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The purpose of this study is to explore the necessity for developing Islamic sustainable and responsible investment (i-SRI) criteria based on environmental, social and governance issues.

To address the above objective, this study adopted a qualitative method via content document analysis and interviews with experts.

Based on the analysis, this study discovered five primary aspects that lead to the necessity for developing i-SRI criteria. First, Malaysia has yet to develop i-SRI criteria. Second, the absence of i-SRI criteria will eventually lead to Shariah issues. Third, any Islamic financial instrument is bound to encounter numerous issues and challenges, thereby making it difficult to be marketed globally if it does not have a proper and standardized framework. Fourth, the establishment of i-SRI criteria can serve as a key reference point for the players in the industry, including investors, policymakers and other parties. Finally, the development of i-SRI criteria can play a vital role in enhancing the current Islamic capital market products offering in Malaysia.

There are several implications identified in this study. First, continuous research on the i-SRI criteria can offer numerous benefits to the regulatory bodies and policymakers who can use the findings in their decision-making process. Second, in terms of investors, the results can help them to make better investment choices by referring to the i-SRI criteria. Third, this study will be valuable to the academicians in terms of opportunity to explore a new research area, i.e. the i-SRI criteria, besides adding to the extant literature on this topic which is still scant currently.

This study discovered five primary aspects that lead to the necessity for developing i-SRI criteria.

The construction industry continues to struggle to deliver a right first time culture, seeking a panacea for improvement whilst maintaining project milestones. Complex construction projects demand stringent programmes, however, (un)foreseen changes, political influences and human behaviours all have significant impacts on delivering schemes without error. Previous studies have questioned the ability of the construction industry to successfully learn from errors. A major barrier has been the sharing of sensitive data from failed outcomes. Hence, this paper investigates non-conformance on an existing scheme and suggests avenues for improvement.

A mixed-method approach was adopted whereby 1,260 non-conformance reports (NCRs) from a highways megaproject were interrogated using root cause analysis (RCA) techniques to uncover the most frequent and costly areas. This was followed by a survey to industry professionals within a tier 1 principal contractor to gain insight into their perceptions of non-conformance and rework on construction projects.

Using Pareto analysis, the authors find that materials management, workmanship (poor quality execution) and supervision issues are the most frequently occurring and costly root causes of non-conformance on a major highways scheme. Furthermore, the authors link corresponding viewpoints of two project professional groups to the posed, achieving a high degree of consensus for the areas requiring development. Lastly, the authors suggest avenues for improvement via lessons learnt. These include greater emphasis on quality culture via a strong leadership mandate, enhanced vetting of workforce competence and improving the way materials are managed by embracing technology to drive efficiency.

This paper interrogates a current highways scheme using a uniquely rich, sensitive dataset to determine how the construction sector may improve efforts to achieving right first time outcomes.

This paper aims to specifically analyse the extent to which talent management practices in the post-COVID-19 era differ from those before the pandemic in the extreme work context of Egyptian hospitality sector.

The study uses an exploratory qualitative research approach where semi-structured interviews were conducted with 30 full-time employees working at hotels in Sharm El-Sheikh (Egypt). Moreover, thematic analysis was undertaken on the interview transcripts.

The findings revealed that in the post-COVID-19 era, the case hotels exclusively use the inclusive talent management approach, in which all staff are recognised by the management as talents with the same workplace privileges. This approach helped to mitigate the negative influences caused by the COVID-19 pandemic. Moreover, the findings highlighted the criticality of competencies such as multitasking along with in hospitality sector employees in relation to extreme context necessitated by COVID-19. The findings further established that when facing extreme events, such as COVID-19, a shift in training activities towards activating positive mental health and effective shock management among employees is also needed. This study found that organisational support and continuous learning play a vital role in individual employees’ resilience development, which also helped in retaining them.

This paper is one of the pioneering empirical studies on the relationship between talent management practices in extreme contexts and the influences of global disruptions resulting from COVID-19. Moreover, it is one of the few studies to specifically undertake a comparative assessment of the differences in talent management practices pre- and post-COVID-19 time period in the hospitality sector. The study findings contribute to multiple literature streams including extreme context, hospitality, human resource management and transaction stress model.

Rapid changes in the global environment and the effects of existing economic issues triggered by COVID-19 and the war in Ukraine have posed several challenges for manufacturing firms. A hybrid strategy integrating lean and agile (leagile) systems is viable for firms to enhance their capabilities in such dynamic contexts. This paper examines the critical drivers of leagile manufacturing system adoption in an emerging economy from the technological, organizational and environmental (TOE) perspective.

A cross-sectional survey is carried out to obtain data from 438 managers working in 219 manufacturing firms. Multiple regression analysis is applied to test the effect of technological, organizational and environmental drivers on the adoption of leagile systems.

