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The purpose of this paper is to draw a portrait of training and development ideals and practices from the Islamic point of view.
Abstract
Purpose
The purpose of this paper is to draw a portrait of training and development ideals and practices from the Islamic point of view.
Design/methodology/approach
This is a conceptual paper. The paper reviews the relevant literature on training and development from an Islamic perspective portraying the interface between ideals and practices of training and development in Islam in order to bridge a gap in the extant literature.
Findings
The literature that deals with training and development in Islam seems to belong to two major categories: essays espousing a broad perspective and including catch‐all concepts or other generic Islamic principles; and studies addressing human resource management in Islam that mainly examine training and development from a narrow perspective. The findings of this limited body of literature are far from being consistent as they seem contradictory in nature. Simultaneously, in the area of training and professional development, Islam emphasizes practical wisdom and translating theoretical insights into behaviors and practices rather than solely relying on theoretical principles.
Research limitations/implications
The literature review is not detailed due to the dearth of information on training and development from an Islamic perspective.
Practical implications
Training and learning methods from the Islamic tradition can provide constructive contribution to workplace practices as well as benefit organizations that anticipate offering efficient and effective custom‐designed training methods to best meet the training needs of their Muslim employees.
Originality/value
The present contribution is a unique synthesis of the literature related to the application of Islamic principles in training and professional development.
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Discusses some of the implications of Islamic values for management of the workforce in organizations in Muslim countries in the light of the rise of Islamist movements in many of…
Abstract
Discusses some of the implications of Islamic values for management of the workforce in organizations in Muslim countries in the light of the rise of Islamist movements in many of these countries. Discussion is placed within the context of the debate about the influences of national culture on organizations in general and employee‐management relationships in particular. Argues that there are differing manifestations of Islamic values in the countries concerned, which could lead to differing implications for human resource management (HRM). Highlights difficulties in trying to isolate the influences of Islam on organizations from those of other institutions, such as the economy, politics and business imperatives. As a result, and also given the limited available comparative studies into the issue, it would be unwise to suggest an Islamic HRM model. However, Islam, as an all‐encompassing religion, is bound to have implications for certain aspects of organizations, especially in those countries which are organized and run in accordance with an Islamic ideal. Attempts to explore, therefore, the likely relationship between Islamic values and certain HRM features in Muslim countries.
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Leslie E. Sekerka and Marianne Marar Yacobian
The purpose of this paper is to call to public leaders to exercise moral courage in choosing to understand and address phobic biases and prejudicial attitudes toward Muslims in the…
Abstract
Purpose
The purpose of this paper is to call to public leaders to exercise moral courage in choosing to understand and address phobic biases and prejudicial attitudes toward Muslims in the workplace. With reference to developments in the USA, workplace discrimination is framed as an ethical issue, with Islamophobia viewed as a rapidly growing concern.
Design/methodology/approach
This work is a practical application of existing theory and research in positive organizational scholarship to address the concern of workplace discrimination; specifically Islamophobia. Propositions are developed to depict how public leaders can address Islamophobia and other forms of discrimination by role modeling moral courage.
Findings
The findings show that Islamophobia is an ethical challenge for public leaders, one that can begin to be addressed by exercising character strength that promotes tolerance, civility, and respect. This proactive approach will enable public leaders to serve as pillars of openness, inclusion, and thoughtful regard for others, regardless of organizational members’ faith or culture.
Social implications
The social implications are to encourage discourse among global public leaders, prompting awareness and concern for Islamophobia and promoting more informed paths for productive scholarship.
Originality/value
Studies of workplace discrimination typically focus on race and gender, with few considering how Muslims face increasing Islamophobia. This work adds value to the existing literature by explicitly encouraging public leaders to respond, rather than react, to discrimination with moral competency.
