Supervision role is believed to have a significant impact on subordinates'job satisfaction. In this sense, the study is aimed to investigate the satisfaction of academics with the role of supervision of their leaders in the university. The research took the form of semi-structured interviews and focus group interviews with seventeen interviewees comprised of sixteen academics from three public universities and a former Minister of Higher Education Ministry of Malaysia. The results indicated that there were mixed responses given by all the interview respondents in regards to their satisfaction with supervision. Some issues that instigated dissatisfaction such as fairness and consideration practised by management people, management strategy and leadership, and lack of consultation, freedom and authority were discussed. The implications of the finding for management- particularly those in public higher education institutions are discussed.

Mualaf dikategorikan sebagai golongan yang berhak menerima bahagian zakat dalam Islam. Terdapat perbezaan pentafsiran definisi mualaf yang boleh mempengaruhi pengurusan agihan zakat. Perbezaan yang mungkin wujud adalah sama ada orang bukan Islam yang cenderung kepada Islam juga berhak menerima bahagian zakat ataupun tidak. Justeru, objektif artikel ini adalah untuk mengenal pasti definisi mualaf berdasarkan perbahasan ulama terdahulu dan kontemporari daripada pelbagai madhhab secara terperinci. Artikel ini turut menganalisis pentafsiran mualaf menurut Enakmen Pentadbiran Agama Islam bagi setiap negeri di Malaysia. Artikel ini mendapati bahawa terdapat beberapa perbezaan yang wujud dalam pentafsiran asnaf mualaf sama ada menurut pandangan imam-imam madhhab mahupun klausa-klausa di dalam Enakmen Pentadbiran Agama Islam Negeri. Ulama bersepakat menerima definisi mualaf sebagai individu yang baru memeluk agama Islam tetapi berselisih pendapat dalam menerima orang bukan Islam yang cenderung hatinya kepada Islam sebagai sebahagian daripada mualaf yang berhak ke atas zakat. Artikel ini diharapkan dapat memberikan gambaran yang lebih jelas terhadap varsiti pentafsiran mualaf sekaligus mencetuskan model pengurusan baharu dalam agihan bantuan zakat. Kajian lanjutan boleh dilakukan bagi mengenal pasti hukum menggunakan dana zakat dalam dakwah non-Muslim di Malaysia.

The purpose of this research is to explore and examine the similarities and differences between the concepts of Servant Leadership (S-L) and Islamic Leadership (I-L) through identifying the characteristics of both concepts as represented in the literature. Data,for analysis were collected from three major secondary sources: the literature of Islamic Leadership (I-L), Servant Leadership (S-L), and General Leadership (G-L). The result of an approach based on hermeneutics and content analysis revealed that the concept of Servant Leadership (S-L) accords with Islamic Leadership (I-L) particularly in the aspect of how both of the concepts focus on the aspect ethical leadership. Moreover; based on the nineteen clusters of Islamic Leadership (I-L) designed to examine the ten characteristics of Servant Leadership (S-L) in the open and axial coding process, this research found that the ten characteristics of S-L accord with the nineteen clusters, except in five clusters: justice and equity; profit-orientation; moderation and balance; spiritual, religious, faith in God and piety; and coerciveness under certain circumstances with limitations. The differences have suggested that in general the literature of Servant Leadership (S-L) should be enriched with more ideas pertaining to other aspects of leadership, for example Islamic Leadership (I-L) besides those to do with organisational leadership, while the literature of Islamic Leadership (I-L) should be enriched with more information pertaining to contemporary leadership processes and contexts.

It is crucial to establish sustainable livelihoods and distribute wealth in order to ensure inclusion across rural and urban regions as well as between various ethnic groups. Microfinance, as one of the social finance instruments, could help the underprivileged gain access to capital. Islamic microfinance, unlike conventional microfinance, avoids riba and is based on Shariah principles. The government of Malaysia categorises families according to their income, and it utilises this data to create policies targeted at bridging the income gap between the B40 and higher income groups as well as between rural and urban populations. In ensuring that all citizens, particularly B20 communities, have access to Islamic finance, the development of Islamic microfinance products based on profit and loss sharing is critical. Debt-based, interest-free loans and equity-based Islamic microfinance are available. The majority of debt-based instruments are based on tawarruq or commodities murabahah, with qardhul hasan being utilised for interest-free loans. However, equity-based instruments such as musyarakah and mudharabah are not used by any microfinance institutions. Specifically, musharakah mutanaqisah model is seen as a potential product that can be applied in Islamic microfinance. This paper proposes that Islamic microfinance through musharakah mutanaqisah as a viable mechanism for creating sustainable livelihood opportunities, especially for the lower B20 communities.

