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Source publication
Purpose
This paper aims to introduce and promote the novel concept of Islamic human resource management (iHRM) and assess its effects upon two organizational attitudes namely perceived justice and employees’ commitment.
Design/methodology/approach
The present study is an applicable and empirical research which has employed the descriptive-correl...
Citations
... and compensation have a direct correlation with organizational justice. However, no significant relationship was found in the IHRM practice of performance appraisal due to employees' negative attitudes toward their regular job functions (Fesharaki & Sehhat, 2018). ...
This paper investigates the dynamics affecting employees' intentions to leave their jobs in multinational corporations (MNCs) in Malaysia, focusing on the influencing factors of Islamic human resource management (IHRM). The increasing trends of employee turnover intention have significant implications for businesses, as they can impact strategic objectives and plans. The consequences encompass higher expenses, elevated costs for hiring and replacing employees, the need for time-consuming training, disruptions in productivity and supply, and a decrease in morale. To investigate this phenomenon, a positivist research design with a correlational study approach was adopted. The study population consisted of diversified MNCs, with a sample of 277 MNC employees as the unit of analysis. Questionnaires were used as the research instrument. The findings revealed a strong relationship between Islamic recruitment and hiring and employee turnover intention, and between Islamic performance and compensation and employee turnover intention. This study highlights the importance of integrating Islamic human resource management into organizational practices, identifying specific management strategies that can help mitigate and address employee turnover intention.
... In addition, there is a specific emphasis on the character of employees in Islamic banking, focusing on traits such as honesty, trustworthiness, delivery and intelligence (Muafi et al., 2017;Nawaz et al., 2021). Fesharaki and Sehhat (2018) argued that Islamic human resource management encompasses human resource management practices coordinated based on Quran and Shariah, indicating that the management of human capital in Islamic banking is based on Islamic principles. They also suggest that the concept of being a human differs significantly between Islam and materialistic schools of thought, implying that human capital in Islamic banking may be viewed and managed differently compared to conventional banking. ...
Purpose
This paper aims to meta-analyze the results of the prior studies related to the relationship of human capital and financial performance in Islamic banking.
Design/methodology/approach
To examine the relationship between human capital and financial of Islamic banks, 23 empirical studies having sample of 15,607 are considered for the meta-analysis. Moreover, different measures related to financial performance including return on assets (ROA), return of equity (ROE) and Tobin’s Q have been taken as moderating for further subgroup analysis.
Findings
The results of meta-analysis reveal a positive correlation between human capital and financial performance with an effect size of 0.268. The subgroup analyses showed significant positive associations of human capital with ROA and ROE, insignificant with Tobin’s Q.
Originality/value
This study suggests Islamic banking should prioritize human capital development, maintain consistency and adopt a long-term perspective. Future research should consider context-specific factors and harmonize human capital and financial performance measurements for consensus.
... This correlational study used a sample size of 120 and confirmed the role of organizational justice as a mediator. In another study, [64], explored the role of Islamic human resources management (iHRM) to enhance organizational justice and employees' commitment at Resalat Qard al-Hasan bank in Tehran, Iran. In this case, organizational justice likely has the potential to become a mediator between iHRM and employee commitment because four dimensions of iHRM i.e., recruitment and selection, training and development, compensation and performance evaluation were strongly linked to organizational justice. ...
Employee performance plays a significant and noticeable role in the advancement and growth of every organization, as human capital contributes to its success and effectiveness. Notwithstanding its importance, there is limited research in Middle East public sector, suggesting a scarcity of empirical studies on this issue. Thus, the purpose of this paper is to present a conceptual study on the practices of human resource management and its effect on the performance of employees in the Ministry of Oman Agricultural and Fisheries (MAF), in which the moderating role of organizational justice is examined. This research quantitative method and data analysis will use Smart PLS. The sample was determined in advance and the questionnaires will be distributed to the employees of the Ministry of Agriculture and Fisheries in the Sultanate of Oman. It is expected that the results of the study will have an enrichment on the scientific and practical context.
... As Islam views knowledge as a basic human competence. Humans with higher knowledge than others, so there must be efforts to increase the knowledge they have, such as training, coaching, education, and development as an effective way to transfer knowledge (Fesharaki & Sehhat, 2018). ...
Empowerment and training programs become a new technique that makes employees proactive in improving their performance.
... It prevents the haughtiness and egotism of the organization's top brass. Involving everyone in the company in the duty of development is something else it helps them with (Fesharaki & Sehhat, 2018). ...
... In order to inspire individuals to work together, Islam provides genuine documentary gratification. The fundamental goal of implementing a contingency plan in an Islamic management model is to make it easier for individuals to adhere to laws by taking into account their constraints and offering several ways to accomplish set goals (Fesharaki & Sehhat, 2018). ...
... For the most part, researchers have outlined Islamic guidelines related to HRM; however, some have also ventured to find out the practical application of Islamic principles and their efficacy. Fesharaki & Sehhat (2018) introduced and promoted a new concept of Islamic human resource management (iHRM) and assessed its impact on two organizational attitudes, namely justice perception and employee commitment. The results found that four dimensions of iHRM, namely recruitment and selection, training and development, remuneration and compensation, and performance appraisal, were positively related to organizational justice. ...
