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Recent calls by prominent Islamic scholars to shift the focus of Islamic finance away from bond‐like sukuk have been met with great unease by bankers in the industry. Islamic Financial Institutions, which hold the majority of all sukuk issued, face deposit side constraints on the types of returns they distribute, due to a need to match returns to market‐based deposit interest rates. Hence, it is in their interest to hold assets that provide stable benchmark‐based returns. The purpose of this paper is to provide an outline of an incentive‐based regulatory mechanism to encourage Islamic banks to reconcile their intended normative structure (profit and loss sharing) with the operational and pragmatic realities within which Islamic banks exist.

The paper traces the regulatory infrastructure and in particular Islamic Financial Services Board regulations on Capital Adequacy for Islamic Banks and provides recommendations for technical improvements to particular aspects of the regulations.

The paper provides practical regulatory recommendations on the capital adequacy regime implemented by central banks that could potentially align more effectively with the intended form of Islamic bank's operational structure, either as an investment bank or as a commercial bank.

By aligning the activities of Islamic banks with their intended operational structure through the implementation of a system of regulatory incentives as recommended in this paper, may help in quelling the increasing tide of criticisms of the current Islamic banking model which has deviated from its intended form. More importantly, if such regulation is implemented, it could also lead to enhanced systemic stability, since Islamic banks will be more resistant to economic shocks that affect the system.

While there are studies that research the effect of the capital adequacy ratio, none really provide practically implementable recommendations that align the Islamic bank business model with its intended objectives.

Regarding human resource and labour relations management, academia focuses mainly on cities; however, rural areas are an integral part of China's economic structure. This study focuses on the movie projection industry in China's rural areas and explores how human resource practices (HRPs) are transformed and the labour process is reconstructed in digital transformation.

We adopt a case study of a rural movie projection company. The company's HRPs reconstructed the labour process of movie projection, and they have been promoted as national standards. Data were collected from in-depth interviews, files and observations.

Rural movie projection companies combine high-performance and paternalistic HRPs in the media industry's digital transformation. HRPs and digital technology jointly reconstruct the labour process. First, the HRPs direct labour process practices towards standardisation. Second, the digital supervision platform guides the control style from simple to technical, placing projectionists under pressure while increasing management efficiency. Third, rural movies made using digital technology have disenchanted rural residents. Accordingly, the conventional relationships between the “country and its citizens,” “individuals themselves,” and “models and individuals” have been removed, and a new relationship between “individuals themselves” is formed thanks to the novel HRPs.

This research plays a crucial role in exposing researchers to the labour process of rural movie projection, which is significant in China but often ignored by Western academia and advances the Chinese contextualisation of research on labour relations.

Reports on the development of system engineering methods specifically for use in the manufacturing environment. Discusses a three stage method, involving: analysis of current methods, definition of requirements, and evaluation of solutions, as well as a framework based on the method. States that these developments are directed towards the production of a modular specification method for manufacturing method systems and further research will address the issue of manufacturing integration.

The study aims at investigating the need for training and methods involved in information technology in the government‐owned oil industries – Nigeria National Petroleum Company (NNPC) – with particular reference to the Warri Refining and Petrochemical Company (WRPC) and the Petroleum Training Institute (PTI).

In seeking solutions to the problems raised five research questions were formulated. The population consisted of the library staff, and the method of data collection was through interview.

The results, amongst others, revealed that the commonly used training method is the internal consultancy method.

Makes modest recommendations that, if implemented, could benefit the librarians in the Nigerian oil industry from improved training, which will in turn benefit not only their users, but also the industry as a whole.

The quality of service delivery and maintenance of service performance relationships potentially depend on the extent to which service providers and service receivers share similar beliefs about a service and its delivery. Congruent expectations facilitate maintenance of service relationships, while disparate cognitions of expectations encumber and work toward terminating relationships (switching behavior). An empirical investigation of service switching in a child‐care setting reveals that highly educated child‐care consumers place more importance on the service encounter, and are more likely to engage in negative word‐of‐mouth about the service in the event of failure. However, in terms of service switching, the perceptions of child‐care providers are significantly different from those of consumers when attributing causes of switching, and examining post‐switching behavior. Provides practical implications for childcare providers, and service providers, in general.

The sustainability of the construction industry is associated with the productivity, profitability and competitiveness of the firms, which are significantly affected by inefficient site supervision and labour management approaches. This study aims to use a case study with mixed methods to evaluate the site supervisory characteristics in labour management, labour performance assessment and labour productivity measurement towards developing meaningful guidelines in polishing construction supervision attributes.

