Naresh Kumar and Raduan Che Rose
The purpose of this paper is to present an in‐depth analysis of the knowledge sharing enablers and the moderating role of Islamic work ethic (IWE) on the relationship between…
Abstract
Purpose
The purpose of this paper is to present an in‐depth analysis of the knowledge sharing enablers and the moderating role of Islamic work ethic (IWE) on the relationship between knowledge sharing and innovation capability in the public sector organizations.
Design/methodology/approach
The foundations of knowledge sharing capability, IWE and innovation capability were assessed using a validated survey instrument. A total of 472 Administrative and Diplomatic Service Officers from the Malaysian public sector organizations participated in the survey.
Findings
The empirical results indicate that the intrinsic motivation to share knowledge is significant in the public sector organizations. The relationship between knowledge sharing capability and innovation capability of employees in the public sector organizations was found to be contingent on IWE.
Research limitations/implications
While the study was salient and confined to the Malaysian public sector organizations, it has considerable implications for the development of an optimistic workforce in other regions and across sectors. Cross‐sectional studies are encouraged to further confirm the results.
Practical implications
An understanding of the pledge of the workforce to knowledge sharing, IWE and its consequences for innovativeness facilitates public sector organizations in designing and implementing modernization initiatives.
Originality/value
In response to the substantial need to examine IWE and workplace outcomes in a non‐Western environment, the paper embraces the extent to which IWE sways the link between knowledge sharing and innovation capability in the public sector organizations. Both scholars and practitioners will find the study valuable.
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Aria Younesi, yousef kazemi, Arman Moradpour and Sajjad Tohidi
The purpose of this paper is to improve dynamic performance of the permanent magnet synchronous motor (PMSM) field oriented control by means of optimizing its PI controller’s…
Abstract
Purpose
The purpose of this paper is to improve dynamic performance of the permanent magnet synchronous motor (PMSM) field oriented control by means of optimizing its PI controller’s coefficients.
Design/methodology/approach
In this paper, Krill Herd (KH) optimization algorithm is proposed to optimize PI controller coefficients. Moreover, drive control system and steady state estimator are implemented in discrete mode. In order to evaluate the performance of the proposed algorithm, a comparison is carried out between KH and PSO algorithms. It is noteworthy that PSO algorithm has presented the best dynamic response among the studied approaches in literature.
Findings
By using the proposed optimization algorithm, the system tracks the reference speed with a very low error. In addition, the discrete mode simulations do not require initiating integrators. Moreover, it significantly increases the processing speed. The proposed approach is carried out in both sensor and sensorless drive systems. The simulation results indicate lower torque ripple, shorter settling time, lower overshoot, faster dynamic response and higher robustness against speed, torque and machine parameter changes.
Practical implications
The PI controller is extensively used in practical drive systems, due to its simple structure and implementation as well as its acceptable performance. On the other hand, PMSM benefits from high power density, high efficiency, low torque ripple, low inertia, and high performance in a wide speed range. This paper presents an efficient approach to optimize PI coefficients of the PMSM drive system.
Originality/value
This paper proposes a new algorithm (KH algorithm) to determine the coefficients of PI controllers in order to improve dynamic performance of the PMSM drive system.
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Practical implications
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.
Originality/value
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.
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Ramudu Bhanugopan, Khaled Aladwan and Alan Fish
The purpose of this study was to examine a factor structure of human resource management (HRM) practice scales through testing a causal model of HRM practices and to have one…
Abstract
Purpose
The purpose of this study was to examine a factor structure of human resource management (HRM) practice scales through testing a causal model of HRM practices and to have one combined composite multi-dimensional HRM scale, to identify possible future directions for HRM strategy development and professional practice in Jordan.
Design/methodology/approach
Data were collected from 493 front-line employees from Jordanian organisations. The measurement model was tested on the complete dataset using exploratory factor analysis employing SPSS 17.0. Maximum likelihood method was used to determine the underlying factor structures. Confirmatory factor analysis was employed using LISREL 8.80 to further investigate the latent structure of the factors.
Findings
This study finally evidenced a good fit of data for a hypothesis four-factor model. The final model supported a conceptual framework that is inclusive of four domains, recruitment and selection, training and development, performance appraisal, and rewards and benefits, and lends support to the construct validity of the consolidated HRM practices scale.
Research limitations/implications
First, the limited amount of research available on HR practices has limited the opportunity to gather content-rich information from the previous studies. Second, this study used three different scales to measure the four HRM practices as there was no one composite scale. Third, the validation of the HRM practices scale was based entirely on front-line employees working in Jordanian organisations. As a result, the psychometric properties of the HRM practices scale may not be generalisable to varied professions.
Practical implications
The findings of the study highlight the importance of the composite views of the HRM practices scale as a multi-dimensional construct. The study illustrates the parameter estimates representing relationships between the constructs under investigation.
Originality/value
The present study emphasises the need to expand the focus on HRM practices and contributes to the knowledge in several grounds. First, it validates the structure of HRM practices scales in Jordan. Second, this study enriched the understanding of HRM practices, drawing a sample of participants from different sectors (insurance, finance, services, accounting and industry), and suggests that these variables are as equally prominent as others in explaining employees' attitudes toward HRM practices.
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Naresh Kumar and Raduan Che Rose
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.
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Research limitations/implications
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.
Practical implications
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.
Originality/value
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.
