This study aims at determining the contribution of zakat in improving educational equity of Muslim urban poor students in Malaysia. This research was carried out based on quantitative methodology using a survey questionnaire on a sample of 462 urban poor students. The students were recipients of full assistance from zakat institutions in the cities of Kuala Lumpur, Putrajaya and state of Selangor. Data were analyzed using descriptive and inferential statistics of Spearman correlations and Kruskal-Wallis H test. Based on analysis, respondents were highly agreed that zakat funds had contributed to the input, process and output of their education. A moderately strong correlation was found between input from zakat and the education output of the poor students (r = 0.598, p < 0.05) similar with the correlation between education process provided by zakat and the education output of the poor students (r = 0.604, p < 0.05). There was no significant difference in education output of the poor students for five categories of family members' highest level of education [χ2(4, N = 462) = 5.412, p = 0.05]. The study highlighted the contribution of zakat in improving educational equity among Muslim urban poor students. It is also emphasized the role of zakat institutions in assisting the government in implementing education policy and providing better opportunity for education of urban poor students.

PurposeThe study compares the impact of four components of transformational leadership (TL), namely, idealized influence (II), inspirational motivation, intellectual stimulation (IS), and individualized consideration (IC) on employee creativity (EC) at the workplace between Turkey and Algeria, taking into account the mediating effect of employee's creative role identity (CRI).Design/methodology/approachData were collected from 688 managers working for conglomerate companies in both countries and the analysis was performed using a two-stage structural equation modeling (SEM) for model and hypothesis testing.FindingsThe findings highlighted that managers from both countries have divergent stances toward TL’s impact on EC; Algerian managers recognized the impact relationship between CRI and EC. Meanwhile, Turkish managers believed in the efficiency of every component independently.Research limitations/implicationsWhen generalizing the research results, a debate might arise in regards to both the data collection instrument and the data being collected from two companies only. Therefore, upcoming research might opt for using further data collection methods and expand the data collection sources to cover larger targets.Practical implicationsThe study's findings help in assisting managers and decision-makers in both countries into strategically adjusting their managerial approaches accordingly and appropriately stimulating EC at the workplace.Social implicationsThe findings provided insights into elevating and strengthening a mere formal leader–member relationship to a personally satisfying and mutually beneficial social bond.Originality/valueThroughout literature, the light was shed on the fundamental, yet, infrequently discussed link between TL components and employee CRI. The comparative nature and findings of our study could be considered building blocks for further academic research about leadership in both countries.