Nexus between green HRM and green management towards fostering green values

AlZgool, Mahmoud Radwan Hussein

doi:10.5267/j.msl.2019.6.026

Cited by 55 publications

(38 citation statements)

References 26 publications

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“…The present study suggests that part-time students are more confident and more determined to succeed compared to full-time students. These results support those of previous literature, where the impact of study mode on accounting students' self-efficacy was analysed (Jackson, 2013;Alzgool, 2019;Muhammad, Saoula, Issa & Ahmed, 2019). In this study sample, the percentage of part-time students who secured employment was 37.5% (9 out of 24 students who studied in part-time mode), compared to 14.6% (45 out of 308) for full-time students.…”

Section: Self-efficacy Factors and Study Modesupporting

confidence: 91%

The Role of Self-Efficacy on Accounting Near-Graduate Students’ Employment Outcomes

Satchakova¹,

Taube²

2020

IJARBSS

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Advances in artificial intelligences and robotics have modernized the business environment of the 21st century. It is not enough for graduates to have only the occupation-specific knowledge and transferrable kills for graduates to meet the needs of labour markets. They are also expected to have a number of personal attributes including self-awareness, self-confidence, independence, emotional intelligence, flexibility and adaptability, creativity and initiative, willingness to be lifelong learner. The present research analyses the association between the three self-efficacy factors of the general selfefficacy scale (GSES): initiative, effort and persistence on accounting near-graduate employment outcomes. The study sample consisted of 337 near-graduate accounting students from

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Section: Self-efficacy Factors and Study Modesupporting

confidence: 91%

The Role of Self-Efficacy on Accounting Near-Graduate Students’ Employment Outcomes

Satchakova¹,

Taube²

2020

IJARBSS

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“…Also, the aspect of Islamic banking litigations is yet to be covered by BOFIA. In Malaysia, when the courts are to decide Shariah issues on Islamic banking, they are required to refer to the SAC rulings or resolutions to avoid counter-Shariah judgements (Mohamed et al, 2015;Khalid, Islam & Ahmed, 2019;Alzgool, 2019) Hence, to complement the above discussion, it can be argued that some BOFIA provisions are directly or indirectly contradicting Shariah standard, or may pose challenges for Islamic banking smooth operations. This simply means that the majority of the provisions are not in support of the establishment and expansion of Islamic banking in Nigeria.…”

Section: Loopholes In Islamic Banking Primary Legislation In Nigeria: Bofia (1991) In Focusmentioning

confidence: 99%

Laws of Islamic Banking in Nigeria: Critical Review and Best Practice Proposal

El-Mubarak¹,

Mustapha²,

Mohamed³

et al. 2020

IJARBSS

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Strength of a regulatory regime could be discerned from progress in a concept(s) it seeks to implement and govern. Islamic banking (IB) is a concept practiced in Nigeria under conventional banking regulatory laws. The conventional laws are however not particularly meant for Islamic banking, a fact that leaves much to be desired for Islamic banking practice. A large Nigerian muslims population desirous of Islamic banking services has provided Islamic banking with supportive client base in the country. Regulatory laws have provided for Islamic banking and finance to be integrated into existing conventional system in countries with less muslims population like the UK and US. In light of this, the establishment of Islamic banking under the Nigerian conventional banking laws is critically examined in the light of Malaysian jurisdiction. Banks and other Financial Institutions Act (BOFIA) 1991, the principal Nigerian banking legislation, merely provides for non-interest banking to operate across the country which a non-interest bank known as Jaiz Bank International Plc was licensed. This study examines BOFIA and other regulations applicable to Islamic finance business and institutions in Nigeria. The study adopts a narrative review approach to deduce and examine lacunae inefficacious to successfully drive IBF practice. Thus, suitable establishment and regulatory laws are needed to enhance IB practice, ensure its equal treatment like the conventional banking system and sustain its operations and institutions in Nigeria. Accordingly, it is recommended that extant laws and institutions be appropriately amended borrowing a leaf from Malaysian and align Nigerian legal regime on IB with global and standard best practice.

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“…In recent years, there has been a great deal of interest in employee engagement. Many have claimed that employee engagement predicts employee outcomes, organizational success, and financial performance (e.g., total shareholder return) (Alzgool, 2019;Turner, 2019;Zhou et al, 2018). At the same time, it has been reported that employee engagement is on the decline, and there is a deepening disengagement among employees today (Turner, 2019;Zhou et al, 2018).…”

Section: Literature Reviewmentioning

confidence: 99%

The Relationship between Leaders’ Emotional Intelligence and Employee Engagement: An Empirical Study from the Kingdom of Bahrain

Ahmed

Khalid

AlZgool³

et al. 2020

IJIHRM

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This study aims to examine the relationship between leaders' emotional intelligence and employee engagement in the private sector of Kingdom of Bahrain. Engaging in creativity in corporations inevitably creates tension, conflict, and emotionally charged debates and disagreements because complex companies want both control and predictability and creativity and change. We endorse those leaders. In particular, leaders' emotional intelligence plays an indispensable function in enabling and aiding employee engagement through four dimensions of emotional intelligence. The data collection method of the study involves quantitative data analysis. Primary data was used in the form of simple random sampling in order to gather enough data to be analyzed for the purpose of the research. A total of 117 questionnaires were submitted, though only 108 were viable to be used in the study. This study's regression model has four predictors; self-awareness, self-regulation, motivation, and self-skills, to the dependent variable, employees' engagement. Results indicate that 67.0% of the variation in the dependent variable is explained by the proposed model. Moreover, path coefficient findings show that the four independent variables have significant relationships. Self-awareness (SA) has the strongest significant relationship with a p-value = 0.000 and path coefficient = 0.679; self-skills (SS) has the second significant relationship with p-value = 0.000 and path coefficient = 0.318; self-regulation (SR) has the third significant relationship with p-value = 0.000 and path coefficient = 0.177; and motivation (MO) has the least significant relationship with p-value = 0.020 and path coefficient = 0.109.

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Nexus between green HRM and green management towards fostering green values

Cited by 55 publications

References 26 publications

The Role of Self-Efficacy on Accounting Near-Graduate Students’ Employment Outcomes

The Role of Self-Efficacy on Accounting Near-Graduate Students’ Employment Outcomes

Laws of Islamic Banking in Nigeria: Critical Review and Best Practice Proposal

The Relationship between Leaders’ Emotional Intelligence and Employee Engagement: An Empirical Study from the Kingdom of Bahrain

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