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The purpose of this qualitative comparative study was to explore the brand-switching behavior of Muslim consumers in selected cities from Pakistan and Malaysia.

Data were collected through interviews which were conducted with 30 participants including universities (5), shopping malls (5) and restaurant locations (5) of each country. The constant comparative analysis was used to analyze the data.

Results revealed that a demonstration of awareness of American brands, their image and perceived quality causes Muslim consumers to switch away from American brands to non-American brands. In addition, this study also showed that the certain reasons compel consumers to stay with American brands.

The findings are helpful for American brands in reconsidering their strategies while segmenting the Muslim consumers as target market.

This is the first paper of its kind to explore Muslim consumer brand-switching behavior by using a qualitative method.

This study aims to explore the steps carried out in the implementation of Islamic Quality Management System (QMS) MS 1900 in Malacca zakat institution.

A case study strategy was used to explore the process of MS 1900 implementation at Malacca Zakat Center (MZC). Semi-structured interview with Top Management Officers, Managers, Shar’iah Officer, Quality Systems Officers and Auditors was used as main data collection method, and it was triangulated with data collected from documents and observations. The data were analysed by employing thematic analysis method.

The study found that there are 12 steps involved in MS 1900 implementation at MZC, namely, identifying gaps, understanding MS 1900, outlined quality policies and objectives, team work establishment, management representative establishment, management commitment, documentations, determining the quality scope system, implementing the MS 1900, internal audit, evaluating QMS performance and surveillance audit. All steps were carried out effectively with the cooperation of management and employees at MZC.

The findings from this study can be employed by managers who intend to implement MS 1900 effectively in their organizations.

This study adds to the knowledge of the emergence of the first ever Islamic QMS MS 1900. It also contributes meticulous insights into the MS 1900 implementation particularly in the zakat centre.

Although researchers have investigated thoroughly the consumer’s brand switching behaviour, the probability of confusion regarding “brand switching” is a less travelled road so far. Therefore, the purpose of current study is to investigate and highlight the underlying convincing parameters in relation to not switching from American brands within the context of millennial Muslim consumers in Pakistan and Malaysia.

Data were collected from 704 consumers living in two divergent cultures, who were asked about American brands. Two categories of “reasons to stay” were examined: switching barriers and affirmatory factors.

The main discovery was that staying reasons for specific brands could be different in two different cultures, but they influence the ultimate brand switching behaviour.

This study is important for those firms who have many prospective switchers because it is important to understand why these customers stay and discover to what extent such firms can discourage such consumers from leaving, in both positive and negative ways.

This is the first paper of its kind that examines the brand switching behaviour of millennial Muslim consumers.

The purpose of this paper is to examine the influence of customer equity on the brand-switching behaviour of millennial Muslim consumers in Pakistan and Malaysia using the theory of planned behaviour framework.

Data were collected from 706 millennial Muslim consumers from two universities in each country through a self-administered questionnaire using a multi-cluster probability sampling and were analysed using structural equation modelling.

The findings demonstrate that the customer equity dimensions (awareness of American brands, perceived quality and image of American brands) are significantly different between the two countries, and moreover, customer equity strongly influences the brand-switching intention behaviour in both countries, and this consequently influences the actual brand-switching behaviour.

This study is important for those firms who have many prospective switchers and Muslim consumers, because it is essential to understand why brand-switching behaviour occurs, and to what extent such firms can discourage such consumers from leaving the brand.

This is the first paper of its kind to examine the brand-switching behaviour of millennial Muslim consumers in two different cultures.

This study aims to explain the effect of entrepreneurial orientation (EO) dimensions on firms’ export performance. The study has considered three dimensions of EO: innovativeness, proactiveness and risk-taking. Export performance has been measured through multifaceted determinants: financial, strategic and satisfaction levels of exporting firms.

To explain the association between such determinants, qualitative face-to-face, in-depth interviews were conducted with the respondents from the apparel manufacturing companies of Bangladesh. The study has also applied a content analysis technique to explore and triangulate the descriptions of EO dimensions on performance.

The research results reveal that EO has a meaningful explanation of export performance from the lived experience of the respondents. The study has also found frequent explanations and indicators about the association of innovativeness and proactiveness on export performance, but the risk-taking dimension has revealed no effects.

