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1 – 10 of over 4000Hamdy Abdullah, Fahru Azwa Md Zain, Sheikh Ahmad Faiz Sheikh Ahmad Tajuddin, Nik Hazimi Mohammed Foziah and Muhammad Shahrul Ifwat Ishak
Many scholars have primarily disregarded employee motivation in the context of Western and Islamic ideas. To better understand employee motivation, this paper aims to explore a…
Abstract
Purpose
Many scholars have primarily disregarded employee motivation in the context of Western and Islamic ideas. To better understand employee motivation, this paper aims to explore a novel approach of fusing McClelland’s needs theory (i.e. achievement, power and affiliation) with Maqasid Shariah.
Design/methodology/approach
This study adopts a theoretical research design. There will be a thorough literature study of McClelland’s theory, Maqasid Shariah, and employee motivation. Qualitative content analysis is used to examine and compile pertinent ideas. To give a thorough framework for comprehending employee motivation from both Western and Islamic ethical viewpoints, McClelland’s theory and Maqasid Shariah are integrated.
Findings
This paper has conceptualized the integration of Maqasid Shariah’s five requirements with McClelland’s need theory. It is suggested that Maqasid Shariah and McClelland’s need theory be combined to understand employee motivation. For employees, the integration of McClelland’s need theory and Maqasid Shariah entails developing a work environment that attends to their many needs, is consistent with Islamic principles, encourages justice and equity, supports both professional and personal development and promotes social responsibility. By combining McClelland’s need theory and Maqasid Shariah, 15 propositions are developed to explain employee motivation. The study offers a measurement index to explain employee motivation based on the two theories.
Research limitations/implications
The integration of McClelland’s theory of need and Maqasid Shariah offers expected positive implications. By considering the cultural and religious context in Islamic societies, researchers can adopt a more sensitive approach to studying motivation. This blend provides a holistic understanding of motivation, incorporating individual needs and broader ethical dimensions. Studies may explore the impact on prosocial behavior, organizational values, leadership practices and employee well-being. Understanding the alignment between personal motives and ethical principles can benefit organizations in diverse workplaces, emphasizing long-term sustainability and fostering employee engagement and commitment.
Practical implications
The integration of McClelland’s theory and Maqasid Shariah shows the potential implications to increase employee motivation. This study contributes significantly to Maqasid Shariah theory in business research by guiding ethical decision-making aligned with Islamic values, fostering inclusive workplaces and offering strategies for boosting employee morale. It emphasizes ethical practices, legal compliance and community engagement, while also encouraging sustainable business models that consider societal well-being and the environment.
Originality/value
This paper provides its unique value by being among the first to integrate McClelland’s theory and Maqasid Shariah and providing an innovative approach in developing a new measurement index in the context of employee motivation.
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Donna Y. Ford, James L. Moore and Ezekiel Peebles
This chapter focuses on two aspects of the achievement gap – underachievement and low achievement among Black males in urban school contexts. More specifically, the authors…
Abstract
This chapter focuses on two aspects of the achievement gap – underachievement and low achievement among Black males in urban school contexts. More specifically, the authors explain several problems/issues confronting Black male students in P-12 gifted and talented, advanced placement, and special education programs, along with the school-to-prison pipeline – inequitable discipline in the form of suspensions and expulsions. We parse underrepresentation and overrepresentation for this student group. A central part of this discussion is grounded in the achievement gap literature on Black students in general with implications for Black males in particular. Another fundamental aspect of this discussion is the need for educators to adopt an anti-racist (social justice or civil rights) and cultural competence approach to their work, which means being equity-based and culturally responsive in philosophy and action. Suggestions for closing the achievement gap and otherwise improving the achievement of Black males are provided for educators. We also compel educators to go beyond talking about equity by setting quantifiable equity goals for minimum and maximum percentages (and numbers).
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Bryan S. Schaffer and Jennifer G. Manegold
This paper aims to examine the link between the Big Five personality traits and self-efficacy for teamwork, positioning manifest needs as intervening variables. The primary…
Abstract
Purpose
This paper aims to examine the link between the Big Five personality traits and self-efficacy for teamwork, positioning manifest needs as intervening variables. The primary purpose of the analyses is to further develop some of the key variables contributing to team performance.
Design/methodology/approach
Relationships were tested with conditional process analysis. The sample includes 315 students from a large university. Likert measures were used to operationalize survey items, which are based on existing scales in the literature.
Findings
Each of the Big Five dimensions are related to teamwork self-efficacy (TSE), with manifest needs having significant mediating effects. For example, conscientiousness displayed a positive relationship to TSE, with both the need for affiliation and the need for power acting as significant intervening variables. Such relationships for each personality dimension are discussed fully in the paper.
Practical implications
High functioning teams need members who share a level of self-efficacy for engaging in teamwork. Leaders who must form their teams may find it useful to consider TSE, and the individual attributes that contribute to this important construct. The authors’ examination of the roles of both personality and manifest needs should offer some essential tools for this objective.
