Islamic revival in Asia and human resource management

Tayeb, Monir

doi:10.1108/01425459710170086

Cited by 130 publications

(120 citation statements)

References 17 publications

Supporting

Mentioning

114

Contrasting

Unclassified

Order By: Relevance

“…Before describing the expected relationships between cultural orientations and HRM practices, we first present our hypotheses pertaining to the cultural orientations held by Omani employees. Tayeb (1997) aptly observed that "Religions in many countries, with either secular or religious constitutions, have a certain degree of influence on the cultural characteristics of their people and their institutions " (1997: 354). This is especially valid for Islam.…”

Section: Insert Table 1 About Herementioning

confidence: 99%

Cultural orientations and preferences for HRM policies and practices: the case of Oman

Aycan¹,

Al‐Hamadi²,

Davis³

et al. 2007

The International Journal of Human Resource Management

View full text Add to dashboard Cite

This study empirically examines the influence of cultural orientations on employee preferences of human resource management (HRM) policies and practices in Oman. Data were collected from 712 employees working in six large Omani organisations. The findings indicate that there are a number of differences among Omani employees regarding value orientations due especially to age, education and work experience. The findings show a strong orientation towards mastery, harmony, thinking and doing, and a weak orientation towards hierarchy, collectivism, subjugation, and human nature-as-evil. The results demonstrate a clear link between value orientations and preferences for particular HRM policies and practices. Group-oriented HRM practices are preferred by those who scored high on collectivism and being orientations, and those who scored low on thinking and doing orientations. Hierarchy-oriented HRM practices are preferred by those scoring high on hierarchy, subjugation and human nature-as-bad orientations, and those scoring low on thinking and mastery orientations. Finally, preference for loose and informal HRM practices was positively associated with being, and negatively associated with thinking, doing, and harmony orientations. The theoretical and practical implications of these findings are discussed in detail.

show abstract

Section: Insert Table 1 About Herementioning

confidence: 99%

Cultural orientations and preferences for HRM policies and practices: the case of Oman

Aycan¹,

Al‐Hamadi²,

Davis³

et al. 2007

The International Journal of Human Resource Management

View full text Add to dashboard Cite

show abstract

“…Islamic Work Ethics has its own perspective regarding work-related behaviour as the concept itself is origin in the Quran and the teaching of the Prophet SAW (Saeed Hameed Aldulaimi, 2016). It is argued to be different from Protestant Work Ethics (Ali & Al-Owaihan 2008;Rice 1999) because it emphasises a balanced life (Abu-Tapanjeh 2009), the benefits of mankind (Ali 1988), and anticipating work as an ibadah (Muhammad et al, 2008) or obligation to God (Tayeb 1997). For example, Islam emphasises knowledge sharing behaviour and dislikes those who do not share their knowledge.…”

Section: Problem Statementmentioning

confidence: 99%

Islamic Work Ethics And Tacit Knowledge Sharing: Autonomous Motivation As Mediator

Isa¹

2018

The European Proceedings of Social and Behavioural Sciences

View full text Add to dashboard Cite

Tacit knowledge is a strategic resource that can unlock human potential to the fullest and enable the creation of new knowledge if employees share their knowledge among themselves. It is believed to be significant for the performance of the academics whose job nowadays goes beyond teaching and research to administration, consultation, and commercialisation. By taking an individual and ethical perspectives, our study emphasised on Islamic work ethics and autonomous motivation as critical human elements to improve and promote tacit knowledge sharing (TKS) among the academics. Underpinned by SelfDetermination Theory (SDT) of motivation and Islamic code of conducts, this study hypothesized a positive relationship between Islamic Work Ethics and TKS, and a mediation effect of autonomous motivation in the relationship between Islamic Work Ethics and TKS. Questionnaire surveys were distributed to the fulltime Muslim academics working in five research-based universities in Malaysia. PLS statistical techniques was utilised in analysing the questionnaire collected from 315 academics. The results of this study substantiate the positive link between Islamic Work Ethics and TKS, and reveal that autonomous motivation partially mediates this relationship. Theoretically, the present study contributes to knowledge by providing support for the importance of SDT of motivation as a mechanism in explaining the relationship between Islamic Work Ethics and TKS. Practically, this study suggests to the management of university and practitioners that maximum benefits from tacit knowledge sharing can be realised by fostering Islamicbased ethical values, and giving autonomy to the academics to increase work motivation.

show abstract

“…Moreover, the government has to make sure its religious departments and officers are well-versed in the principles of Islam Hadhari. Tayeb (1997) mentions that Islam is an all-encompassing creed, governing every aspect of life, public and private, political and economic, and as such is relevant to business activities. The Quran advocates a system based on individual enterprise and individual reward.…”

Section: Islam Hadhari's Principlesmentioning

confidence: 99%

“…Furthermore, the studies conducted on the impact of Islam on human resource management (HRM) matters are very few (Tayeb, 1997). Therefore, the study aims to fill the gap, by investigating four principles of Islam Hadhari in relation to reward systems in the Malaysian context.…”

Section: Introductionmentioning

confidence: 99%

“…A number of studies have been conducted by researchers and Islamic scholars on specific matters in Muslim countries, such as economics or banking and finance issues, but none is related to the non-monetary and monetary rewards, cultural orientation and internal/external environment factors from an Islamic perspective (Khan, 1991;Tayeb, 1997;Loqman, 1991;Heim, 2004;Ramadan, 2005). Furthermore, the studies conducted on the impact of Islam on human resource management (HRM) matters are very few (Tayeb, 1997).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Islam Hadhari’s Principles and Reward Management Practices: A Conceptual Study in Malaysian Private Organizations

Noor¹,

Daud²,

Isa³

2011

ijhrs

View full text Add to dashboard Cite

show abstract

Islamic revival in Asia and human resource management

Abstract: IntroductionThe last three decades or so have seen a lively debate among both academics and practitioners on the role of national culture in the shape and operation of business organizations. Some authors have emphasized the universality and similarities between organizations (e.g.

Cited by 130 publications

References 17 publications

Cultural orientations and preferences for HRM policies and practices: the case of Oman

Cultural orientations and preferences for HRM policies and practices: the case of Oman

Islamic Work Ethics And Tacit Knowledge Sharing: Autonomous Motivation As Mediator

Islam Hadhari’s Principles and Reward Management Practices: A Conceptual Study in Malaysian Private Organizations

Contact Info

Product

Resources

About