The results show that organization capacity, environmental uncertainty and relative advantage demonstrate the most significant positive relationships with the leagile systems adoption wherein complexity and resistance to change appear to exhibit significant negative associations. Unexpectedly, firm size unveils no significant effect on the adoption of leagile systems.

To deal effectively with critical challenges triggered by ever-changing environment, firms have sought to adopt innovative systems for achieving products' availability in the markets at the right quality and price. A hybrid strategy integrating lean and agile (leagile) systems is viable to enhance a firm's capabilities in such dynamic contexts. The findings of our study help top management and policymakers identify and assess the critical drivers that may facilitate or hinder the successful adoption of leagile systems.

A major trend of studies in the field of manufacturing systems has focused on the critical success factors of adopting either lean or agile systems. Furthermore, research work concerning leagile as a hybrid system focuses primarily on the conceptual development rather than empirical grounds of leagile systems. Given the lack of empirical research in this field, this study offers an early attempt to predict leagile system adoption in an emerging economy. It also contributes to the manufacturing systems research by extending the extant knowledge about the role of firm-level drivers in leagile system adoption from the TOE perspective.

This study aims to provide a comprehensive and systematic review of halal tourism structure using bibliometric analysis. Halal tourism interest has increased due to the high demand for tourism products adhering to Shariah law. Furthermore, the vast Muslim population has increased the demand for halal tourism products and destination factors in this niche tourism segment.

A network visualization through bibliographic coupling and co-word analysis, this review presents a science mapping analysis to reveal the knowledge structure of emerging and future trends in halal tourism.

The current and emerging trends demonstrate three themes: the fundamentals of halal tourism, communication via word of mouth in halal tourism and Muslim tourist satisfaction and loyalty. At the same time, the co-word analysis presents the four themes primarily associated with halal tourism challenges: tourist satisfaction, service quality and Muslim travellers’ attraction.

The findings serve as crucial implications, contributing to halal and general tourism theory and application.

This review serves as crucial fundamental knowledge for future studies in halal tourism and its relevant themes for further development in tourism management. The most significant emerging theme in halal tourism is the intervention needed to increase Muslim tourist satisfaction and loyalty through halal-friendly service, customer-service quality, foods and beverages, facilities and privacy. The co-word analysis suggests increasing tourists’ engagement in halal tourism by invigorating the religiosity domain among tourists, improving service quality and perceived value and discovering new Muslim-friendly attractions. The most crucial finding from this study is to ensure that halal and Muslim-friendly tourism are at the same level, to the extent of better service according to Islamic practice. This approach would elevate the value and status of halal tourism as a trending product in Muslim and non-Muslim markets.

The purpose of this study is to investigate the role of Auditing and Accounting Organization for Islamic Financial Institution (AOIFI) governance disclosure on the performance of Islamic financial institutions (IFIs) through systematic literature review approach.

This study is based on the review of literature related to the AAOIFI accounting standards downloaded from Scopus database. This study includes review of 126 research articles, 10 review papers, 9 book chapters and 5 conference papers related to different roles played by AAOIFI in providing standards for accounting, auditing, governance and ethics for global IFIs.

The findings of this study suggest that AAOIFI has played a critical role in developing the accounting standards for the IFIs and contributed positively to the overall growth of the Islamic finance industry.

AAOIFI has played a critical role in issuing and development of accounting and auditing standards and has contributed positively to the financial performance of IFIs. Research gaps are identified, and there is a need to work on these gaps.

This study will contribute to the understanding the role of AAOIFI in issuing and development of accounting and governance standards and future research agenda based on a thorough review of literature.

This study aims to learn how a three-way interaction moderation model is used to analyse the role of country-specific characteristics, in the form of the implementation of Sharia law and legal origin in a particular country, in the choice of sukuk type.

The firm profitability and firm leverages of sukuk issuer are used as the firm characteristics that can influence the choice of sukuk type between Mudharaba sukuk, Ijara sukuk and Murabaha sukuk. The research sample of 545 global sukuk issuances, obtained from the IIFS database, includes the issuance of Mudharaba sukuk, Ijara sukuk and Murabaha sukuk from ten sukuk issuer countries all over the world.

The research results show that the probability of choosing Mudharaba and Ijara sukuk is found in issuers sukuk with a high firm leverage, while the probability of choosing Murabaha sukuk is found in issuers sukuk with a high firm profitability. A three-way interaction moderation model is used in this research to explain that sukuk issuers in countries that implement Sharia law and adopt a legal origin common law system will have a higher choice of Mudharabah and Ijarah sukuk types if the firm’s leverage is high. If the firms’ profitability is high, then the sukuk issuer prefers Murabaha sukuk.