Originality/value
This paper contributes to our understanding of the relationship between personality and TSE by investigating manifest needs as process variables.
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Qi He, Jingtao Fu, Wenhao Wu and Siqi Feng
Based on achievement motivation theory and two-factor theory, this research aimed to synergize cooperative goal interdependence (refer to possessing incentive factors) and…
Abstract
Purpose
Based on achievement motivation theory and two-factor theory, this research aimed to synergize cooperative goal interdependence (refer to possessing incentive factors) and illegitimate tasks (refer to the absence of security factors) and build a triple interaction model in the process of performance pressure affecting employees’ thriving at work.
Design/methodology/approach
This research collected 291 valid data through a two-point time-lagged method to test the direct effect of performance pressure on employees’ thriving at work and its moderating mechanism.
Findings
Performance pressure has a significant positive effect on employees’ thriving at work. Cooperative goal interdependence imposes an enhanced moderating effect between performance pressure and employees’ thriving at work. Illegitimate task imposes an interfering moderating effect between performance pressure and employees’ thriving at work and further interferes the enhanced moderating effect of cooperative goal interdependence.
Practical implications
Under the premise of advocating for employees to internalize performance pressure originating from the organizational performance management system into their own achievement motivation, leaders should establish incentive systems and security systems for employees to realize self-achievement through the process of goal management and task management.
Originality/value
This research confirmed the joint determination of incentive effect and insecurity effect on employees’ achievement motivation by cooperative goal interdependence and illegitimate task and revealed the boundary conditions of employees’ choice of thriving at work.
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Rahman El Junusi, Heru Sulistyo, Fadjar Setiyo Anggraeni and Ferry Khusnul Mubarok
This study aims to examine the relationship between Achievement Motivation (AM), Smart Work (SW), and human resources (HR) performance. It questions how moral global leadership…
Abstract
This study aims to examine the relationship between Achievement Motivation (AM), Smart Work (SW), and human resources (HR) performance. It questions how moral global leadership (MGL) could moderate the relationship between AM, SW, and HR performance. A theoretical model was developed and tested on sample data representing 219 employees, educators, and educational staff of Islamic Higher education (IHE). The data were collected through surveys and applied to structural equation modeling using SEM-PLS. This study found that AM and SW significantly affect HR performance. While MGL substantially moderates the relationship between AM, SW, and HR performance. This study contributes to the literature on MGL, AM, and SW in creating HR performance that has yet to be studied so far. This study offers the concept of MGL, which plays a central role in moderating the relationship between AM, SW, and HR performance.
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This research examines whether mentoring is a predictor of entrepreneurial intentions. It also explores how intent translates into action through implementation intentions. The…
Abstract
Purpose
This research examines whether mentoring is a predictor of entrepreneurial intentions. It also explores how intent translates into action through implementation intentions. The study tests if the mentoring-intentions association is mediated by self-efficacy. The potential moderating effect of achievement motivation on the relationship was also investigated.
Design/methodology/approach
PLS-SEM was used to test the hypotheses of the 242 valid responses collected from final-year students from Libyan public universities.
Findings
Results show that self-efficacy partially mediated the mentoring-intentions association, while motivation negatively moderated the relationship. Entrepreneurial intentions had a significantly strong effect on implementation intentions.
Research limitations/implications
The results verify mentoring as a practical socializing instructional approach. Therefore, universities should implement structured mentoring programs, offering emotional guidance, counsel and networking opportunities. Also, mentors should undergo training, and progress tracking is essential for improvement.
Originality/value
Examining entrepreneurial self-efficacy as a mediator and achievement motivation as a moderator in the mentoring-intentions association is unprecedented. The findings narrow the search for antecedents to entrepreneurial intentions and pinpoint intervention points.
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Mohammad Mahdi Nazarpour and Azadeh Askari
The present study aims to investigate the psychometric properties of the picture story exercise (PSE), a tool for measuring implicit motivations in Iran.
Abstract
Purpose
The present study aims to investigate the psychometric properties of the picture story exercise (PSE), a tool for measuring implicit motivations in Iran.
Design/methodology/approach
The research method is descriptive correlation and was conducted in two studies. In the first study 24 psychology master’s students were selected by convenience sampling method and tested them to check retest and inter-coder reliability. The second study investigated the correlation between self-reports and the PSE test on a sample of managers. Its statistical population comprised all the managers of a refinery company, 50 people were selected by convenience sampling method. To check the concurrent validity of the PSE test, the participants of the second study, completing the PSE, also completed the needs questionnaire of Steers and Porter (1979).
Findings
The findings showed that the PSE test in the Iranian sample had high retest reliability (0.62 on mean) and inter-coder reliability (0.87 on mean), and, following previous research, it does not show a significant relationship with self-reported motives.
Practical implications
PSE can be used in future research as a tool that has demonstrated its reliability and validity in the Iranian sample.
