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The purpose of this paper is to present an in‐depth analysis of the Islamic work ethic (IWE) and its influence on innovation capability in the public sector.

The foundations of IWE and innovation capability were assessed using a validated questionnaire. A total of 472 employees from the Malaysian public sector participated in the survey.

The empirical results indicate that the IWE is highly adapted in the public sector. In addition, the respondents collectively declared that the innovation strength in the Malaysian public sector is mounting. The IWE measure was found to be significant with moderate correlation and positive relationship with the innovation capability scale.

While the study was confined to the Malaysian public sector, it has considerable implications for the development of an optimistic workforce in other regions and across sectors.

An understanding of the commitment of the workforce to the IWE and its consequences for innovativeness facilitates HR professionals in designing and implementing change initiatives.

In response to the substantial need to examine IWE and workplace outcomes in a non‐Western environment, therefore, the paper embraces the extent to which IWE sways innovation capability in the public sector. Both scholars and practitioners will find the study valuable.

This study aims to examine the relationship between Islamic work ethics (IWE), job embeddedness and knowledge-sharing behaviors. It also tested the mediating effects of job embeddedness and the moderating effects of organizational identification on this relationship.

A total of 396 respondents from Islamic banks in Indonesia participated in this study. Data analyzes for hypothesis testing were conducted using Hayes’ PROCESS macro-based hierarchical regression.

The findings suggest that subscribing to IWEs positively and significantly impacts job embeddedness and knowledge-sharing behaviors. Moreover, job embeddedness was confirmed as a mediator in the relationship between IWEs and knowledge-sharing behavior. Finally, the effects of IWEs on knowledge-sharing behaviors are stronger when employees attain a high level of organizational identification.

By encouraging the adoption of IWEs, organizations can develop job embeddedness and promote knowledge-sharing in the workplace, especially in an Islamic banking context. Therefore, managers should strengthen the mutual understanding among employees regarding IWE principles. They should be consistently applied and disseminated by Islamic banks’ management in the form of a formal code of ethics that applies to all actions within the organization.

This study was conducted to extend the understanding of IWE and its relationship with workplace outcomes in modern organizations. Drawing on the conservation of resources theory, social identity theory and Islamic theology, new insights are provided by explaining the psychological mechanism underlying the relationship between IWEs and knowledge-sharing behaviors while proposing organizational identification as the boundary condition.

To investigation the centrality of islamic work ethic (IWE) in the lives of managers in Kuwait and provide a useful insight into the nature of work environment and organizational culture.

The participants were 762 managers randomly selected from government and private sectors. Among participants 50 per cent were female; 73 per cent were Kuwaitis. Two measures were used: IWE and Loyalty scales. Correlation analysis and one‐way multivariate analysis along with frequency distribution were used to analyze the data.

The results indicated that managers scored high on IWE and loyalty scales. There was a positive high correlation between the two measures. Demographic and organizational variables had significant influence on managerial orientations. In particular, it was found that expatriates scored higher than Kuwaiti managers on both IWE and loyalty and men scored relatively higher than women on IWE.

Based on findings specific implications related to work environment, strengthening work involvement, and enhancing organizational loyalty were identified. Furthermore, the interplay of tradition and economic prosperity and their impact on IWE were briefly examined.

The paper highlights not only the importance of work ethics in a relatively rich country but also provides a useful insight into the linkage between IWE and loyalty and the changing nature of work in a country that has recently experienced profound social and economic changes.

This article investigates managerial problems in Kuwait. A total of 762 managers participated in the study. Managers perceived that the most important problems are: primacy of personal relationships over work relationships, favoritism and personal loyalty at work, subjectivity in evaluation and promotion, unwillingness to shoulder responsibilities, multiplicity of rules and regulations, rigid and obsolete administrative systems and policies, and influence of cliques in the workplace. No significant results were found between expatriates and nationals in their perception of managerial problems. Implications for policymakers, senior Kuwaiti managers, and multinational corporations were provided.

This study aims to examine the relationship of the Islamic work ethics, organizational commitment and job satisfaction of Muslim employees in the four Islamic commercial banks in Indonesia.

The study has adopted a quantitative method with descriptive and inferential statistical analysis. A stratified random sample of the executive management was taken, proportionate to the size of each organization. Out of a total of 250 distributed questionnaires, 220 respondents have responded. Frequencies and percentages were used to identify the characteristics of the respondents, while the preliminary data analysis of reliability and validity tests were used, along with the linear regression and the factor analysis of variance to answer the research question.

It found that the Islamic work ethics have a positive and significant relationship with organizational commitment and job satisfaction.

The sharia compliance requirement of Islamic banks is aligned with the Islamic work ethics’ principles and values, which thus could create in-depth organizational commitment among employees.