Details
Keywords
This paper debates the Islamic perspective on the work ethics employed in an organization. It aims to discuss the issues of assumptions involving the Islamic Work Ethic (IWE)…
Abstract
Purpose
This paper debates the Islamic perspective on the work ethics employed in an organization. It aims to discuss the issues of assumptions involving the Islamic Work Ethic (IWE). Therefore, this paper addresses the gap in the management literature and suggests a group of dimensions from fundamentals of Islam.
Design/methodology/approach
The paper reviews the foundations of IWE and investigates various empirical studies conducted in several countries. Then, briefly presents a short historical and conceptual review of the work ethic construct, suggests a general conceptual definition of work ethic, and offers multidimensional model including a series of constructs which can enable researchers to evaluate and measure work ethic in Islamic societies.
Findings
The study reveals that there is an evidence of ethics formulation depending on Islamic literature which constructs Islamic values for work. This paper proposes new perspective about the right ethics of work in Islam. Further, multidimensional model including 18 dimensions has been developed to evaluate work ethic in Islamic societies.
Research limitations/implications
This field needs to reconsider the constructs of IWEs where it is far from reflecting Islamic theory. This paper presents new dimensions which can be utilized to enrich this area.
Originality/value
This is one of the few attempts to suggest the appropriate constructs of IWE in the management literature. It provides 18 elements responsible and have the promise to strengthen individual transparency and morally which eventually enhance economic progress in Islamic world.
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Fahmi Natigor Nasution and Ahmad Rafiki
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
It found that the Islamic work ethics have a positive and significant relationship with organizational commitment and job satisfaction.
Originality/value
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.
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Dariyoush Jamshidi, Yousef Keshavarz, Fazlollah Kazemi and Moghaddaseh Mohammadian
Mobile banking or m-banking enables consumers to carry out their banking affairs with the help of mobile devices. Mobile-user banking interactions in the context of technology…
Abstract
Purpose
Mobile banking or m-banking enables consumers to carry out their banking affairs with the help of mobile devices. Mobile-user banking interactions in the context of technology services create opportunities for positive experiences that can nurture trust, foster brand equity and eventually lead to long-term relationship building. The purpose of this paper is to examine the concepts of m-banking customer flow experiences and their role in affecting customer intention in the continued use of m-banking.
Design/methodology/approach
To achieve this main objective, a research model was developed by taking theoretical backgrounds and specific characteristics of m-banking into consideration for testing. The study to test this model was carried out in Iran, a developing country in the Middle East.
Findings
Results of the PLS-SEM analysis of 927 bank customers showed that the flow experience is positively influenced by both hedonic and utilitarian features. While, flow experiences influence trust and brand equity, individual mobility has a stronger effect on the intention to continue the use of m-banking compared with trust, flow experience and brand equity.
Originality/value
The current research provides various useful insights into customer engagement for conducting banking tasks via mobile technologies. Managers and decision makers can take into account the following insights to enhance positive flow experiences and loyalty intention of customers toward m-banking.
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The purpose of this paper is to examine and compare the meaning of work (MOW) according to religiosity among Jews and Muslims in Israel. The paper attempts to explain the…
Abstract
Purpose
The purpose of this paper is to examine and compare the meaning of work (MOW) according to religiosity among Jews and Muslims in Israel. The paper attempts to explain the similarities and the differences between the two ethno‐religious groups.
Design/methodology/approach
In 2006 the MOW questionnaire was conducted on 1,464 working respondents and the final sample included 898 Jews and 215 Muslims, representing the labor force. The MOW dimensions were: work centrality, intrinsic orientation, economic orientation and interpersonal relations.
Findings
While among Jews, religiosity degree affected all four dimensions of the MOW, there were no differences among Muslims with a different religiosity degree concerning all MOW dimensions, except for the economic orientation. Furthermore, among Muslims when religiosity is controlled, the other demographic variables do not influence the MOW domination.
Practical implications
This additional knowledge of the relationship between religion, religiosity and the MOW, can help to better understand the employee's needs and how to fulfil them (e.g. implementing “Diversity Management” programs). This suitability will eventually lead to more desirable work outcomes.
Social implications
Governmental policy can lead to higher participation of orthodox Jews in the labor market. Moreover, the extra‐high work centrality among Arab Muslims reflects a high non‐actualized potential for organizations and for the Israeli economy in general.
Originality/value
There are no studies that compared work values of Jews and Muslims according to religiosity, in and out of Israel, and this paper explores the MOW of the ethno‐religious groups in Israel and the causes for the different patterns.
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Ebru Düşmezkalender, Cihan Secilmis and Veysel Yilmaz
This paper aims to examine the relationships between Islamic work ethic, deviant organizational behaviours and person-organization fit within the context of the hotels.
Abstract
Purpose
This paper aims to examine the relationships between Islamic work ethic, deviant organizational behaviours and person-organization fit within the context of the hotels.
Design/methodology/approach
A survey was conducted with the participation of 243 employees working at five-star hotels operating in Marmaris, which is one of the popular destinations that attracts the most tourists in Turkey. The data obtained from the research is tested by implementing confirmatory factor analysis and structural equation modelling.
Findings
The results revealed that Islamic work ethic was negatively related to deviant organizational behaviour but positively related to person organization fit. On the other hand, no significant relationship was found between deviant organizational behaviour and person-organization fit.
Originality/value
This study presents to hotels practical and theoretical applications about employee behaviours and management practices.