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Keywords
Nurcan Ensari and Ronald E. Riggio
Muslimophobia, or prejudice toward Muslims, results in employment discrimination, social exclusion of Muslims, anti-Muslim hate crimes, and physical and verbal assaults, in the…
Abstract
Muslimophobia, or prejudice toward Muslims, results in employment discrimination, social exclusion of Muslims, anti-Muslim hate crimes, and physical and verbal assaults, in the United States and globally. Moreover, anti-Muslim incidents are on the rise in many countries. In this chapter, we provide a review of Muslimophobia and its dynamics and consequences in the workplace. We also make suggestions for reducing prejudice toward Muslim employees, using social psychological perspectives, particularly intergroup contact theory, and research on prejudice reduction. It is also argued that leaders play an important role in the combating of Muslimophobia, including creating opportunities for personalized interactions with Muslim employees and disseminating more information about Muslims and Islam. This chapter concludes with practical implications and suggestions for future research directions. Although there is much work to be done in reducing Muslimophobia and discrimination against Muslims, social psychological research emanating from intergroup contact theory suggests that it is a viable path for researchers and practitioners to pursue.
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Attia Aman-Ullah and Waqas Mehmood
The purpose of this study is to examine the impact of Islamic work ethics (IWEs) on the job satisfaction, commitment and loyalty among the bank employees in Azad Jammu and…
Abstract
Purpose
The purpose of this study is to examine the impact of Islamic work ethics (IWEs) on the job satisfaction, commitment and loyalty among the bank employees in Azad Jammu and Kashmir, Pakistan.
Design/methodology/approach
Data for this study was collected using the purposive sampling from 354 bank employees of Azad Jammu and Kashmir region.
Findings
The findings of this study support all the three proposed hypotheses, with IWEs demonstrating significant positive relationships with job satisfaction, organisational commitment and employee loyalty.
Practical implications
Because of the nature of operations, banks need energetic employees who can participate actively in work activities. The implementation of IWEs enables banks to improve their employees’ satisfaction, commitment and loyalty, which will benefit the organisation in the long term through improved performance.
Originality/value
By encouraging the adoption of IWEs, organisations can increase job satisfaction, employee’s commitment and loyalty in the workplace, especially in an Islamic banking context. Therefore, managers should strengthen the mutual understanding among employees regarding IWE principles. They should be consistently applied and disseminated by Islamic banks’ management in the form of a formal code of ethics that applies to all actions within the organisation. Besides, this study contributes in terms of divine command theory which was yet to be tested with employee’s behaviour. Loyalty was another behavioural attribute which is providing novelty while testing with IWEs in banking context.
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Jihad Mohammad, Farzana Quoquab, Fazli Idris, Mohammed Al-Jabari, Nazimah Hussin and Raed Wishah
The purpose of this paper is to examine the relationship between Islamic work ethic (IWE) and employees’ attitude and behaviour in term of perceived organisational justice…
Abstract
Purpose
The purpose of this paper is to examine the relationship between Islamic work ethic (IWE) and employees’ attitude and behaviour in term of perceived organisational justice, psychological ownership (PSY), and employees’ performance in the Islamic financial institutions in Malaysia.
Design/methodology/approach
This study used a sample of 301 employees of Islamic financial institutions and employed structural equation modelling-partial least square technique in order to analyse the data.
Findings
The findings demonstrated that IWE has both direct and indirect effects on attitudinal as well as behavioural outcomes.
Practical implications
Managers who want to enhance their employees’ attitude and behaviour are strongly advised to give proper attention to the concept work ethic. Moreover, they need to conduct training programs to instil these values and to emphasise its crucial role in enhancing the effectiveness and efficiency of the organisation.
Originality/value
This study contributes to the body of knowledge on IWE by: testing its ability to predict employees’ performance, their perception of organisational justice, and their feeling of PSY, and examining the mediating effect of perceived organisational justice and PSY between IWE and employees’ performance.
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Leslie Elizabeth Sekerka and Marianne Marar Yacobian
The marginalization of Muslims can foster anxiety, anger, or fear in the workplace. Such negative reactions may prompt incivility among coworkers, denigrating a thoughtful regard…
Abstract
Purpose
The marginalization of Muslims can foster anxiety, anger, or fear in the workplace. Such negative reactions may prompt incivility among coworkers, denigrating a thoughtful regard for others. While legal protections are intended to promote fairness, mandates do not always prevent discrimination. As a result, management needs to frame anti-Muslimism as an ethical issue and proactively cultivate environments that support respect. The paper aims to discuss these issues.
