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The purpose of this paper is to propose a systematic approach to measuring, tracking, monitoring and continuously improving efficiency, availability and quality in healthcare operational settings.

The proposed measure of healthcare operational effectiveness (HOE) consists of three indicators. They include an availability indicator, an quality indicator, and an efficiency indicator. The proposed approach tends to facilitate the systematic improvement at the different facets of operational effectiveness.

The proposed operational performance approach based on the HOE is consistent with the themes of performance measures and measurement reported in the literature.

The proposed healthcare operational effectiveness approach represents a serious attempt at quantifying the key facets of service effectiveness in healthcare operational settings. The validation of this performance assessment and measurement approach is worthy of future research.

The approach advocated by the HOE has operational and strategic relevance to decision makers of healthcare organizations.

This paper presents a practical, systematic approach toward enhancing operational effectiveness in healthcare organizations. Relevant implementation issues associated with the proposed approach are also addressed.

Examines the cultural and business realities of the Arab world. Presents a framework which incorporates cultural variables and their influence on business, in two similar yet distinct Arab subcultures. Discusses business strategies with cultural dimensions within the context of the framework.

This research attempts to shed some light on Palestinian executives and their organizational culture. Specifically, this research focuses on the dimensions of executive courage in the unique Palestinian culture. The impact of executive courage on Palestinian organizations is emphasized.

This research is survey‐based. The research instrument utilized in this study was also used in other cultural settings. Content analysis and factor analysis were used to analyze the data collected from a sample of 40 Palestinian executives.

The results underscore the significance of making tough decisions on behalf of the organization, as an important dimension of the multi‐dimensional executive courage construct. The results of this study clearly show the positive impact of executive courage on organizational culture of Palestinian organizations.

The findings of this research are relevant to Palestinian executives and those executives seeking to engage in joint‐ventures with them.

This research represents rare insight into the Palestinian organizational culture. In the process, the practices of the Palestinian executives with regard to executive courage and its impact on organizations are examined.

This study aims to review the current status of quality management (QM) research in Arab countries between 2001 and 2020.

The study adopted the content analysis methodology, searching through various databases and search engines for relevant publications using several keywords. The selected publications were classified according to several criteria and the obtained results were presented in the form of frequencies and percentages.

Most research publications regarding QM were journal articles. The number of publications has steadily increased between 2001 and 2020. Moreover, QM research largely uses the quantitative research design. Questionnaire surveys are widely used as a data collection method; basic statistical analysis techniques are commonly employed to analyze the data. There is a tendency toward empirical research versus conceptual research. A few journal articles were published in reputed peer-reviewed international journals with low citation. Overall, Arab scholars research on QM and related topics over the past two decades is not significant for the field considering the number of published papers, citations and the papers published in reputed peer-reviewed international journals.

This study has several limitations. First, it does not cover non-English information sources due to the overall lack of Arabic publication databases. Second, it uses a limited number of criteria to classify the selected publications. Third, it adopts the content analysis methodology to classify the selected publications. This method has several limitations, which may negatively affect the results. Nevertheless, the study offers several implications for research scholars, educators and practitioners.

This is the first study to attempt a comprehensive overview of the state of research on QM in Arab countries between 2001 and 2020 using the content analysis methodology.

The purpose of this paper is to establish practical guidelines for benchmarking eight total quality management (TQM) practices vital to pharmaceutical companies’ performance. The paper also proposes the use of an analytic total quality index (TQI) as a benchmarking tool and illustrates the importance and effectiveness of this benchmarking methodology by applying it in two comparative studies of three Jordanian pharmaceutical companies.

In order to achieve the above-mentioned purpose, the data were gathered through a questionnaire that was used to evaluate the gap between the ideal and current status of the quality management system and distributed to the quality units from three companies: pharmaceutical manufacturing company, a pharmaceutical manufacturing company working in the same field and a pharmaceutical service providing research services to a pharmaceutical manufacturing companies. And the mean differences between the current and ideal states for the eight critical TQM practices were compared for these two comparative studies using the t-test.

Each of the two comparisons reveals statistically significant differences regarding the perceptions of actual and ideal scores for manufacturing and service companies on five out of eight critical factors and, on two out of eight critical factors for manufacturing and manufacturing companies.

The pharmaceutical companies, regardless of whether they are manufacturing or service company, can adopt benchmarking techniques which were applied in this case study to improve their performance and their product/service quality.

