Search results

This study aims to describe the role of knowledge diffusion in evolving governance principles for Islamic banking.

This study develops a discursive theoretical debate using the discourse analysis method on the Sharīʿah principles related to interest (Riba), excessive uncertainty (Gharrar) and profit and loss sharing and their convergence with the conventional banking principles of profitability, solvency and liquidity.

The study proposes a novel framework that describes how knowledge diffusion bridge-up the Sharīʿah and banking principles in terms of integration of banking principles by Sharīʿah scholars, integration of Sharīʿah principles by managers and the resultant, emergent principles for the governance of Islamic banking.

The proposed framework can inform professionals on how knowledge of banking practices and Sharīʿah can help them in governing Islamic banking. The Board of Directors may adopt a holistic approach for encouraging enhanced interactions between Sharīʿah scholars and managers. Such interaction may be increasing harmony, reducing conflicts and better coordination resulting in Sharīʿah-compliant and market wise viable products and services, thus increasing banking profitability.

This is the first study, which acknowledges and illustrates the role of the knowledge diffusion process in evolving governance principles for Islamic banks. This paper contributes to the theory of corporate governance by using the knowledge, aptitude and practice theory lens to examine conceptually how Islamic banking governance principles emerged through the knowledge diffusion process.

The purpose of this study is to investigate the concept of vicarious moral cleansing and scrutinize whether unethical behavior of leaders initiate moral cleansing in subordinates or not. This study also highlights a boundary condition under which employees are motivated to cleanse their moral self-image through increased organizational citizenship behaviors and decreased counterproductive work behaviors.

The study is quantitative based on hypothesis testing. By adopting convenience sampling technique, employees working at all managerial levels of service sector organizations were asked to fill out the questionnaires. Being a time-lagged study, data for independent variable (unethical leadership) and moderator (relational self-construal) were collected at T1, data for mediator (moral self-image) were collected at T2 and data for outcomes (OCBs, CWBs) were collected at T3 from same respondents. To rule out the possibility of common method bias and social desirability bias, a multi-wave design was adopted and respondents were asked to provide unique keys/IDs instead of their names.

This study investigated the impact that unethical leaders impose on employee self-concept. Moreover, this study also explored the motivational tendencies of moral self-image. Findings suggest that employees' desirable or undesirable behaviors against leader are dependent upon the perceptions related with their own role, self-image and perception of leader's integrity and intentions. Leader's unethicality is perceived threatening for their own moral self-image and they deal with it constructively. This study has laid the foundation for presence of vicarious moral cleansing in organizational setup, and it is advised that researchers must investigate this phenomenon in different settings to provide useful insights.

Due to lack of resources, employing a pure longitudinal research design was not feasible, and therefore a time-lagged research design was used to gather data from only two cities of Pakistan. However, authors believe that a longitudinal research design, with data collection from a larger sample, will provide more fine-grained results. Secondly, use of perceived leader's integrity scale to measure unethical leadership is another limitation. Although the authors tried to address this issue by conducting an EFA and adopting only suitable items, yet a new scale which is able to measure the true essence of unethical leadership ought to be developed.

Use of moral self-image as an indicator of moral cleansing is an additional contribution of this study, as previous studies used levels of guilt as driving force behind moral cleansing and compensatory cleansing. Most of the studies on unethical leadership as well as moral cleansing took place in the Western context and scholars' stress that culture can substantially influence outcomes of these constructs. Thus, this study extends the literature on moral cleansing and moral self-regulation by developing and testing a model in cultural settings of Pakistan.

本研究擬探討間接感受到的道德清洗 (以下簡稱間接道德清洗) 這個概念；研究亦會仔細審視領袖的不道德行為會否在其下屬間引起道德清洗。就此而言，本研究亦強調了一個邊界條件，在這邊界條件之下，僱員透過組織公民行為的增加，以及為工作目標帶來負面影響的工作行為的減少得到激勵，進而淨化他們的道德自我形象。

本研究為一個基於假設檢定的量性研究；研究採用任意抽樣方法而進行。在服務業機構內不同管理階層工作的僱員被邀回答問卷；由於這是一個時滯研究，即使是同一的答覆者，IV (不道德的領導) 和仲裁人(關係型自我建構)的數據在T1收集，調解員 (道德自我形象) 的數據在T2收集，結果 (OCBs，CWBs) 的數據在T3收集，為了排除共同方法偏差和社會期許誤差的出現，研究採用多波浪設計，而且，答覆者必須提供獨一無二的密鑰或身份證明，而不是提供他們的名字。

