Mohammad Shamsuzzaman, Mohammad Khadem, Salah Haridy, Ahm Shamsuzzoha, Mohammad Abdalla, Marwan Al-Hanini, Hamdan Almheiri and Omar Masadeh
The purpose of this study is to implement lean six sigma (LSS) methodology to improve the admission process in a higher education institute (HEI).
Abstract
Purpose
The purpose of this study is to implement lean six sigma (LSS) methodology to improve the admission process in a higher education institute (HEI).
Design/methodology/approach
In this study, case study research methodology is adopted and implemented through an LSS define-measure-analyze-improve-control (DMAIC) framework.
Findings
The preliminary investigation showed that the completion of the whole admission process of a new student takes an average of 88 min, which is equivalent to a sigma level of about 0.71 based on the targeted admission cycle time of 60 min. The implementation of the proposed LSS approach increased the sigma level from 0.71 to 2.57, which indicates a reduction in the mean admission cycle time by around 55%. This substantial improvement is expected not only to provide an efficient admission process but also to enhance the satisfaction of students and employees and increase the reputation of the HEI to a significant level.
Research limitations/implications
In this study, the sample size used in the analysis is considered small. In addition, the effectiveness of the proposed approach is investigated using a discrete event simulation with a single-case study, which may limit generalization of the results. However, this study can provide useful guidance for further research for the generalization of the results to wider scopes in terms of different sectors of HEIs and geographical locations.
Practical implications
This study uses several statistical process control tools and techniques through a LSS DMAIC framework to identify and element the root causes of the long admission cycle time at a HEI. The approach followed, and the lessons learned, as documented in the study, can be of a great benefit in improving different sectors of HEIs.
Originality/value
This study is one of the few attempts to implement LSS in HEIs to improve the administrative process so that better-quality services can be provided to customers, such as students and guardians. The project is implemented by a group of undergraduate students as a part of their senior design project, which paves the way for involving students in future LSS projects in HEIs. This study is expected to help to improve understanding of how LSS methodology can be implemented in solving quality-related problems in HEIs and to offer valuable insights for both academics and practitioners.
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Ahmad Mohammad Abdalla Abu Olaim and Aspalella A. Rahman
We are living in a time when there is a stronger requirement for co-operation to fight organized crimes and the resulting flow of illicit funds. This is due to the globalization…
Abstract
Purpose
We are living in a time when there is a stronger requirement for co-operation to fight organized crimes and the resulting flow of illicit funds. This is due to the globalization and interconnection between world economies and financial systems, as well as with the new technologies that allow rapid movement of funds around the globe. From the early beginning, Jordan realized the importance of providing anti-money laundering technical assistance, especially at the international level. The reason for this comes from Jordan’s strong belief that money laundering crimes can be fought domestically as well as internationally, particularly by combining efforts between Jordan and other countries. The purpose of this paper is to examine the development that Jordan has witnessed in the fighting of money laundering.
Design/methodology/approach
This paper relies on various laws that tackle organized anti-money laundering in Jordan before 2007, with the Jordanian Anti-Money Laundering and Counter Terrorist Financing Law for 2007 as the primary source of information.
Findings
Before 2007, Jordan fought money laundering through a group of laws that are indirectly concerned with combating money laundering. While these laws govern certain crimes, they managed to fight money laundering indirectly. By the year 2007, the Jordanian Anti-Money Laundering Law was passed and published on the official gazette on June 17, 2007. This law became effective after 30 days from that date. The Jordanian Anti-Money Laundering Law is one of the needed laws to keep a safe financial environment. Jordan’s obligation in accordance to the international conventions has made the country join and ratify the efforts, resulting in the issuing of the law. Since then, this law has become concerned with anti-money laundering in Jordan.
Originality/value
This paper provides an examination of the system in Jordan to combat money laundering before and after 2007. It is hoped that the content of this paper can provide some insight into this particular area for practitioners, academics, policy makers and legal advisers, not only in Jordan but also elsewhere. There will be significant interest in how Jordan has been developing the anti-money laundering system because of the international nature of the crime and its seriousness.
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Ahmad Mohammad Abdalla Abu Olaim and Aspalella A. Rahman
The purpose of this paper is to examine the impact of the Jordanian anti-money laundering law and its instructions on the Jordanian banking industry. The anti-money laundering law…
Abstract
Purpose
The purpose of this paper is to examine the impact of the Jordanian anti-money laundering law and its instructions on the Jordanian banking industry. The anti-money laundering law in Jordan is newly enacted, but there are new developments not covered by the law. For instance, the revolutionary wave known as the Arab Spring surrounding Jordan has increased the crime rates in Jordan, and it has also reduced international coordination and cooperation to encounter money laundering operations. The emergence of new means for money transfer is affecting the efficiency and speed of bank transfers. Subsequently, the impact of the law on Jordanian banks is unknown.
