facility management organizations can detect potential areas of enhancement and adopt preemptive steps to evade issues, foster progress and ensure success.

After a comprehensive analysis of the literature, conducting in-depth interviews with industry experts and employing the Delphi technique in two rounds, a total of 45 indicators critical to CFM success were identified and subsequently sorted into seven distinct groups. Through an online questionnaire, 402 subject-matter experts proficiently assessed the significance of the critical success indicators and their groups. A fuzzy logic framework was developed to evaluate and quantify a firm's compliance with the critical success indicators and groups of indicators. The framework was subsequently weighted using computations of the relative importance index (RII) based on the responses received from the questionnaire participants. The initial section of the framework involved a comprehensive analysis of the firm's performance vis-à-vis the indicators, while the latter part sought to evaluate the impact of the indicators groups on the overall firm's performance.

The utilization of fuzzy logic has uncovered the significant effects each effective CFM key indicator on indicators groups, as well as the distinct effects of each CFM indicators group on the overall performance of CFM. The results reveal that financial management, communications management, sustainability and environment management and workforce management are the most impactful indicators groups on the CFM performance. This suggests that it is imperative for management to allocate increased attention to these specific areas.

This study contributes to the advancement of current knowledge by revealing vital indicators of effective CFM and utilizing them to construct a thorough fuzzy logic framework that can assist in evaluating the effectiveness of CFM firms worldwide. This has the potential to provide crucial assistance to facility management organizations, facility managers and policymakers in their quest for informed decision-making.