本研究探討了不道德的領袖對僱員自我概念的影響；研究亦探索了可能推動道德自我形象的因素。研究結果暗示、僱員會做對領袖而言可取的行為與否，全視乎他們如何看待自己的角色和自我形象，也視乎他們對領袖的誠信和動機有甚麼看法。領袖若不道德，這會被認為會對僱員的道德自我形象做成威脅，在這情況下，僱員會積極地應付這個威脅。本研究為在組織架構內存有間接道德清洗這個觀點打下基礎。今後的研究學者或許應就不同的環境、對這個現象進行探討和研究，以使我們能更深刻地瞭解這個課題。

從前的研究均採用內疚的程度、作為道德清洗和補償清洗背後的推動力 (Liao et al., 2018) 。本研究另外的貢獻在於採用了道德自我形象、作為道德清洗的指標。以前關於不道德領導以及道德清洗的研究，大多以西方國家為背景。研究學者均強調文化因素會很大程度地影響這些觀念帶來的結果；因此，本研究透過設計一個以巴基斯坦文化為背景的模型、並對其進行測試、來擴展有關道德清洗及道德自我調節的文獻。

Examines critically traditional economic paradigms as well as those given by Hayek and Buchanan on markets with constitutional contracts in order to contrast them with yet another view of market ‐ that endogeneity of various political and economic processes creates a global system of interlinkages among and between policy variables and socio‐economic variables. By invoking the methodology and epistemology of such a system develops a theory of globally interactive market processes. In such a globally interactive system, markets are seen to be induced by and to regenerate circularly endogenous preferences. Knowledge induction becomes epistemologically critical in such an evolutionary and interactive order. Hence, these globally knowledge‐induced interlinkages generated by policy‐market interactions are made to establish and explain what is termed here as a system of social contracts.

The purpose of the study is to classify the radiographic images into three categories such as fillings, cavity and implant to identify dental diseases because dental disease is a very common dental health problem for all people. The detection of dental issues and the selection of the most suitable method of treatment are both determined by the results of a radiological examination. Dental x-rays provide important information about the insides of teeth and their surrounding cells, which helps dentists detect dental issues that are not immediately visible. The analysis of dental x-rays, which is typically done by dentists, is a time-consuming process that can become an error-prone technique due to the wide variations in the structure of teeth and the dentist's lack of expertise. The workload of a dental professional and the chance of misinterpretation can be decreased by the availability of such a system, which can interpret the result of an x-ray automatically.

This study uses deep learning (DL) models to identify dental diseases in order to tackle this issue. Four different DL models, such as ResNet-101, Xception, DenseNet-201 and EfficientNet-B0, were evaluated in order to determine which one would be the most useful for the detection of dental diseases (such as fillings, cavity and implant).

Loss and accuracy curves have been used to analyze the model. However, the EfficientNet-B0 model performed better compared to Xception, DenseNet-201 and ResNet-101. The accuracy, recall, F1-score and AUC values for this model were 98.91, 98.91, 98.74 and 99.98%, respectively. The accuracy rates for the Xception, ResNet-101 and DenseNet-201 are 96.74, 93.48 and 95.65%, respectively.

The present study can benefit dentists from using the DL model to more accurately diagnose dental problems.

This study is conducted to evaluate dental diseases using Convolutional neural network (CNN) techniques to assist dentists in selecting the most effective technique for a particular clinical condition.

Multilevel inverters play a major role in the development of high-power industrial applications. In traditional low-level inverters (e.g. 2-level), the switching frequency is restricted and the harmonic spectrum of the system is hard to meet power requirements. Similarly, high-level inverters consist of a large number of switches, complex modulation techniques and complex hardware architecture, which results in high power loss and a significant amount of harmonic distortion. Furthermore, it is a must to ensure that every switch experiences the same stress of voltage and current. The purpose of this paper is to present an inverter topology with lower conduction and switching losses via reduced number of switches and equal voltage source-sharing technique.

Herein, the authors present a cascaded multilevel inverter having less power switches, a simple modulation technique and an equal voltage source-sharing phenomenon implementation.

The modulation technique becomes more complex when equal voltage source-sharing is to be implemented. In this study, a novel topology for the multilevel inverter with fewer switches, novel modulation technique, equal voltage source-sharing and Inductor-Capacitor-Inductor filter implementation is demonstrated to the reduce harmonic spectrum and power losses of the proposed system.

The nine-level inverter design is validated using software simulations and hardware prototype testing; the power losses of the proposed inverter design are elaborated and compared with the traditional approach.

The objective of this study is twofold. First, it examines the relationship between stressor factors (i.e. role overload, role conflict, role ambiguity, interpersonal conflict and organizational constraints) and commitment to change. Second, it investigates the moderating effect of internal communication in the hypothesized link.