Design/methodology/approach
This paper relies on the Jordanian Anti-Money Laundering and Counter Terrorist Financing Law 2007 as a primary source of information. The relevant Jordanian anti-money laundering instructions that have directly been affecting banks include the Jordanian Anti Money Laundering and Counter Terrorist Financing Instructions Number (51) 2010. These instructions were considered the most important legislation for the purpose of this paper.
Findings
While the Jordanian anti-money laundering law is based on certain principles, the effectiveness of the law is unknown. The Arab Spring, particularly the Syrian revolution, has negatively increased the crime rates and money laundering activities in Jordan. To make matters worse, the international cooperation and coordination between countries in combating money laundering are not at the required level, and this has encouraged money laundering groups to exploit the situation. Only time will tell whether the banks will be able to cope sufficiently with the increased anti-money laundering obligations. Obviously, it is critical at this stage to establish effective coordination between legislators, regulators and the banking industry to minimize problems encountered by the banks, thereby to ensure effective implementation of the law.
Originality/value
This paper provides an examination of the impact of the Jordanian anti-money laundering law that has directly affected banks. It is hoped that this paper would provide some insight into this particular area for academics, practitioners, the legal advisers, banks and policy-makers not only in Jordan but also elsewhere. In view of the international nature of money laundering and banking, there will be significant interest in how the anti-money laundering law affects banks operation in Jordan.
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Munish Gupta, Vikas Sharma and Nasima Mohamed Hoosen Carrim
Employee performance and job satisfaction are crucial factors that influence organizational success, particularly in the insurance industry. The advent of data-driven approaches…
Abstract
Introduction
Employee performance and job satisfaction are crucial factors that influence organizational success, particularly in the insurance industry. The advent of data-driven approaches has led to the emergence of Employee-Performance Data Management (EPDM) practices, which play a pivotal role in shaping employee outcomes. This study, with its clear focus on the impact of EPDM on job satisfaction within the insurance sector, aims to provide an understanding of this relationship, employing a positivist perspective grounded in existing theories.
Purpose
The primary objective of this research is to investigate the influence of EPDM variables, such as data integration, technology integration, and ethical considerations, on job satisfaction among employees in the insurance industry.
Methodology
We adopted a causal-comparative research design. This design allowed us to discern the cause-and-effect relationships among the variables under study. We collected data through structured questionnaires, ensuring a diverse sample of 415 employees across various job roles within the insurance sector. Our analytical framework encompassed multiple regression analysis, f-tests, t-tests, and calculations of means and standard deviations, all of which were used to rigorously assess the data.
Findings
Our study's findings have significant implications for the insurance industry. We found that aspects of EPDM variables, including data integration, technology integration, and ethical consideration, have a profound impact on job satisfaction. These results underscore the critical role of effective data management in enhancing employee outcomes. They also highlight the need for insurance companies to invest in robust data management strategies, potentially leading to improved job satisfaction and enhanced organizational performance.
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Osama Khassawneh, Tamara Mohammad, Islam Bourini and Mohamed Behery
The purpose of this study is to examine the role of specific human resources (HR) practices (leadership, employee relations, employee safety, rewards and incentives and career…
Abstract
Purpose
The purpose of this study is to examine the role of specific human resources (HR) practices (leadership, employee relations, employee safety, rewards and incentives and career opportunities) on organizational performance in the context of the Middle Eastern market, with a specific focus on the United Arab Emirates (UAE) hotel sector.
Design/methodology/approach
A comprehensive research methodology was used for this study. Two distinct questionnaires were crafted: one targeting 338 hotel employees who completed the HR practices survey, and the other for 109 general hotel managers who completed the organizational performance survey. All respondents were from five-star hotel establishments in the UAE. To validate the hypotheses, a multidimensional approach was adopted. This paper first applied factor analysis to understand correlations and groupings among the factors. This paper then undertook validity assessment by examining factor loadings, average variance extracted and the reliability values for all parameters. Discriminant validity was also carefully evaluated.
Findings
The results found that there is a direct correlation between leadership, employee relations and career opportunities, with boosted organizational performance. Contrary to prevalent assumptions, the data showed no discernible link between employee safety, rewards and incentives and the actual performance of organizations. The results highlight the crucial role of social exchange in interpreting the indirect relationship between HR practices and organizational performance. This insight offers a fresh perspective on the often-discussed 'black box' in HR research.
