Impact of Islamic values on HRM practices: an empirical study of Jordanian universities

Ababneh, Hayel; Avramenko, Alex

doi:10.1504/ijbex.2016.077625

Cited by 7 publications

(6 citation statements)

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“…Human resource management (HRM) refers to the process of ensuring, developing, inspiring and supporting human assets (Hashim, 2010b). However, Islamic human resource management (IHRM) is based on acting in the interests of all people in a particular society, focusing on individual behaviour and it also affects the operation or practice of management, because the values and belief systems of individuals performing these roles are composed of Islamic ideology (Ababneh, 2016). Islamic HRM proposes that representatives are not only a hireling, but they also are significant resources, and they ought to be considered as a wellspring of amazing and dynamic workforce resources, and it rehearses accentuations on the improvement of worker's individual aptitudes, capacities, perspectives and occupation information to contribute for achieving authoritative goals (Mutasim et al, 2013).…”

Section: Literature Review the Practice Of Human Resource Management From Islamic Point Of Viewmentioning

confidence: 99%

Human Resource Management Practices from Islamic Perspective: A Study on Bangladesh Context

Hossin¹,

Ali²,

Sentosa³

2020

IJARBSS

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The purpose of the paper is to review and discuss the role of Islamic Human Resources Management (IHRM) practices and the principles of the IHRM system and its necessity in the context of the emerging Islamic banking sector, namely Bangladesh. Design/Methodology/Approach: This paper highlighted and discussed the importance of Islamic human resource management practices in Bangladesh in addition to a brief discussion on all HRM practices. Nonetheless, this study is based on secondary documents and data obtained from a variety of articles, books, newspapers, journals, and websites. Findings: It is found in this research that there may be nine IHRM system principles that can positively influence four major IHRM systems, including recruitment and selection, training and development, performance evaluation, and pay and compensation. If all four activities are carried out in accordance with Islamic principles, so the long-term organization can be maintained, and the growth of human capital will be assured. Originality/value: Explore the key IHRM values of the Al Quran and the rising need for the IHRM system in Bangladesh. Thus, the findings of the study may help to formulate the policies and implement the IHRM program in the Islamic banks.

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Section: Literature Review the Practice Of Human Resource Management From Islamic Point Of Viewmentioning

confidence: 99%

Human Resource Management Practices from Islamic Perspective: A Study on Bangladesh Context

Hossin¹,

Ali²,

Sentosa³

2020

IJARBSS

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“…Whereas the majority of the nonawarded public agencies mentioned that the Islamic HRM practices are implemented indirectly. This finding is supported by Ababneh and Axramenko (2016) in Jordan universities that IHRM practices are implemented explicitly, however; to a limited extent. Nik Mutasim et al (2011) also affirm this as an organization that is operated under Shariah or Islamic principles, should embed this in their HRM practices.…”

Section: Findings and Discussionmentioning

confidence: 66%

Islamic Human Resource Management Practices and Innovation in Malaysian Public Service

Azmi

2022

AIJISHS

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The contribution of Islamic human resource management practices (IHRM) on enhancing innovation has not been researched yet in Malaysian public service. Moreover, one of IHRM practices which is Islamic promotion practice has not been studied in previous researches. Thus, this is the impetus of this study. As many previous studies have engaged quantitative method in attaining their research objectives, this study tries to contribute to the body of knowledge by engaging qualitative method whereby semi-structured interviews are conducted with the top management and exec-utives of ten public agencies. Five interviews are allocated to each awarded and non-awarded public organizations. The purpose is to examine the similarities and differ-ences of these public agencies and between different types of informant. The results found similarities and differences among the awarded and non-awarded public agen-cies. The result shows that majority of the awarded public organizations agreed that the implementation of IHRM practices in the organizations has enhanced innovation. The findings of this study indicate that IHRM practices should continue to be imple-mented in Malaysian public service as it contributes to increasing innovation at the workplace.

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“…This view is echoed by such scholars as Basden (2011), who uses Dooyeweerd's philosophy to reveal the inescapable religious presuppositions underlying everyday thinking and theoretical activity, as well as Gümüsay (2015), who endeavours to explore entrepreneurship from an Islamic perspective. Empirical studies indicate that religion has a shaping effect on work in contemporary settings (Ababneh and Avramenko, 2016); Islamic values are being practiced, albeit to a limited extent.…”

Section: Current Practice Of Entrepreneurship Educationmentioning

confidence: 99%

Reflections on Practice-Centred Curricula in Teaching Entrepreneurship in Malaysia

Avramenko¹,

Begum²

2018

IJMAR

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This paper discusses the challenges of entrepreneurship education in a regional Malaysian context and provides the design details of entrepreneurship modules providing a practical experience. It is argued that an active, experience-centred module delivery helps to revitalise student curiosity in entrepreneurial activities. The paper utilises the phenomenological approach to explore the contemporary challenges of entrepreneurship education and to gain a deeper insight into its contemporary complexity. The material for the phenomenological analysis is obtained by means of focus groups which are contrasted with the students' written reflections and staff observations on teaching and learning activities in entrepreneurship modules. The findings indicate that two months timescale for studying entrepreneurship is too short because of competing priorities within the programme of study and an eclectic essence of entrepreneurship. It was also found that students believe that being supported by tutors having practical experience is motivating and reassures them about further learning. The concerns about the applicability of Western concepts of entrepreneurship education to the Malaysian context were not corroborated. It has been argued that practice-centred learning opportunities are often associated with offcampus education and take place in the 'real world'. The suggested design for standalone entrepreneurship modules evidently ensures a rich experience for students and provides an effective springboard for developing entrepreneurial aspirations.

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Impact of Islamic values on HRM practices: an empirical study of Jordanian universities

Cited by 7 publications

References 0 publications

Human Resource Management Practices from Islamic Perspective: A Study on Bangladesh Context

Human Resource Management Practices from Islamic Perspective: A Study on Bangladesh Context

Islamic Human Resource Management Practices and Innovation in Malaysian Public Service

Reflections on Practice-Centred Curricula in Teaching Entrepreneurship in Malaysia

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