The consequences of this research can support organization managers and policy makers in effectively benchmarking the identified TQM practices in their organizations using the proposed TQI benchmarking tool.

The purpose of this paper is to capture some of the challenges and emerging trends in business education.

A sample of 155 business leaders who work in the UAE has responded to the survey.

The results of this study revealed the most important skills and competencies that local business leaders would like to see university graduates now and five years from now. In addition business leaders have pointed out the important level of the management areas to their companies now and five years from now.

The paper highlights business leaders' opinions and views in relation to the relative importance of skills needed in their companies.

The authors' study aims to examine to what extent managerial religiosity does influence human resource (HR) managers' attitudes towards women as managers (ATWM), and whether such posi(nega)tive attitudes can facilitate or impede the adoption of supportive HR practices (SHRP).

This study empirically examines a theoretical model by employing partial least squares-based structural equation modelling (PLS-SEM) using quantitative survey data from 182 HR managers in Bangladesh.

The authors' findings reveal that individual religiosity may adversely affect HR managers' attitudes towards recognising women as managers, and such stereotyped attitudes, in turn, may attenuate the adoption of supportive HR practices in organisations operating particularly in highly religious socio-culture environments.

The findings of the authors based on self-report, cross-sectional survey data collected from HR managers/equivalent working in the Bangladeshi organisations may unlikely to predict the ATWM held by the top leaders in organisations and other employees in similar socio-cultural settings.

The authors' findings suggest that religiosity cannot be ignored in management development and recruitment processes for HR managers, particularly in a society characterised by relatively weaker formal institutions and people with a higher degree of religiosity.

To the best of the authors' knowledge, this study is the first attempt explicating how top management's religiosity interacts with the attitudes towards the acceptance of women as managers and how such attitudes can influence the adoption of supportive HR practices.

The purpose of this paper is to examine the challenges faced by the hospitality industries in developing an Islamic hospitality identity and indigenous styles of management, particularly in the context of the United Arab Emirates (UAE) – especially Dubai. It also aims to identify and comprehend the socio‐cultural implications of Islamic hospitality in terms of products and marketing.

This conceptual‐based paper critically reviews and amalgamates a diverse range of literature concerning Islamic hospitality (and tourism), Arab management and leadership qualities, human capital and nationalization of employment, industry skills and educational directives in hospitality and destination and product strategies.

The work critically accounts for the changing nature of skills needed by localised hospitality managers and the industry in general, especially to keep pace with dynamic customer demands and an increasingly sophisticated market and consumer. The outcome of the paper concerns the operationalisation of soft skills and managerial expertise attuned to ethnic and religious attributes of the host society. The evaluations propose ways in which the education sector can extend the career development and progression pathways for UAE nationals. The work also indicates how product development, innovation, transformation and marketing have a crucial role to play in advancing an Islamic and cultural approach to hospitality.

This paper uniquely concerns an under‐developed area of academic study: the role Islamic‐based principles and practices of hospitality and ways in which they can be developed through an indigenous‐led workforce, and Islamic and Arab styles of management, leadership and service sector operation.

The purpose of this paper is to examine the direct role being played by transformational leadership (TL) dimensions in reinforcing product and service innovation. More particularly, the paper focusses on the role of job satisfaction (JS) as a mediator in this relationship.

A concurrent mixed methods technique was employed. The researcher surveyed 486 participants from three major telecoms companies that operate in Jordan to supply the society with mobile phones and internet services. In addition, 15 team leaders were interviewed for the same purpose.

The results of this paper support the positive direct impact of transformational leaders on both employees’ innovativeness and JS. In addition, JS was found to positively impact product and service innovation. Moreover, the results revealed that JS mediates the relationship between TL and innovation.

Leaders are playing a direct and significant role in reinforcing product and service innovation in an interesting manner, especially through JS. Other styles of leadership, populations, and methods may create new perceptions in further research works.

The findings in this paper indicate that practising superior level of TL behaviours enhances overall JS, which, as a result, reinforces product and service innovation within employees in the Jordanian telecom sector. Superior outputs are achieved through such styles both for the firm as a whole towards innovative products and services, and similarly, for individuals within teams who involve in further innovative team climate.

These outcomes augment understanding of practises in which transformational leaders endorse innovation, and emphasise the values added through endorsing more TL behaviours to yield more innovative outputs by employees.