Originality/value
The novelty of this study lies in its intricate exploration of human resource management practices within a region experiencing swift socioeconomic transformations due to factors such as the significant expatriate presence and economic diversification. By underlining the significance of social exchange as a mediating factor, this research significantly contributes to the ongoing dialogue on HR-performance relationships, offering insights for both theoretical and practical applications in HR activities formulation in the context of the UAE.
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Nahil Saqfalhait, Khawlah AbdAlla Spetan, Taleb Awad-Warrad and Mohammad W. Alomari
This paper investigates the impact of trade liberalization measured by trade openness (OPN) and tariffs on women empowerment measured by the gender gap index and gender…
Abstract
Purpose
This paper investigates the impact of trade liberalization measured by trade openness (OPN) and tariffs on women empowerment measured by the gender gap index and gender development index, for two groups of Arab countries divided based on their income levels using annual data for the period 1995–2020. The study also considers other factors that may influence the gender gap, such as GDP growth and the female unemployment rate. The purpose of this paper is to address these issues and explorers whether the effects of trade liberalization differ based on the countries' income levels.
Design/methodology/approach
This study employs the fully modified ordinary least squares (FM-OLS) regression model for heterogeneous cointegrated panels to examine the impact of trade liberalization on women empowerment. The study constructs an empirical two regression model of women empowerment measured by the gender gap model and gender development model for the two groups of higher-income countries and lower and middle-income countries.
Findings
The authors’ findings reveal that the impact of OPN on the gender gap varies between the two groups of Arab countries where more OPN within the higher-income group may increase the gender disparity, while it may reduce disparity within the lower and middle-income countries. In addition, GDP growth may reduce the gender disparity, while female unemployment raises the gender disparity between the two groups of countries in the long run. Findings also reveal that more OPN, tariffs and female unemployment may reduce gender development within the two groups, but more GDP growth may support the gender development in the long run.
Originality/value
This paper not only assesses the impact of trade liberalization on women empowerment generally, but also assess the women empowerment via two indices that are the gender gap and gender development in Arab countries which is – to the knowledge of the researchers – not yet investigated; further it explores if the effects of trade liberalization differs based on the countries' income levels.
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Sedig Ahmed Babikir Ali, Mohammad Nazir Ahmad, Nor Hidayati Zakaria, Ahmed Mohammed Arbab and Kamal Badr Abdalla Badr
Standards should provide a means for transparently comparing academic programmes delivered by higher education providers and the research activities they carry out. The purpose of…
Abstract
Purpose
Standards should provide a means for transparently comparing academic programmes delivered by higher education providers and the research activities they carry out. The purpose of this study is to investigate the different sets of standards related to the quality assurance of academic programmes in four countries with regard to the European Standards and Guidelines (ESG), developed by the European Association for Quality Assurance, for internal quality assurance within higher education institutions. The main aim is to find the convergence and divergence points and to test the consistency of terminologies in use which may impede international collaboration to develop one comprehensive international quality assurance system.
Design/methodology/approach
The study relied solely on desk-based research and no fieldwork or interviews were conducted for data collection; a point-by-point comparative approach has been applied to explore the standards related to quality assurance of academic programmes.
Findings
Although there is a great deal of convergence between the different sets of standards compared in this study, fundamental differences still exist.
Research limitations/implications
This study compared the standards of academic programmes in four countries with the ESG. To generalise the findings of this study, future research may include other standards for comparison.
Originality/value
This study engages in the debate of how quality of higher education will remain maintained, in times, when higher education is facing challenges such as internationalisation, which requires new initiatives and integrated mechanisms to facilitate mutual recognition of qualifications of students and staff moving across borders.
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Aiman Niazi, Muhammad Imran Qureshi, Mehwish Iftikhar and Asifa Obaid
In light of the widely acknowledged significance of GHRM practices, this study improves comprehension pertaining to GHRM practices and employee workplace outcome relationships…
Abstract
Purpose
In light of the widely acknowledged significance of GHRM practices, this study improves comprehension pertaining to GHRM practices and employee workplace outcome relationships. Drawing on the conservation of resource (COR) theory, the association between GHRM practices and employee workplace outcomes, namely green commitment and thriving at work, was explored, with a specific focus on the mediating role of organizational pride.
