Search results

This paper aims to provide an overview of research topics and publications produced by Islamic Finance scholars in Malaysia, focusing on six research domains (Shariah-based, Islamic Finance, Islamic Economics, Islamic Accounting, Islamic Management and Halal Management) in five public universities in Malaysia.

This study seeks to analyse the research gaps and recommend future research based on publications produced by Islamic Finance scholars from five public universities in Malaysia. Data on talents were collected from the MIFER report 2016 and each universities’ website, while research and publications of the talents were collected from Google Scholar and the Scopus database. The extracted data were analysed using bibliometric analysis in VOSviewer version 1.6.15.

The results show that the five selected universities talents have different research strengths according to six research domains highlighted in MIFER 2021 and Beyond Report. All five universities are found to contribute the least research in Halal Management domain. In view of the increasing prominence of this area of research in the national and international levels, these universities and other universities in Malaysia can generate more research in Halal Economy, Halal Management, and other related areas within this domain. The finding indicated that each university tends to have a strength according to the different domains, and 2019 is the most productive year for Islamic Finance publications. Analysis from productive scholars and co-citations shows that the authors collaborate within the same university to create a different topic for each research cluster.

The bibliometric analysis only captures the general keyword terms, which may be limited to the only generalised sub-research areas.

This bibliometric study, which is based on the expertise of researchers, complements meta-analysis, and qualitative structured literature reviews aid researchers or talents in developing future research directions such as Green economy, Cryptocurrency, Fintech, Halal Management and others. In addition, this is a case study in nature and can serve to enhance understanding the landscape of Islamic finance education and as a reference for practices in institutions of higher learning from around the world.

To the best of the authors’ knowledge, this study is a new research initiative comparing five top programme providers in the field of Islamic finance using a bibliometric approach to enhance talent development and capacity building. With the government’s efforts to further promote Malaysia as the Islamic Financial Hub, this study highlights the research gap in Islamic finance based on scholars’ publications from selected five Malaysian universities and potential topics for future research. This study focuses on the research domain for each university, the trend of publishing, the number of journals published by academics, productive scholars and citations by Malaysian universities, and examines if the publications align with current industry needs.

Meaningful work is gaining importance in the core domains of human resources research. However, there is confusion regarding what constitutes meaningful work and its determinants and outcomes. Earlier studies have conflated conceptual and empirical arguments. Hence, researchers lack clear insights into factors related to employees' experiences of meaningfulness. This study aims to discuss the aforementioned issue.

The authorsconducted a systematic literature review (SLR) of 88 studies (2000–2020) meeting relevant criteria to identify dominant trends and significant gaps in the authors’ understanding of meaningful work.

This review identified six aspects to conceptualize meaningful work. At the same time, the authors highlighted the dominant theory and the instrument used to explain and measure meaningful work. Based on the same, the authors identified different groups of individual and organizational-level determinants and outcomes of finding meaning in work. The analysis also indicates that the comprehension of meaningful work was restricted because most data were obtained from the USA, Europe and certain regions of Asia. During this assessment, the authors observed that several studies emphasized individual-level effects, self-reporting and cross-sectional studies, which restricted the ability to make causal inferences.

This study extends earlier works where the authors stock-take existing research for the past 20 years and build on past trajectories to enrich the authors’ understanding of meaningful work. Unlike earlier works that focused on a specific domain, such as human resource development, this work differentiates by taking an integrated framework-based approach leveraging the antecedents, decisions and outcomes (ADO) and the theories, contexts and method (TCM) framework to consolidate and advance knowledge in the field thoroughly.

This review analyzes data from research articles published from 2010 to 2022 related to workplace ostracism which include theoretical or empirical practical implications. The primary motive of this review is to identify main themes of practical implications relevant to workplace ostracism.

In total, 86 research articles published in 56 journals were retrieved from six well-known management science databases, namely, Science Direct, Emerald Online, Springer Link, Taylor and Francis, Wiley and Sage. The affinity diagram was utilized to organize the practical implications of the studies into meaningful themes. Moreover, in order to prioritize the main themes, the Pareto diagram was utilized.

Eleven themes have been used to categorize the practical implications of the reviewed articles, demonstrating various human resource (HR) interventions for avoiding or limiting the feelings of ostracism at work. Specifically, they focus on training and development, culture, formal and informal meetings, interpersonal relationships, task interdependence, monitoring, trust and transparency, proper channel, job autonomy and individual characteristics.

While many systematic and traditional literature reviews have been undertaken in an attempt to thoroughly organize extant literature on various aspects of workplace ostracism, no study has addressed the main themes of practical implications vis-à-vis employees experiencing workplace ostracism. Moreover, the majority of them are apparently out of date (prior to 2019), and there is just one study undertaken up to 2020.

This paper aims to investigate the impact of competition in the Malaysian Islamic banking industry and the market structure of the industry by focusing on the particular impact created by the entrance of fully fledged foreign Islamic banks plus the introduction of Islamic subsidiaries of existing conventional banks in the country (domestic and foreign ownership).

Using a sample of 16 Islamic banks in the country that operated between 2008 and 2015, this paper measures the competition among the Islamic banks using the Panzar-Rosse Model and by looking at the market structure of the industry using the k-bank concentration ratio and the Herfindahl-Hirschman Index.