Well-developed modern apprenticeship elements were applied to 62 construction supervisors who were selected using the snowball sampling method, and their relevant competency characteristics were assessed using a comprehensively developed grading mechanism connected with useful training manuals/tools. Academic reviews, experts’ consultations and other meticulous mixed approaches were applied at different stages of the research plan’s sequential layout.

The mean performance scores of supervisors indicate proficient-level grades in the competency characteristics related to applying efficient labour management procedures and developing-level grades in designing productivity measurement tools, performing assessments on efficiency and productivity and proposing enhancement practices on efficiency and productivity for site operations. The findings point to a modern generalised guideline that establishes the ranges of supervisory attributes within the scope of the study. The validity, reliability, adaptability and generalisability of the findings were assured by using pertinent statistical tests and professional assessments.

Though the study’s conclusions/findings are primarily applicable to the construction environment of a developing country comparable to the Sri Lankan context, they will considerably impact current/future industrial practices in various other countries and emerging industries.

The research has produced a conceptualised modern tool that guides determining the capacity levels of supervisory attributes for carrying out labour management, labour performance assessment and labour productivity measurement aspects in construction. The research has opened a pump that inflows new values of highly workable supervision features for strengthening the site management structures and filling the industry’s knowledge vacuum in the methodical execution of apprenticeships.

The purpose of this paper is to provide a comprehensive narrative account of supervisory conversations with doctoral students. They include providing knowledge and experience about the nature of qualitative and quantitative approaches and their respective histories and rigour requirements.

An introduction reveals the complexity, debates and dialectics that are engaged with during the doctoral supervisory process. Two design issues are discussed. One is research design; the other is supervisor method.

Rigour in interpretive research is distinctive, linked to its characteristics and the unique role of the researcher as an instrument of data collection, conscious of the need to give voice to respondents and preserve their authentic responses. The audit trail is a centrepiece for both rigour and the reflection, reflexivity necessary to address ongoing biases, decisions and dilemmas.

Supervisory conversations are dynamic but there is a core, a set of initial conditions and these relate to the ethics and integrity of the doctoral student and the supervisor.

The paper penetrates the social space where supervisors and doctoral students interact. Within the text, “advice” and seminal ideas are presented from literature and the supervisor's experience that will inform researchers and demonstrate a supervisor method.

The paper alerts small business employers to new dictates of the Disability Discrimination Act (2005) as it applies to learning disabilities. Then the “Learning to Work” project featured in the paper offers small business employers a set of approaches and methods for the identification of a learning‐disabled young adult candidate's training needs.

Interviews were carried out with 12 of the 52 companies in which the Breakaway‐supported employment service, operating from the Southdown Housing Association, has so far secured employment for people with learning disabilities.

Comments from employers in the survey represented predominantly very favourable experiences with the learning‐disabled individuals, mixed with some reservations about their need for additional training time, and their relative inflexibility in response to change of work routines.

The investigation was confined to SMEs in Sussex. As they stand, the methods could be used in different business sectors, but further research is planned on elicitation of candidates' personal constructs, resource modelling, and continuous training cycles.

Recognised supported employment models were used but significantly adapted. Some methods used in the paper were new.

The problem of this study was: (a) to determine the degree of agreement between teacher perceptions of actual and preferred supervisory behavior in Montana public schools during the 1978–1979 school year; and (b) to relate differences between actual and preferred supervisory behavior to the degree of teacher satisfaction with supervision. The major findings of the study were that: (a) responses to a few of the items were dependent either on sex, or teaching level, or years of teaching experience; (b) many Montana teachers would prefer to experience more often thirty‐one supervisory practices recommended in the literature since 1970; (c) satisfaction with supervision is significantly related to the absolute values of the difference between actual score and preferred score for those same thirty‐one supervisory practices taken collectively; and (d) the absolute values of discrepancy scores for seventeen of the thirty‐one recommended supervisory practices were found to make a significant, unique contribution to the prediction of one or more of the satisfaction indices.

Recently, we (Judiesch, Schmidt, & Mount, 1992) concluded that the Schmidt et al. (1979) SDy estimation procedure results in downwardly biased estimates of utility. This conclusion led us to propose a modification of the Schmidt et al. method that involves estimating SDy as the product of estimates of the coefficient of variation (SDy/ Y) and an objective estimate of the average value of employee output (Y). The present article reviews the rationale underlying our conclusion that this modification of the Schmidt et al. method of estimating SDy results in more accurate estimates of SDy, and hence, utility.