... The main challenge faced by policymakers in the field of human resource management in Islamic countries is the relevance of approaches adopted from Western cultures (Fesharaki & Sehaki, 2016). (Fesharaki & Sehhat, 2018). All religions teach the value of justice as a universal principle. ...
This study aims to examine the development of Islamic human resource management by analyzing scholarly literature indexed in the Scopus database published from 1997 to 2023. The research methodology utilized biblioshiny-R. The findings reveal a significant increase in the number of scholarly publications in 2017, reaching a total of 17 publications. In terms of geographical distribution, Indonesia stands out as a leader with 84 documents of scholarly publications. The peak of the annual average citations occurred in 2007, with approximately 6.2 citations per year. The "Journal of Management Development" recorded the highest number of publications. The main thematic areas in scholarly publications on Islamic resource management include aspects of "Islam," "competency," and "human resource management." Additionally, the research identifies research topics based on their density and centrality, and analyzes research clusters connected through co-occurrence network analysis. It is expected that the results of this research will make a significant contribution to the understanding of the development of Islamic human resource management literature.
... Several studies such as Asbeig (2019) and Selim (2020) have discussed on QH. Through profound observation, QH's research has shifted direction to the research on Islamic social finance and microfinance sectors for SMEs, as can be seen in the previous studies, namely Zakariyah and Abdulrahman (2021) (2019) and (Fesharaki and Sehhat, 2018). ...
This paper aims to innovate the existing financing model in Islamic Banking, with the combination of two instruments which are Cash Waqf and Qard Hasan. This study adopted content analysis as a tool to remodel Qard Hasan (QH) by highlighting Cash Waqf (CW) as a source of funding mechanism to facilitate B40 and M40 households in Malaysia. This model aims to provide an alternative for personal financing during the economic crisis and particularly post-Covid-19. QH via CW model was developed with strict Standard Operating Procedure to ensure stability to the targeted parties. Moreover, when the chance to borrow is easy, the purchasing power will increase, and the economy will be boosted. Opportunity implementing the QH via CW fund is timely and important as an alternative solution to sustain the country's economy and the result shows that QHCW can be implemented without impediment from the standpoint of Shariīʽah law. In conclusion, the QHCW model contributes to the innovation of current personal financing techniques and emerges as a new competitor to
... Several studies such as Asbeig (2019) and Selim (2020) have discussed on QH. Through profound observation, QH's research has shifted direction to the research on Islamic social finance and microfinance sectors for SMEs, as can be seen in the previous studies, namely Zakariyah and Abdulrahman (2021) (2019) and (Fesharaki and Sehhat, 2018). ...
... The study of Islamic work ethics was first reviewed by (Ali Abbas J., 1988) by compiling a scale of Islamic work ethics related to the organizational context. Furthermore, studies of Islamic work ethics vary such as organizational citizenship and collaboration Murtaza et al., (2016), organizational justice by Fesharaki & Sehhat (2018), job outcomes or performance by Hayati & Caniago (2012), motivation by Gheitani et al., (2019) and professionalism (Kamarudin & Kassim, 2020). ...
Abstract Research on work ethics has many perspectives, through this research perspective investigates the relationship between the influence of Islamic work ethic factors on work motivation and employee performance in several provinces in Indonesia. With 58 employee respondents who have backgrounds in Islamic workplaces in Indonesia. Collecting data in this study using purposive sampling with the criteria of employees who have worked for more than 1 year. The population respondents are 108 employees and the data used analyses 58 sample respondents by convenience sampling method. The research method used part analysis by warpPLS methods of path analysis and partial least squares. The results of this study indicate that the Islamic work ethic itqan and nafii'un lighairi have a positive correlation with work motivation and work performance. The implications and limitations of this study are discussed.
... This HR training and development is also used to increase the capacity and competence of the employees themselves (Altahtani, 2014;Muafi & Uyun, 2020), which include Tarbiyah (growth), Ta'dib (discipline) dan Ta'lim (educate) (Halstead, 2004). All of these are expected to improve organizational performance, especially individual performance (Fesharaki & Sehhat, 2017) and service performance (Junaidah (2010;Rahman & Shahidi, 2018;Rahman et al., 2013;Rahman & Shahidi, 2009). ...
This study aims to investigate and evaluate the impact of: (1) Islamic training and development towards service performance, (2) tawadhu attitudes towards service performance, (3) the moderating role of self-efficacy in the effect of Islamic training and development towards service performance, and (4) the role of self-efficacy in moderating the effect of tawadhu attitude on service performance. The population in this study were all Muslim employees at cooperative and sharia savings and loan institutions in the DIY Province, Indonesia. The approach for choosing sample in this research is purposive sampling, with a number of respondents being 160 respondents. The results of the study found that: (1) Islamic training and development had a significant effect on service performance, (2) the attitude of tawadhu had a significant effect on service performance, (3) self-efficacy had not been able to strengthen the influence of Islamic training and development on service performance, and (4) self-efficacy has not been able to strengthen the influence of tawadhu attitude on service performance.
