In spite of a renewed interest in the relationship between spirituality and managerial thinking, the literature covering the link between Islam and management has been sparse -especially in the area of ethics. One potential reason may be the cultural diversity of nearly 1.3 billion Muslims globally. Yet, one common element binding Muslim individuals and countries is normative Islam. Using all four sources of this religion's teachings, we outline the parameters of an Islamic model of normative business ethics. We explain how this ethics model seeks to balance the needs of multiple stakeholders, and discuss its enforcement mechanisms. This Islamic approach to business ethics is centered around criteria that are in common with stakeholder theory such as justice and balance, and includes unique additional criteria such as trust and benevolence.

This study examined the relationship of job stress with psychosomatic health problems, happiness in life, job satisfaction, job motivation, organizational commitment and turnover motivation in a sample of Muslims living in Canada and the USA. Data were collected by means of a structured questionnaire (N = 325). Results generally supported the prediction that job stress will be positively related to psychosomatic health problems and turnover motivation, and negatively related to happiness in life, job satisfaction, job motivation and organizational commitment. Degree of religiosity was proposed as a moderator of job stress‐outcome relationships. Results from moderated multiple regression indicated that for this sample of Muslims religiosity was an important moderator of the stress‐outcome relationships. Implications of the findings for stress management and for future research in the racioethnic area are highlighted.

This study examined the differences between self-employed and salaried employees among members of a visible minority in Canada and USA with regard to job stress and quality of working life (Q WL). Data were collected by means of a structured questionnaire using the procedure of mail-back completed questionnaires (n = 325). One-way ANOVA, MANOVA and two-way ANOVA were used to analyze the data. The self-employed experienced higher job stress and health problems, and participated more actively in voluntary organizations, than salaried employees. The two groups did not differ in job satisfaction. Self-employed spent significantly less leisure time with their families than salaried employees. Limited support for age and education, as moderator of employment type and outcome variables, was found. Results are discussed in light of the previous empirical evidence on self-employment and quality of working life. SOMMAIRE Cette etude regarde les differences entre les travail/eurs autonomes et les employes salaries parmi les membres d'une minorite visible au Canada et aux Etats-Unisen ce qui a trait au stress au travail ainsi qu 'a Ia qualite de vie au travail (Q VT). Les donnees furent recueillies a partir d'un questionnaire structure en utilisant Ia procedure des questionnaires completes retournes par Ia paste (n = 325). ANOVA et MANOVA une direction et ANO VA deux directions furent utilises pour analyser les donnees. Les travailleurs autonomes ont manifeste un niveau de stress au travail plus eleve ainsi que des problemes de sante et ont participe plus activement dans des organisations benevoles que les employes salaries. Les deux groupes n 'ant pas montre de differences en ce qui a trait a Ia satisfaction au travail. Les travail/eurs autonomes passent significativement mains de temps de loisirs avec leur famille que les travailleurs salaries.

The present study examined the relationship of job stress and Type‐A behavior pattern with employees' job satisfaction, turnover intention, absence behavior, organizational commitment, psychosomatic health problems, and happiness in life. Data were collected by means of a structured questionnaire from full‐time employed Muslims (N = 325) living in Canada and United States of America. Pearson correlation and moderated multiple regression were the statistical techniques employed to analyze data. Results generally supported the prediction that job stress will be significantly related with the dependent variables. Type‐A behavior was found to be related with only a few dependent variables. In addition, Type‐A behavior was found to be an important moderator of job stress and outcome relationships. Implications of the findings for management and for future research are highlighted.