The study found that between 2008 and 2015, the Malaysian Islamic banking industry operated in monopolistic competition conditions with a moderately concentrated market structure. The introduction of foreign Islamic banks caused the market structure to become more competitive and less concentrated by comparing the results that include foreign Islamic banks against the results generated with a subsample of domestic Islamic banks only. Bank Negara Malaysia’s (BNM’s) financial reform and the liberalisation of the financial system were proven to induce competition making the financial system more resilient, competitive and dynamic. The Islamic banks have recorded consistently increased annual performance with the under-performing Islamic banks catching up on the top performers.

Very few research studies have focused on the market structure and competition of the Islamic banking industry in Malaysia, especially using recent financial data; this study will contribute to filling the existing gap.

The purpose of this paper is to investigate the impact of e-marketing orientation (EMO) on strategic business performance (SBP) in presence of e-trust.

Data were collected from CEOs, finance managers, IT managers, Policy makers, owners and Managing Directors of SMEs located in two big cities of Pakistan (Islamabad and Peshawar). Correlation, regression and bootstrap analysis was conducted to check the relationship among independent, mediating and dependent variables.

Based on empirical findings of the responses from managerial staff, it is suggested that strategic performance largely depends on EMO and e-trust.

The authors recommend that further studies are required to test the propositions in longitudinal research design for achieving in-depth insights.

It has been observed that SMEs in developing countries pay less attention toward its strategic goals. This research discusses an implementation approach based on solid theoretical foundations to achieve the SBP.

This study tests e-trust as a mediator between EMO and SBP, therefore, makes a significant contribution to the literature of SMEs by focusing on the link between EMO, e-trust and SBP.

The purpose of this study is to test the hypotheses proposed by Konadu et al. (2023) for the first time and provide empirical insight on the subject. Corruption concerns affect all economies, but those attempting to avoid foreign grants are especially vulnerable. Stakeholders in these economies have pushed for more honest public sector (PS) workers and better oversight of public funds in an effort to build a more trustworthy and efficient government to improve PS performance. Just as the mechanisms through which employee integrity (EI) influences work performance (WP) have not been proven empirically, neither has the effect of EI on WP in African economies. Also, how purposeful leadership (PL) interacts with EI to boost WP is yet to be empirically examined in the integrity literature.

This paper surveyed and analysed the responses of 875 workers across the three most corrupt large PS organisations in Ghana using Smart PLS 4. Perceived organisational support and contract fulfilment functioned as control factors influencing job satisfaction (JS, a mediator). Psychological need satisfaction and perceived procedural justice serve as control factors for organisational identification (OI, an additional mediator). Education, tenure, job position, sex and age were used as control variables in WP. Product indicator and variance accounted for (VAF) methods were used to estimate the impacts of moderation and mediation, respectively. A 5% level of significance was determined.

As hypothesised, this study found that EI and WP had a significantly positive connection (ß = 0.119, p = 0.026), and both JS (VAF = 25.16%) and OI (VAF = 39.59%) partially mediated this connection. Moreover, PL positively moderated the EI–JS (ß = 0.155, p = 0.000) and EI–OI (ß = 0.095, p = 0.000) connections.

This paper affords empirical insight on the EI–WP relationship, how this relationship is mediated and how the EI–JS and EI–OI relationships are amplified. In this context, it sheds light on new ways in which EI and WP in the PS are improved. In addition, this paper provides a roadmap for forthcoming academics to test the hypotheses in diverse PS contexts globally to triangulate the results.

Leadership in PS organisations must maintain a “values-grounded approach” to all parts of human resource (HR) practices, including hiring, performance reviews, leadership enhancement programmes, training and promotions, if they are to attract, develop and retain employees who stand for the sector’s ethics and beliefs.

This research gives African nations proof that enhancing EI in the PS is important, and it lays out the many ways in which EI transforms into WP. It also draws attention to the challenges that purposeful leaders may help alleviate and the opportunities that they may present.

To the best of the authors’ knowledge, the hypotheses put forward in the conceptual research by Konadu et al. (2023) are tested empirically for the first time in this study. It also adds to the empirical literature that already exists on EI, JS, OI, WP and PL in the PS. This contributes to the disciplines of integrity, performance and leadership by enhancing theoretical frameworks and expanding upon existing knowledge.

This study explores the impact of workplace tele pressure on innovative work performance. The study also tests the mediating effect of the work-family conflict and the moderating influence of job burnout between the work-family conflict and innovative work performance.

Data for the present study were collected through structured questionnaires from 285 employees working in the public and private sector universities. Data were analysed through SPSS and Smart-PLS.

Results confirmed the relationship between workplace tele pressure and innovative work performance, the mediating effect of work-family conflict between workplace tele pressure and innovative work performance and the moderating influence of job burnout between work-family conflicts and innovative work performance.

This study model is supported by the job demands-control model and effort-recovery theory, which is being tested for the first time to support the relationship between workplace tele pressure and innovative work performance. Further, the model “workplace tele pressure → work-family conflicts → job burnout → innovative work performance” was developed and tested for the first time to study the technology-based pressure in the education sector.