The objective of this paper is to determine the effective dimensions of intellectual capital. For fulfilling this objective, the study examined 88 empirical research on the intellectual capital of the past two decades (1998- 2018) in the field of intellectual capital, its dimensions and practices in different sectors of different countries. Peer-reviewed literature and journals were the key sources of data and information about the dimensions of intellectual capital. Out of 88 research papers, 75 research articles pointed to human capital, 57 research articles indicated structural capital, and 47 research articles mentioned relational capital are the most popular and important dimensions of intellectual capital. The study found that human capital is essential to establish structural capital and structural capital is required to build relational capital with the external environment. The results of this study contribute to the current understanding of determining effective dimensions of intellectual capital by analyzing 88 empirical research papers.

The concept of the production-based economy has moved to the knowledge-based economy where knowledge becomes the new engine of corporate expansion. From the human resource point of view, human capital, being a vital element of intellectual capital, plays a significant role in the case of emerging performance of an organization in this knowledge-based economy. The research intends to explore the relationship between human capital and organizational performance on the listed Islamic Banks under Dhaka Stock Exchange of Bangladesh through mediating effect (innovationcapability) and by improvising motivation as moderator. Data were gathered randomly selected from 170 branch managers of six registered Islamic Banks under Dhaka Stock Exchange of Bangladesh. Based on accumulated data, SPSS 25 was applied to obtain a detailed assessment. Structure Equation Model (SEM) was utilized to analyze the reliability and validity measure for the model. SmartPLS 3.2 was employed to evaluate the measurement model and the structural model. Applying SEM, the study discovers that human capital has a substantial influence on organizational performance through innovation capability, whereas the moderating effect of motivation decreases the relationship. The finding of the study advocates that Islamic banks should highlight more on human capital to maintain the performance. The present research contributes to the current literature of human capital practices where there has been a shortage of research works in the perspective of Islamic Banks of Bangladesh. Keywords: Human capital, organization performance, innovation capability, motivation, Islamic banks of Bangladesh

The aim of this study is to determine the dimensions of transformational leadership that influence schools to achieve productivity growth and improve the performance of teaching as well as gaining access to new high-quality education. Although schools have been competing to gain high-quality education, empirical evidence shown that many educational processes with regards to teaching performance were not successful particularly in Yemen. Consequently, the study is often concentrated on identifying the paths to enhance teaching performances. The most important factor to successfully increase high-quality education is providing appropriate transformational leadership during the process of reform, particularly in the important period of the teaching process. In order to accept changes and focus on attaining ambitious goals, it is necessary for leaders of transformational school to provide rewards and support the teachers. This paper aimed to investigate the influence of various dimensions of transformational leadership on performance of teachers in Yemeni public schools. In order to guarantee the sample’s representativeness, the questionnaires have been distributed to Yemeni public schools in Sana'a, Republic of Yemen. A total of 374 respondents were selected which include staff and teachers as the sample. The instrument used was a Likert 5-point scale from the questionnaire which were examined using smartpls3. The results revealed that all the dimensions of transformational leadership have a positive influence on the teachers' performance.

