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The purpose of the study is to measure the performance level of halal compliance practices by the halal-certified restaurants in Malaysia and rank and rate them based on several dimensions of halal compliance.

A total of 320 halal restaurants were surveyed. The absolute measurement approach of the analytic hierarchy process (AHP) was applied to rank and rate the restaurants. Finally, ANOVA and independent t-test were applied to assess if there is any significant difference in halal compliance performance between different groups of the respondents.

The AHP application resulted in only 19 restaurants (5.94%) achieving an “Excellent” rating. A significant difference has been observed between different groups of the respondents regarding their halal compliance performance.

An onsite audit and ranking of all the restaurants in Malaysia were beyond the scope of the study. The research was able to rank only 320 restaurants across Malaysia.

The findings and methodology of the study will provide policymakers with a clear roadmap for establishing a comprehensive rating system in the fields of the halal food industry to enhance the quality and integrity of the halal food management system.

To the best of the authors’ knowledge, this is the first time an empirical approach, like AHP, has been used to determine how Malaysia’s halal-certified restaurants stack up against one another. Similar studies can be carried out in other sectors of the halal industry as well as in similar context.

The purpose of this study is to evaluate the perceived knowledge of the general concept of halal food and actual knowledge of halal food principles with emphasis on alcohol (alcoholic drinks and ethanol).

A cross-sectional descriptive survey, using quantitative research methods, was utilized. A self-administered survey was distributed to 188 undergraduate students of the food technology programme at Universiti Sains Malaysia, and a total of 114 responses were obtained.

Results indicate that respondents believed that they have above average competence regarding the concept, sources, ingredients, processing and the overall production of halal foods (score: 3.75-4.18). In addition, all of the 114 respondents also agreed that alcoholic drinks are fundamentally prohibited in Islam. However, the survey also revealed that the respondents were less certain about the application of alcohol in halal food production. Respondents’ actual knowledge on these issues was low to average.

This study is limited by its cross-sectional nature. In addition, the research was only conducted on undergraduate-level students of the food technology programme, and therefore, results derived might not be generalized to the other segments of the population. The overall uncertainty and misconception about the application of alcohol in halal food highlights the need to improve the knowledge of these undergraduate students to more than a mere theory of the concepts of halal and haram.

No previous study has been conducted to explore the issue pertaining to alcohol in halal food, and this paper categorically strives to fill this gap.

Employee engagement has been identified as a prevalent issue affecting higher education institutions, particularly since the emergence of COVID-19. Therefore, this study aims to investigate the factors contributing to employee engagement in Islamic higher education institutions in the context of Malaysia.

A quantitative research design was used for this study, and a survey questionnaire was used to collect data from 340 staff members of Islamic higher education institutions in Malaysia. The proposed hypotheses underwent testing through the statistical technique of structural equation modelling, using statistical package for the social sciences (SPSS) and analysis of moment structures (AMOS).

The results indicate that training and development, trustworthiness, workplace spirituality, reward and recognition, management support and job autonomy significantly contribute to employee engagement in Islamic higher education institutions in Malaysia.

This study is limited to the staff of Islamic higher education institutions in Malaysia. A comparative cross-cultural research approach may be preferred for a more comprehensive understanding. Therefore, future researchers are encouraged to consider this limitation when investigating the factors contributing to employee engagement in Islamic higher education institutions, particularly to confirm the cogency of our findings.

The findings provide valuable insights into the workforce factors that play key roles in developing a highly engaged workforce in Islamic higher education institutions. This study contributes to the enrichment of the literature in this specific area of study.