The use of firm’s characteristic variables is based solely on trade-off theory and pecking order theory. Also, limitations on the implementation of Sharia law in countries that do not provide opportunities for countries that apply a mixed law system.

The role of Sharia law and common law legal origin is proven, through a three-way interaction model, to strengthen the interaction of the firm leverage and choice of Mudharaba sukuk.

Legal certainty for Islamic financial institutions is created in the context of ease of investing in sukuk. Flexibility in the structure is also one of the factors that encourage the development of market acceptance of sukuk. The right structure of the sukuk can be used for specific target markets.

There has been no study carried out on a three-way interaction moderation model used to analyse the role of country-specific characteristics. The role of Sharia law and common law legal origin is proven, through a three-way interaction model, to strengthen the interaction of the firm leverage and choice of Mudharaba sukuk.

The family business literature indicates that non-family employees (NFEs) working in private family firms often feel marginalized effecting their ability to flourish at work and contribute to the organization beyond their defined job roles. Therefore, this study examines whether enabling NFEs to craft their own jobs, leads them to reappraise their position in the organization, thus influencing workplace flourishing (WF) and supervisor-assessed extra-role behaviour (ERB).

Building on the Conservation of Resources theory, a set of hypotheses is posited relating the three dimensions of job crafting (resource seeking, challenge seeking and job demand reduction) to ERB, through WF as a mediator. The hypotheses are tested through matched employee–supervisor data collected from 256 individuals working in private family firms, where 232 were NFEs while 24 individuals were supervisors.

The result generated through PLS-SEM indicates that all three dimensions of job crafting have a positive influence on WF. In the case of direct effect on ERB, only the direct relationship between challenge seeking and ERB was significant. However, the relationships between all three dimensions of job crafting and ERB became positive and significant through WF as mediator.

The implications of this study is that merely empowering NFEs to craft their own jobs may not lead them to contribute to the organization beyond their routine tasks. However, if they appraise such empowerment as a resource gain sufficient enough for them to feel that there are flourishing at the workplace, and then it is likely to influence their commitment to the organization to exhibit significant ERB. The study however is limited, as other potential exogenous variables that influence ERB were not considered.

This study presents evidence for family business owners and managers to provide the pertinent resource support to their NFEs, so that they can flourish and contribute to the employer.

The current study contributes to the under-researched and fragmented literature on NFEs working in family firms. Furthermore, this appears to be among the first study that looks into workplace flourishing and ERB among NFEs in the realm of family business.

The purpose of this literature review paper is to explore the concept of organization agility and its relevance in today's dynamic business environment. By conducting an in-depth review of existing academic and industry literature on organization agility, this study aims to identify the key factors that influence an organization's agility and the benefits and drawbacks associated with fostering agility.

Through the technique of bibliometric analysis, we provide the growth trajectory of the field by identifying the publication trends, prominent authors and countries and most prolific journal publishing in the concerned domain. We also provide the intellectual structure of the organization agility research by identifying the prominent themes that have been worked upon till date. In addition, with the backing of the theories, contexts, characteristics and methodology (TCCM) framework, we identify the most frequently applied theories, constructs and methods in organization agility research and provide new avenues for future research by analyzing the most frequently used theories, methods, constructs and research contexts.

With the ever-increasing ambiguity and need for change (why), organization agility serves as the organization's backbone. It acts as a springboard for the organization, an anchor point that remains constant while other functional aspects constantly fluctuate and change. Organization agility can be defined (what) as the ability of organizations to quickly respond to market needs by sensing, renewing, adapting and succeeding in a turbulent market. To summarize, organizational agility matters at three fundamental aspects (where): strategic level or the market capitalizing level, internal operational level and individual level.

This paper is unique in the sense that it is the first comprehensive literature review in the field of organization agility research to use a hybrid methodology (bibliometric review with TCCMs).

This study evaluated the bundled impact of high performance work practices (HPWPs) on Generation Y (Gen Y) employee engagement (EE) while considering empowering leadership (EL) as a mediator.

The data for the study are received from 404 Gen Y frontline service employees from three to five star Indian hotels and examined using structural equation modeling.

Gen Y employees' perception of HPWPs directly explains their engagement, and EL partially mediates the link between HPWPs and Gen Y EE.

This study suggests managers to gain from implementing HPWPs and their impact on Gen Y engagement to boost their organizational performance.

This study suggests managers to gain from implementing HPWPs and their impact on Gen Y EE to boost their employee and hotel's performance.

The present research is one of the few attempts to study how HPWPs can engage the Gen Y cohort in the workplace, especially in developing countries (i.e. India).