Persoalan kepemimpinan di menara gading bukanlah suatu perkara yang boleh dipandang ringan. Kepemimpinan universiti yang baik dapat merencanakan perjalanan program pendidikan tinggi yang berdaya saing dan penghasilan siswa-siswi yang dapat menyumbang secara positif kepada pembangunan negara. Pelbagai perbincangan ilmiah telah dizahirkan untuk menekankan peri pentingnya kaedah mengurus dan mentadbir sesebuah universiti dengan kaedah kepemimpinan yang mapan dan tepat. Ini bagi memastikan hala tuju universiti sentiasa selaras dengan aspirasi dan kehendak para pemegang taruhnya. Program kepemimpinan berasaskan qalb merupakan salah satu program latihan kepemimpinan akademik yang telah dikendalikan oleh Akademi Kepimpinan Pengajian Tinggi (AKEPT) sejak tahun 2016 sehinggalah ke hari ini. Dalam program latihan kepemimpinan akademik ini, modul yang digunakan mengetengahkan konsep empat sifat mulia yang utama (four cardinal virtues) iaitu: hikmah, adil, berani dan kawalan diri, yang merupakan antara kebijaksanaan klasik mengenai pembentukan sifat-sifat peribadi yang mulia. Makalah ini akan menjelaskan pandangan dan huraian daripada al-Ghazali (450-505H / 1058-1111M) mengenai perkara ini melalui metode analisis teks ke atas Iḥyā’ cUlūm al-Dīn (1982) menerusi Kitāb Riyāḍah al-Nafs wa Tahdhīb al-Akhlāq wa Mucālajāt Amrāḍ al-Qalb. Kaedah penyelidikan kuantitatif digunakan dalam makalah ini untuk mengenal pasti perbincangan-perbincangan utama berkenaan empat sifat yang mulia ini dan bagaimana penghayatan kepada perkara ini berupaya melahirkan pemimpin yang berkaliber dan mempunyai ciri-ciri kepemimpinan yang cemerlang. Konsep dan amalan latihan jiwa (Riyāḍah al-Nafs) yang dianjurkan oleh al-Ghazali amat sesuai diaplikasikan dalam latihan kepemimpinan akademik universiti kerana menekankan pembentukan individu yang baik sebagai asas utama kepada pembentukan masyarakat yang bestari, berintegriti dan berbudaya tinggi.

Persoalan kepemimpinan di menara gading bukanlah suatu perkara yang boleh dipandang ringan. Kepemimpinan universiti yang baik dapat merencanakan perjalanan program pendidikan tinggi yang berdaya saing dan penghasilan siswa-siswi yang dapat menyumbang secara positif kepada pembangunan negara. Pelbagai perbincangan ilmiah telah dizahirkan untuk menekankan peri pentingnya kaedah mengurus dan mentadbir sesebuah universiti dengan kaedah kepemimpinan yang mapan dan tepat. Ini bagi memastikan hala tuju universiti sentiasa selaras dengan aspirasi dan kehendak para pemegang taruhnya. Program kepemimpinan berasaskan qalb merupakan salah satu program latihan kepemimpinan akademik yang telah dikendalikan oleh Akademi Kepimpinan Pengajian Tinggi (AKEPT) sejak tahun 2016 sehinggalah ke hari ini. Dalam program latihan kepemimpinan akademik ini, modul yang digunakan mengetengahkan konsep empat sifat mulia yang utama (four cardinal virtues) iaitu: hikmah, adil, berani dan kawalan diri, yang merupakan antara kebijaksanaan klasik mengenai pembentukan sifat-sifat peribadi yang mulia. Makalah ini akan menjelaskan pandangan dan huraian daripada al-Ghazali (450-505H / 1058-1111M) mengenai perkara ini melalui metode analisis teks ke atas Iḥyā’ cUlūm al-Dīn (1982) menerusi Kitāb Riyāḍah al-Nafs wa Tahdhīb al-Akhlāq wa Mucālajāt Amrāḍ al-Qalb. Kaedah penyelidikan kuantitatif digunakan dalam makalah ini untuk mengenal pasti perbincangan-perbincangan utama berkenaan empat sifat yang mulia ini dan bagaimana penghayatan kepada perkara ini berupaya melahirkan pemimpin yang berkaliber dan mempunyai ciri-ciri kepemimpinan yang cemerlang. Konsep dan amalan latihan jiwa (Riyāḍah al-Nafs) yang dianjurkan oleh al-Ghazali amat sesuai diaplikasikan dalam latihan kepemimpinan akademik universiti kerana menekankan pembentukan individu yang baik sebagai asas utama kepada pembentukan masyarakat yang bestari, berintegriti dan berbudaya tinggi.

This study investigated the perception of employers toward USIM graduates from 2003 until 2013. Graduate skills investigated for this research are communication skills, thinking and problem-solving skills, teamwork, information management and ICT, entrepreneurship and work planning, ethics and professionalism, leadership skills, and finally religious orientation in organisation. Two categories of background data collected from the graduates are the faculty at USIM which they had enrolled, and the respondents career sector. The purpose of this study is to provide a descriptive analysis on the perception of employers toward USIM graduates from 2003 until 2013. This study applied the survey technique on 350 randomly selected graduates around Malaysia. In the first phase of this research, from 120 samples, this research was able to gather information from 70 employers. Results of the descriptive analysis show that USIM graduates were perceived to be good in religious orientation, information management and ICT, and ethic and professionalism, by the employers. Data from the sector of employment shows that most of the respondents were from the education sector.