Originality/value
Measurement of implicit motives is a practical factor for predicting people’s behavior, the necessity of using tools that can accurately evaluate implicit motives is strongly felt. Taking into account the fact that so far, in Iranian samples, implicit motivations have not been measured, therefore, the current research is trying to answer this question, whether one of the most important and prominent tools that were made for this purpose and used in various studies can also be used in Iranian samples.
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The study investigates the linkage between personality traits and firm performance. It examines the role of the pursuit of excellence, perseverance, a proactive mindset and formal…
Abstract
Purpose
The study investigates the linkage between personality traits and firm performance. It examines the role of the pursuit of excellence, perseverance, a proactive mindset and formal education in determining the entrepreneurial success of MSMEs.
Design/methodology/approach
Data were collected from 432 MSME entrepreneurs using a structured questionnaire from India's two major industrial towns to analyze the impact of personality traits on firm performance. Structural equation modeling (SEM) was employed to assess the direct and indirect relationships with the help of mediation analysis.
Findings
The findings assert that personality traits improve firm performance and determine the success of MSMEs. The results reveal that the need for achievement, a proactive mindset and the pursuit of excellence are crucial to firm performance. In addition, formal education mediates between perseverance and the pursuit of excellence personality attributes on the one side and firm performance on the other.
Research limitations/implications
The research has various theoretical and practical implications for entrepreneurs, financial institutions and policymakers. The results could be productively used to nurture the entrepreneurial ecosystem in India.
Originality/value
Although research on personality traits as a driver of firm performance is growing, the pursuit of excellence, perseverance and proactive mindset attributes as enablers of firm performance have not garnered much attention. The study presents a precise conceptual model by integrating the aforementioned dimensions in the backdrop of an emerging market.
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Virginia Barba-Sánchez, Yolanda Salinero, Pedro Jiménez Estévez and Pablo Ruiz-Palomino
The high and persistent unemployment rates of people with intellectual disabilities (PwID) reveal the wide gap that still remains to be bridged. Entrepreneurship combinedly with a…
Abstract
Purpose
The high and persistent unemployment rates of people with intellectual disabilities (PwID) reveal the wide gap that still remains to be bridged. Entrepreneurship combinedly with a high enterprising tendency could improve PwID's life satisfaction.
Design/methodology/approach
A mixed-method approach was used, based on questionnaires and structured face-to-face interviews on 37 PwID who had recently become entrepreneurs. Data were firstly quantitatively analyzed using partial least squares-structural equation modelling (PLS-SEM), and qualitative data were used to enable robust findings.
Findings
The entrepreneurial tendency of PwID who had recently become entrepreneurs was found to be a positive to their life quality (LQ), job satisfaction and life satisfaction.
Research limitations/implications
This study revealed that entrepreneurship among PwID who had high enterprising tendency enhances their LQ, job satisfaction and life satisfaction. However, further research could evaluate whether becoming an entrepreneur is in itself enough to change PwID's life to better, such that a comparison could be done between PwID who become entrepreneurs and PwID who have a salaried job.
Practical implications
New aspects in the design of public social policies to improve PwID's life satisfaction are suggested. These include the facilitation of both entrepreneurship and enterprising tendency for PwID to enhance their life satisfaction.
Originality/value
There are very few occasions in which PwID set up businesses. This is one of the first studies to analyze the benefit of entrepreneurship and enterprising tendency on the LQ, the satisfaction at work and the life satisfaction of PwID.
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Entrepreneurial trait and behaviour approaches are used to identify differing entrepreneurial profiles. Specifically, this study aims to determine which entrepreneurial…
Abstract
Purpose
Entrepreneurial trait and behaviour approaches are used to identify differing entrepreneurial profiles. Specifically, this study aims to determine which entrepreneurial competencies (ECs) can predict entrepreneurial action (EA) for distinct profiles, such as male versus female, start-up versus established and for entrepreneurs within different age groups and educational levels.
Design/methodology/approach
The research was conducted using a survey method on a large sample of 1,150 South African entrepreneurs. Chi-squared automatic interaction detection (CHAID) algorithms were used to build decision trees to illustrate distinct entrepreneurial profiles.
Findings
Each profile has a different set of ECs that predict EA, with a growth mindset being the most significant predictor of action. Therefore, this study confirms that a “one-size-fits-all” approach cannot be applied when profiling entrepreneurs.
Research limitations/implications
From a pedagogical standpoint, different combinations of these ECs for each profile provide priority information for identification of appropriate candidates (e.g. the highest potential for success) and training initiatives, effective pedagogies and programme design (e.g. which individual ECs should be trained and how should they be trained).
Originality/value
Previous work has mostly focused on demographic variables and included a single sample to profile entrepreneurs. This study maintains much wider applicability in terms of examining profiles in a systematic way. The large sample size supports quantitative analysis of the comparisons between different entrepreneurial profiles using unconventional analyses. Furthermore, as far as can be determined, this represents the first CHAID conducted in a developing country context, especially South Africa, focusing on individual ECs predicting EA.
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