Islamic human resource management (iHRM) enhancing organizational justice and employees’ commitment

Abstract

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 that has used the descriptive–correlative method. The target population consists of 192 employees from Resalat Qard al-Hasan Bank in the city of Tehran. Calculated based on Cochran’s formula, 128 people are selected by means of a simple random sampling technique. To collect primary filed data, questionnaires are distributed. The gathered responses are analyzed with the structural equation modeling approach using SmartPLS software package. Findings Four dimensions of iHRM, i.e. recruitment and selection, training and development, remuneration and compensation and performance appraisal, are positively associated with organizational justice. Also the first three dimensions have a positive impact on employees’ commitment, but the link between performance appraisal and employees’ commitment is not statistically significant because of the slightly negative attitude of the employees toward a possible perfunctory routine. Originality/value iHRM is one of the emerging trends in Islamic management literature, with limited studies conducted in this specific field. The current effort is one of the first attempts to empirically investigate this relatively new construct in the context of Iran.

Mediating Role of Employee Commitment in the Relationship Between Transformational Leadership Style and Employee Performance

“…2009; Nyengane, 2007;Riaz et al, 2012), so directors will when all is said in a done sweep for another procedure to the manufacturer to fabricate the commitment from the employees' side since it would have favorable results for the affiliation, inclusive bring down measurements of turnout, improved occupation execution, and making the association dynamically engaged (Fesharaki & Sehhat, 2017). Meanwhile, the moral authority had extended the element of employee commitment among the staff of the association (Chinwe et al, 2017).…”

“…So heads will show up when all is said in done output for another procedure to fabricate the commitment from the employees' side since it would have favorable results for the affiliation, inclusive bring down measurements of turnout, improved occupation execution, and making the association continuously engaged (Fesharaki & Sehhat, 2017). In like manner, employee commitment is critical for pioneers or chiefs to keep their laborers prodded and satisfied (Riaz et al, 2017).…”

The Effect of Human Resource Management Practices on Organizational Performance Moderated by Religiosity

“…But the value embodied in human resource practice consist of the thought from the West, while every region of the world has the value in the form of culture or religion. Values are a set of principles that humans believes and religions can have a strong influence on their followers to follow values based on their teachings.With the largest Muslim population in Indonesia, it is possible that Islamic values can affect the work environment in the form of regulations applied to employees [3].…”

Assessment of Human Resource Management Model in Islamic Banking of Pakistan With Moderating Role of Islamic Principles

“…Certainly, another aspect of these issues is basically the cultural barriers which hinders the desirable outcomes from HR practices (Rana & Malik, 2017b). Since the idea of being human varies significantly between materialistic schools of thoughts and Islam, human resource management (HRM) in Islamic cultures would be different in Islamic nations (Fesharaki & Sehhat, 2018). Teachings the Holy Quran and Sunnah can be extremely significant in shaping an amiable work environment.…”

“…These are the challenges that are particularly obvious in human management operations. From this point, in the literature of Islamic firms, the idea of Islamic human resource management (IHRM) has been unfolded and according to it, the relationship and communication between the employees and the employer should follow the principles laid down by the Holy Quran and Sunnah (Fesharaki & Sehhat, 2018). This concept leads to the implementation of an Islamic Model while keeping in view the Islamic principles that have high regard towards Muslims and which is more efficient conflict management tool amongst a Muslim workforce.…”