Purpose – The purpose of this study is to develop an Islamic corporate social responsibility (ICSR) model. Design/methodology/approach – Based on Qur’anic verses and previous literature, the authors aim to develop an ICSR model with an extension of the corporate social responsibility (CSR) theory of Carroll (1979). Findings – This study extends the theory of Carroll (1979) using an operational definition of CSR that encompasses the economic, legal, ethical and philanthropic dimensions of CSR from an Islamic perspective. This ICSR model is applicable to both Islamic and non-Islamic business systems because both Islamic and Western CSR have common humanitarian grounds. Research limitations – The conceptual research is not tested in this article. Further, not all Islamic principles are integrated in this model. Originality/value – Many Western theoreticians have attempted to offer theoretical, moral and ethical grounds for CSR initiatives. However, these attempts have been broadly criticized for problems relating to justification, conceptual clarity and possible inconsistency and for failing to provide adequate ethical guidance to business executives who must determine which course to pursue and their level of commitment. Therefore, there is a need to develop the concept of CSR, which has gained popularity and wide acceptance among the Western and Islamic business communities, especially from an Islamic perspective.

This study illustrates that there are potential benefits owing to the positive influence of workplace spirituality on OCB and affective commitment among nurses. Managers of nursing services should consider workplace spirituality and its positive influence on nurses' outcomes in order to improve their performance and, subsequently, the healthcare system.

Nurses' managers should consider the potentially positive influence of workplace spirituality on OCB and affective commitment among their nurses. With any plan to increase workplace spirituality, the respective managers can improve nurses' performance and would be of considerable importance in the healthcare system.

This study investigated the relationship between HR competencies and organizational performance by adapting the Ulrich HR Role Model. The study also examined HR competencies such as strategic positioner, credible activist, capability builder, change champion, HR innovator/integrator, technology proponent and project facilitator. The research is based on 215 HR professionals from 20 consolidated banks located in SouthWest Nigeria. A quantitative approach was used for the analysis. The findings revealed that all HR competencies also have significant correlation with organizational performance. Furthermore, competency such as strategic positioner and technology proponent provide most impact to

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