The aim of this paper is to investigate the Islamic work ethic (IWE) and individualism among Arab college students in Israel, who represent an ethnic and religious minority in a western‐oriented state.

The participants included 837 male and female Arab college students from an academic and a technical college in northern Israel. Most participants (64 percent) were Academic college students. Two measures were used: the IWE and individualism scales developed by Ali. Correlation analysis and two‐way multivariate analysis were used to analyze the data.

There was a strong and highly significant correlation between the IWE and individualism scales. Academic college students scored significantly higher than technical college students on both scales. There were significant interactions between gender and marital status, and college type and year of studies, on the scales.

Within the multi‐cultural context of Arab college students in Israel, the IWE and individualism scales emerged as reliable, practical measures for understanding the work‐related values of Arab college students in Israel.

This study is the first in the published literature to use the IWE and individualism scales among Arab students who were not raised in a homogeneous Islamic cultural context. Although the Arab minority in Israel is exposed to Israeli and Western, as well as Islamic, cultural and organizational influences, IWE scale proved to be highly reliable for this population. The IWE and individualism scales, used together, were uniquely effective for capturing the many nuances of work‐related values in this complex, multi‐cultural context.

The purpose of this paper is to investigate the extent to which individual characteristics, which are gender, religious (Islamic) work value, and organization level (students and staff), are related to attitudes toward computer use ethics. This investigation is conducted in an academic setting in Malaysia, among those subscribing to the same religious value.

The research used a cross‐sectional survey approach in an attempt to achieve the objective. A total of 550 responses were collected from academic staff and students in an institution of higher learning in Malaysia. Respondents were given several scenarios of ethical behavior to rate their attitudinal directions in computer work ethic. Their perceptions would indicate whether they are inclined towards ethical or unethical types of computer use behaviors based on the action in the scenarios.

The findings indicate that individual characteristics consisting of individuals’ value for Islamic work ethics and level in the organizational hierarchy are linked to attitudes toward ethical computer use. However, there was no support to suggest that attitudes toward ethical computer use are related to gender.

This exploratory study may spark more investigation into the area of computer ethics, which is in need of more research. This study also contributes significantly in confirming findings in similar research on individual characteristics and ethics in computer use, and in providing a methodological approach for measuring the construct of ethical computer use attitude and personal ethical work values by using behavioral scenario measures.

This research should contribute significantly in the area of Business Ethics and Management Information Systems courses for both undergraduate and postgraduate business programs. The fact that individual characteristics contribute significantly in the ethical use of computers may lead to better insights into computer misuse and allow better preventive measures to be taken by organizations through Ethics and Management Information Systems curricula in business education.

The research provides a unique perspective of computer use ethics, which is not much covered in the literature. The measurement produced can be used as a research tool for more exploratory and explanatory research in computer use ethics, and as an evaluative tool for organizations in hiring the right personnel and providing training and motivation for more productive and ethical employees.

Islam urges all Muslims to perform their utmost best when they work. Giving the best requires full commitment. Employees' commitment is influenced by many factors, including the management styles within the organisation. This paper aims to examine the management of human resources from the Islamic perspective and its effects on organisational commitment among selected employees in Islamic organisations in Malaysia.

The study employed a self‐developed questionnaire that was personally distributed to employees. In total, 121 Muslim employees who work in various positions in eight Islamic organisations participated as respondents of this study.

The findings revealed that the selected organisations frequently practise the Islamic approach in all its human resource management (HRM) functions. The results of correlation and regression analysis show that the Islamic approach in HRM was highly and significantly correlated to organisational commitment. About 45 per cent of the organisational commitment variance was explained by the Islamic approach in HRM.

An introduction to the Islamic approach in HRM practices is an initial attempt to provide managers with an effective way of managing and understanding the people they work with. This knowledge would be useful to even non‐Muslim managers. For Muslim human resource managers, it is essential for them to not only know but also to apply the Islamic approach in managing employees. Non‐Muslim managers will have a better understanding of the expected behaviours of their Muslim employees. Muslim employees regardless for who they work are expected to be honest, trustworthy, and determined to continuously strive for the best.

This study is unique from other previous studies. Instead of discussing Islamic management in general, this study explores in‐depth every function of HRM based on authentic Islamic sources, as well as providing empirical evidence.

This study examines the interactive effects of work values and organisational commitment on localisation.

This study draws on human capital theory, and reports on a survey of 200 expatriate managers working in Qatar.

We find that localisation is negatively associated with work values and positively associated with organisational commitment. Furthermore, work values appear to influence organisational commitment.

Despite a surfeit of literature on localisation of human resources, few studies previously have explored its relationship with work values and organisational commitment. This chapter presents empirical research on the issue from Qatar, a country in a region which remains under-researched in the literature.