A total of 225 administrative staff in the public higher education institutions located in the Northern Region of Peninsular Malaysia participated in the study. Structural equation modelling was used to test the hypotheses.

Role overload, role ambiguity and organizational constraints pose a substantial influence on commitment to change. Internal communication is a significant moderator in the association between role ambiguity and commitment to change.

This study contributes to the Social Exchange Theory by assessing stressor factors as the predictors of commitment to change. Future studies can further extend the model by examining other variables related to stressor factors and extending the nomological networks of these factors in relation to commitment to organizational change.

This study makes explicit the need for management in public higher education institutions to consider stressor factors, particularly role overload, role ambiguity and organizational constraints, which affect the commitment to change. Furthermore, the aspect of internal communication in public higher education institutions deserves further attention by the management in alleviating role ambiguity and boosting commitment to change among the administrative staff.

The study is one of the pioneers to demonstrate that the presence of internal communication as a moderating factor in assessing the influence of stressors on commitment to change among administrative staff in public higher education institutions. Further, little empirical evidence on commitment to change in terms of normative, affective, and continuance in the setting of Malaysian public higher education institution is available in the literature.

Tourism, Technology and Climate Change: The tourism industry is indispensable both for its socio-cultural offerings and its profound economic implications. The economic multiplier effects inherent in the drivers of tourism can stimulate the regional economy even before these areas emerge as tourism meccas. While vast amounts of research have detailed tourism's overarching significance, there is an evident void in understanding its multifaceted impacts, particularly where technological advances, environmental performance (EP) and economic benefits converge. A thorough examination of 907 research records led to this chapter, which identifies these gaps by referencing nine observational and 11 intervention studies. Achieving a Cohen's kappa value of 0.75, the authors note a strong consensus among reviewers, adhering to Cohen's (1940) standards. The findings from the first quarter highlight several areas within the tourism industry that have been under-researched. Particularly, the integration of technology, from ATM infrastructures enhancing tourist financial experiences to digital platforms elevating traveller education and awareness, and tech-driven solutions addressing demographic and ethical considerations in tourism, remains insufficiently explored. Additionally, the authors recognise an existing gap in knowledge regarding the nexus between tourism development and its climatic repercussions, especially before tourism ventures are fully realized. This chapter aims to channel future research into these lesser-trodden areas, fostering a comprehensive grasp of tourism's evolution in the face of rapid technological advancements and its interplay with environmental shifts.

Academic vitality and burnout studies can help the university administrators and lecturers to develop a quality education and provide more conducive working environments. Hence, understanding and fostering what contributes to faculty and institutional vitality is central to prevent burnout during times of change. Therefore, the purpose of the study is to investigate the level of vitality amongst lecturers in Malaysia and to see if there is any significant difference in vitality between the subgroups of the demographic variables.

The study was conducted on 379 academicians from selected public and private universities, polytechnics and university colleges. Data were collected via Survey Monkey application. Descriptive analysis was conducted where mean values, standard deviation and median were calculated. Analysis of variance (ANOVA) was conducted to see whether there is significant difference in vitality between the subgroups of the demographic. Additionally, Box and Whiskers plot was used to analyse the outliers to further scrutinise the extremely low mean scores. Open ended responses were also analysed to support the statistical analysis.

Results obtained reveal that almost 25% of the respondents indicate high vitality; another 25% are moderately vital; while about 50% fall under the group of low to very low vitality. Only administrative posts were found to have a significant difference in overall vitality, while age, gender, number of children, income level, working experience and teaching field showed no significant difference.

This paper differs from other previous studies as it defined the different levels of vitality amongst academics based on quartiles. One important contribution of this paper is the use of the slider scale with percentage as the scoring units that provide an infinitesimal rating option that enriches the collected data and enables application of mathematical operations, such as the mean. The use of this slider scale had also facilitated the analysis of outliers due to the scale’s discriminative feature to scrutinise those considered as outliers.

The Islamic financial institutions (IFIs) maintain better control over their transactions than conventional financial institutions (CFIs) through the existence of Shari'a Supervisory Board (SSB) and Shari'a Control Department (SCD). The purpose of this paper is to highlight the superiority of Shari'a supervision over external audit and Shari'a audit over internal audit. The study identifies five independent variables that affect the SSB control: ex‐ante Shari'a audit; ex‐post Shari'a audit; SCD reporting to the SSB; corrective actions of SSB towards the management violations; and the number of SSB members.

The variables are articulated in five hypotheses, which are tested by ordinary least square regression. The data are collected via a questionnaire which was sent to the SSB members of 219 IFIs in the Gulf Cooperation Council (GCC) countries.

The results indicate that ex‐ante Shari'a audit, ex‐post Shari'a audit, and reporting of SCD are significantly related to the SSB control, whereas corrective actions and the number of SSB members have insignificant relation.