Design/methodology/approach
A quantitative research design was adopted, and data was collected through a multistage sampling technique, yielding a sample of 255 employees working in six textile manufacturing organizations in Pakistan, all of which held the ISO 14001 certification. The model was tested using Partial Least Square Structural Equation Modeling (PLS-SEM).
Findings
The findings of this study reveal a significant link between GHRM practices and organizational pride. Moreover, organizational pride was found to mediate the relationship between GHRM practices and thriving at work while partially mediating the relationship between GHRM practices and green commitment.
Research limitations/implications
The outcomes of this study have implications for organizations seeking to enhance sustainability and employee well-being by adopting GHRM practices. Specifically, fostering a sense of organizational pride can further enhance thriving at work and green commitment among employees.
Originality/value
The findings contribute to the existing literature by highlighting the positive impact of GHRM practices on employee workplace outcomes and the importance of organizational pride as a mediating mechanism.
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P. Arun Kumar, S. Nivethitha and Lavanya Vilvanathan
Green HRM practices in the hospitality sector are now receiving growing interest. However, the extent to which these practices contribute towards employee non-green workplace…
Abstract
Purpose
Green HRM practices in the hospitality sector are now receiving growing interest. However, the extent to which these practices contribute towards employee non-green workplace outcomes remains largely unknown. This study explores the relationships among green HRM practices, happiness at work, employee resilience, and feedback-seeking behaviour.
Design/methodology/approach
The study employs two-wave data from a sample of 306 five-star hotel employees in India. Using partial least square-structural equation modelling, the relationships are tested.
Findings
The study’s results demonstrate that green HRM practices positively impact happiness at work, employee resilience, and feedback-seeking behaviour. Additionally, the relationship between green HRM practices and feedback-seeking behaviour and employee resilience is mediated by happiness at work.
Research limitations/implications
Drawing on the Job Demands-Resources Theory, Social Exchange Theory, and Broaden and Build theory, this paper proposes that green HRM practices can contribute to happiness at work, employee resilience, and feedback-seeking behaviour.
Practical implications
To establish a positive connection between green HRM practices and employee outcomes, organizations must recognize the vital role played by happiness at work as a mediator. This means that organizations must implement green HRM practices and ensure their positive impact on employee happiness at work.
Originality/value
The originality of this research lies in its holistic approach to green HRM outcomes, suggesting that the benefits of these practices extend beyond environmental impacts to influence the psychological and behavioural dimensions of employees.
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Yunis Ali Ahmed, Hafiz Muhammad Faisal Shehzad, Muhammad Mahboob Khurshid, Omayma Husain Abbas Hassan, Samah Abdelsalam Abdalla and Nashat Alrefai
Building information modelling (BIM) has transformed the traditional practices of the Architecture, Engineering and Construction (AEC) industry. BIM creates a collaborative…
Abstract
Purpose
Building information modelling (BIM) has transformed the traditional practices of the Architecture, Engineering and Construction (AEC) industry. BIM creates a collaborative digital representation of built environment data. Competitive advantage can be achieved with collaborative project delivery and rich information modelling. Despite the abundant benefits, BIM’s adoption in the AEC is susceptible to confrontation. A substantial impediment to BIM adoption often cited is data interoperability. Other facets of interoperability got limited attention. Other academic areas, including information systems, discuss the interoperability construct ahead of data interoperability. These interoperability factors have yet to be surveyed in the AEC industry. This study aims to investigate the effect of interoperability factors on BIM adoption and develop a comprehensive BIM adoption model.
Design/methodology/approach
The theoretical foundations of the proposed model are based on the European interoperability framework (EIF) and technology, organization, environment framework (TOE). Quantitative data collection from construction firms is gathered. The model has been thoroughly examined and validated using partial least squares structural equation modelling in SmartPLS software.
Findings
The study’s findings indicate that relative advantage, top management support, government support, organizational readiness and regulation support are determinants of BIM adoption. Financial constraints, complexity, lack of technical interoperability, semantic interoperability, organizational interoperability and uncertainty are barriers to BIM adoption. However, compatibility, competitive pressure and legal interoperability do not affect BIM adoption.
Practical implications
Finally, this study provides recommendations containing the essential technological, organizational, environmental and interoperability factors that AEC stakeholders can address to enhance BIM adoption.
Originality/value
To the best of the authors’ knowledge, this paper is one of the first studies to combine TOE and EIF in a single research model. This research provides empirical evidence for using the proposed model as a guide to promoting BIM adoption. As a result, the highlighted determinants can assist organizations in developing and executing successful policies that support BIM adoption in the AEC industry.