Design/methodology/approach
To understand how anti-Muslimism may emerge in organizational settings, this work defines Islamophobia and examines how it manifests as workplace discrimination. The extant literature on the subject and a sample of anti-Muslim discrimination cases are studied to better understand this phenomenon.
Findings
An analysis of representative Equal Employment Opportunity Commission cases shows that a lack of accommodation for religious practices is a major ethical issue. Management can proactively address value tensions by creating safe spaces for organizational learning. Balanced experiential inquiry is offered as a process to help employees reveal their embedded biases through personal reflection and collective inquiry.
Practical implications
If managers intend to encourage equity and inclusion, they need to foster organizational learning that tackles emerging forms of discrimination like Islamophobia. A sustained focus on moral development becomes an imperative toward establishing an ethical climate and a workplace that fosters respect for all organizational members.
Social implications
Because organizations are at the intersection of business and society, it is incumbent upon managers to create environments that reject hostilities toward those who may be perceived as different.
Originality/value
In today’s sociopolitical climate, the concern of discrimination toward Muslims is a mainstream ethical issue. A compliance-based approach to advance organizational ethics is not enough. The authors present a way forward, building moral strength through moral competency.
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Saima Ahmad, Talat Islam, Misbah Sadiq and Ahmad Kaleem
This paper aims to investigate the influence of supervisor's ethical leadership style on subordinates' green or pro-environmental work behavior in the presence of green human…
Abstract
Purpose
This paper aims to investigate the influence of supervisor's ethical leadership style on subordinates' green or pro-environmental work behavior in the presence of green human resource management (GHRM) as a mediator and environmental knowledge as a moderator.
Design/methodology/approach
A questionnaire-based was distributed to 427 supervisor–subordinate dyads working in various Pakistani organizations. Structural equation modeling was used to determine the mechanisms and boundary conditions in the relationship between supervisor's ethical leadership style and subordinates' green behavior.
Findings
Structural equation modeling supported a partial mediating role of GHRM in the influence of ethical leadership on green work behavior. Further, the findings revealed that employee's environmental knowledge can magnify the indirect impact of ethical leadership, via GHRM, on green behavior.
Research limitations/implications
Cross-sectional survey data are typically associated with common method bias. To counter this bias, we collected data from dual sources, namely, supervisors and their subordinates. The research findings have implications in deepening the understanding of the impact of ethical leadership in improving environmental performance of the organization.
Originality/value
This is the first study that utilizes multi-sourced data to examine the mediating role of GHRM and the moderating role of environmental knowledge in the relationship between ethical leadership and green behavior at work.
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Abstract
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Talat Islam, Areela Khatoon, Amna Umer Cheema and Yasir Ashraf
Employee work engagement has become a major concern for managers as hardly 21% of employees are engaged in their work. Therefore, this study aims to unveil the association between…
Abstract
Purpose
Employee work engagement has become a major concern for managers as hardly 21% of employees are engaged in their work. Therefore, this study aims to unveil the association between ethical leadership and employee engagement. Specifically, the study explores the mediating role of trust in leader between ethical leadership and employee work engagement and moderating role of harmonious work passion in the association between trust in leader and employee work engagement.
Design/methodology/approach
This study collected data from 491 employees and their immediate supervisors working in various organizations (in Pakistan) through “Google Forms”. The data were analyzed through analysis of moment structure (AMOS) and structural equation modeling (SEM) was applied to examine measurement model (for unidimensionality) and structural model (for hypotheses testing).
Findings
The study noted that ethical leaders positively influence their subordinates to engage in their work. In addition, employees' trust in leader was noted to mediate the association between ethical leadership and employee work engagement. Finally, employees high in harmonious work passion are more likely to engage in their work when perceived their leaders ethical style.
Practical implications
The study suggests to management that fair dealing and involvement in decision-making (ethical leadership) improve employee work engagement as such practices build employees' level of trust in their leaders. In addition, management is suggested to give freedom to employees while selecting their tasks as it positively contributes to their harmonious work passion which ultimately benefits the organization.
Originality/value
Drawing upon social exchange and self-determination theory, this study is the first of its kind that explored the moderating role of harmonious work passion and mediating role of trust in leader between ethical leadership and employee work engagement.
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