The research is focused on internal factors only, without considering other external factors such as stakeholders and regulators. Also, the research covered the GCC region alone.

The research recommends testing the hypotheses in other geographies to generalize the results, and including external factors as well as shareholders and board of directors.

The research provides practical implications for the SCD role and calls for merging the SCD with the traditional internal audit department to reduce the excessive work of controlling.

The paper contributes to the literature gap about the SSB. It is believed to be one of few studies that provide empirical evidence about the SSB control in the IFIs of the GCC region.

Globally, the business organisations are experiencing a transformation due to the Fourth Industrial Revolution (4IR). The need for an effective 4IR leadership has placed new demands on organisations to develop and select leaders to effectively lead the organisations in the 4IR era. Hence, it becomes important to understand the attributes for an effective 4IR leadership. This study examines the relationships between leadership styles, leadership traits, leadership intelligence and effective 4IR leadership to empirically validate the effective 4IR leadership framework that was conceptualised. The hypothesised relationships from the framework were tested using a survey of 416 senior construction executives across the nine provinces of South Africa.

To achieve the study objectives, an online survey was sent to construction firms across the nine provinces of South Africa. “Construction”, for the purpose of this study comprised building and civil engineering firms listed on the construction industry development board (cidb) register of contractors in South Africa. The target group was the upper echelon executives, i.e. Chairman, CEOs, managing directors and chief operating officers, and the survey was directed to contact e-mail of the study samples. The professional service providers (architects, consultants and surveyors) were not part of the survey sample. The database of the organisational leaders was obtained from the cidb. The online survey was created on the 23rd of August 2019 and closed on the 23rd of April 2020, thereby making the duration of the survey eight months. The total number of respondents at the time of closure of the survey was four hundred and sixteen (416). Structural equation modeling (SEM) was used for the analysis of the results.

This study validates the effective 4IR leadership framework as proposed by Alade and Windapo (2019) by empirically examining relationships between leadership styles, leadership traits, leadership intelligence and effective 4IR leadership. The findings from this study have shown that effective 4IR leadership is positively associated with leadership styles, leadership traits and leadership intelligence. Hence, an effective 4IR leader must spread the knowledge and understanding of the 4IR opportunities and threats in the organisations. The leader must ensure that the executives in the construction organisation become change conversant and ensure that the employees acquire 4IR skills. Multiple leadership intelligence is essential to effective 4IR leadership. These multiple intelligence are the ability to adapt knowledge and skills to different situations, ability to handle interpersonal relationships judiciously, a high level of understanding, ability to process and analyse information and ability to utilise knowledge from many disciplinary boundaries.

This study is focused on construction business organisations in South Africa. As such, similar studies on 4IR leadership effectiveness can be carried out in other countries and across other organisations. Future studies should also consider using a case study approach specifically focused on organisations with high implementations of 4IR technologies. Interacting with the leaders of such organisations and their employees will give a broader perspective in understanding the reasons of their effectiveness.

The leadership of construction organisations must partner with the academia, industry players and team members in their efforts to implement 4IR in their organisations. Also, the existence of a positive association between leadership traits and effective 4IR leadership implies that to ensure a 4IR-driven work process in construction organisations, the leadership must embrace disruption and quickly respond to change. Further, it can be concluded from the findings of this study that appropriate leadership styles are required for effective 4IR leadership. The appropriate leadership style for effective 4IR leadership requires the leadership of construction organisations to delegate some of the 4IR function. The 4IR function must be performed based on the challenges that are associated with 4IR. The positive correlation between leadership intelligence and leadership styles makes it possible to conclude that the competencies of leadership of construction organisations in a 4IR-driven change depend on the level of leadership intelligence of the executives of construction organisations. It is evident that 4IR will change the business environment; hence, leadership intelligence is required to adapt construction organisations to the change dynamics. This study has provided information on what 4IR leadership entails in construction organisations. The study has contributed a framework for ensuring effective and smooth flow 4IR implementation in construction organisations through a purposeful leadership that combines leadership styles, leadership traits and leadership intelligence.

This research will be useful to government agencies and board members of construction organisations, in appointing leaders to see the construction industry and organisations perform better in the 4IR era. Young individuals who are also aspiring to take on leadership role in the industry will benefit from this study.

This study is a new and original research that seeks to investigate the need for an effective 4IR leadership in construction business organisations. Construction as an industry is usually criticised for her slow response to change. Since leadership is required to drive the change agenda, this study examines the relationships between leadership styles, leadership traits, leadership intelligence and effective 4IR leadership to empirically validate the effective 4IR leadership framework that was conceptualised.