The research has different implications on theoretical, managerial and policy-making aspects of EO and export performance. Nevertheless, the findings are based on the opinions of a small sample of entrepreneurs and high-level managers. Thus, it is important to test the generalizability of these findings in future research using a larger sample.

This study indicated product, process and market creation innovativeness. Risks related to product innovation, new market entry and politics are considered for risk-taking measures, while proactive innovation, technology and new market searching are used for measuring proactiveness. Additionally, multifaceted performance determinants have been applied to evaluate export performance. Hence, this study is a unique qualitative analysis with important theoretical, practical and methodological implications.

The purpose of this study is to examine the implementation of human resource management (HRM) practices that facilitate innovation in the public sector in a developing country.

Qualitative method was engaged whereby a semi-structured interview was conducted to get the responses of two groups of employees which are top management and executive in two types of public organizations which are awarded and non-awarded. The collected data was later analyzed thematically.

The results show that there are differences and similarities among the public agencies in terms of their implementation of HRM practices that facilitate innovation. Apparently, the awarded public agencies do follow HRM practices that really facilitate innovation such as local training, provide more types of rewards to their employees and set a higher minimum level of innovation in their performance evaluation.

This research confines only 10 public agencies in Malaysia. Future studies might want to include a larger sample size to make the findings more extensive. It also would be interesting to know different approaches in HRM implemented in the private organizations as well as to examine their influences on performance and other organizational factors.

Good and fair HRM practices such as training, reward and performance appraisal practices that focus on innovation facilitate and produce more innovative employees and organization innovation. Thus, public managers should implement them to a higher extent.

To the best of the authors’ knowledge, this is the first study that aims to engage the qualitative method in understanding how HRM practices can facilitate innovation in a developing country.

This paper aims to assess the relationship between Islamic human resource practices and organizational performance.

The simple random technique on 300 Islamic organizations in Malaysia was used. In all, 120 completed questionnaires were returned, but only 114 were usable.

There are some positive and significant relationships between Islamic human resource practices and organizational performance. Basically, there is only one Islamic human resource practice, namely, training and development practice, that is positively and significantly related to organizational performance.

This study is only limited to the Islamic organizations that are implementing Islamic human resource practices in total. Thus, the findings could only be generalized to this type of institution.

Thus, the Islamic organizations should emphasize on this practice to obtain higher organizational performance.

Islamic human resource practices emphasize on the instillation of Islamic values in the practices that are universal in this world. Thus, through its implementation, the betterment of the society will be obtained in terms of psychology, moral and spiritual aspects. Cooperation, teamwork and harmony could also be steadfast not only in the organizations but also in the society.

There are few studies done on finding the relationship of Islamic human resource practices and organizational performance. Thus, this paper provides some empirical findings on this matter.

This paper aims to discuss the potential of al-Wasatiyyah (hereafter, AW) value concept for human sustainability (hereafter, HS) values and its applicability to civil service practice (CSP) in Malaysia. AW is a derivative of an Arabic word that means excellent, moderate, just and professional.

This paper explains the potential of AW concept for HS both in epistemological and ontological perspectives with a focus on CSP. It focuses on the AW value concept according to Ibn Miskawaih and its applicability in CSP in Malaysia. Using content analysis and “integration perspective” between AW and contemporary Malaysia CSP practice, several questions were unlocked in this paper. They include the following: what are AW values for HS? What is the standard of value for sustainable CSP in Malaysia? And how HS from AW perspective can generate quality CSP in Malaysia?

It is found that AW can extend and enrich the meaning of value for HS and subsequently the civil service quality in Malaysia. Findings showed that AW can offer a holistic approach through four AW core values. The study also showed that AW is embedded indirectly in Malaysia CSP before it was highlighted under Najib Razak administration. This study suggests continuous emphasis on AW values in three service areas, namely, service requirements (SR), service priorities (SP) and service quality (SQ).

The limitation is to bring the value concept into the HS parameters. HS is indexed by quantitative indicators including economy, health and education achievements, rather than value concept. This study tries to expand the potential and importance of value as an indicator for HS. That is through a concept named as AW.

AW values and approaches are perceived to be a potential focus system for HS and resource building in Malaysian civil service.

Extending the meaning of HS through the application of AW concept is perceived to enrich social values and development.

This paper argues that current discussion on HS is not fit for all purposes because it lacks human great values. This paper subsequently argues AW concept as potential HS values, especially for CSP, in Malaysia.