Di antara perkara yang dititik beratkan di dalam sesebuah institusi kepimpinan ialah etika. Penulisan ini mempersembahkan teori etika kepimpinan menurut pandangan al-Mawardi menerusi bukunya "Al-Ahkam Al-Sultaniyyah Wa Al- Wilayat Al-Diniyyah ". la merupakan satu cetusan idea yang sangat menarik bagi membentuk sebuah institusi kepimpinan yang cemerlang dan gemilang. Perbincangan menjuruskan kepada beberapa aspek penting seperti tugasan yang perlu ditunaikan, karakter dan ciri-ciri seorang pemimpin dan nilai etika bagi mencorakkan seorang pemimpin yang berwibawa dan berkarisma.

Purpose This research paper aims to determine the factors needed to propose a platform where waqf (Islamic endowment) organizations can collaborate with government public hospitals to develop corporate waqf hospitals. Consequently, the elements of governance and sustainability are included in the management of corporate waqf hospitals thereby leading to the corporatization of public hospitals. Design/methodology/approach This study adopts the qualitative research methodology and undertakes content analysis of data collected from journal articles, magazines and official websites. Data analysis involves open coding with NVivo 12. Findings General findings from the literature review have shown that architectural and engineering fundamentals were essential factors in the success of past waqf hospitals of the era between 8th and 14th centuries. In that era, the decentralized waqf-based hospitals employed the mutawalli (the trustee/manager of the waqf assets) to govern the administration of the hospitals. Present corporate waqf hospitals can exploit the elements identified from past waqf-based hospitals and additionally adopt the private-public partnership model in the form of a muḍārabah (profit-sharing contract) agreement to design a sustainable waqf governance model for Malaysian public healthcare services. Research limitations/implications The proposed platform is designed for a corporate waqf model developed in collaboration between Malaysian waqf institutions and public healthcare services. It abides by both the Malaysian fatwa (Islamic rulings) on waqf and the laws of the Malaysian Government. Practical implications There is potential for developing the Malaysian corporate waqf-governance healthcare model which will enable the hospital to provide better quality healthcare to more patients through upgrading the quality of equipment used in hospitals and/or better facilities at equal or lower costs. Consequently, this will not only improve waqf management and distribution but also result in reduction of government expenditure. Social implications This research promotes the concept of a corporate waqf hospital which will provide innumerable beneficial healthcare services in terms of improved healthcare quality at affordable costs to the general public and at no cost to the poor and the underprivileged. Originality/value Although waqf has played an important role as a vehicle for Islamic financing in the society for centuries, a model of collaboration or partnership of waqf with public healthcare services has yet to be explored and developed. With proper corporate governance and well-managed sustainability in a corporate waqf model, this newly developed partnership between waqf institutions and public healthcare providers can be a first step in many more interesting collaborative arrangements that can be established between waqf institutions and public services in the future.

Kajian ini mengkaji pengaruh ciri-ciri kepimpinan terhadap gelagat kepimpinan dalam kalangan para pemimpin masjid di Kedah Darul Aman. Kemampuan kognitif umum, personaliti, dan sifat keagamaan dihipotesiskan sebagai ciri-ciri kepimpinan asas. Sementara itu, pengalaman memimpin dan motivasi untuk memimpin (MTL) dihipotesiskan sebagai ciri-ciri kepimpinan perantara. Selain daripada itu, autonomi kerja dihipotesiskan sebagai konstruk penyederhana terhadap perhubungan di antara ciri-ciri kepimpinan dan gelagat kepimpinan. Satu set kertas soal-selidik berstruktur telah diedarkan kepada 30 imam di kawasan Kubang Pasu, Kedah Darul Aman. Menerusi analisis regresi berperingkat, ciri-ciri kepimpinan imam ditemui mempunyai 60.6% varian terhadap gelagat kepimpinan imam dengan personaliti (ekstravert) sebagai ciri kepimpinan paling signifikan. Selain daripada itu, motivasi untuk memimpin (identiti afektif) juga menunjukkan kebarangkalian untuk mempengaruhi gelagat kepimpinan imam. Kajian ini juga menemui, autonomi kerja menyederhana perhubungan di antara ciri-ciri kepimpinan dan gelagat kepimpinan imam secara signifikan. Secara keseluruhan, kajian menemui MTL (identiti afektif) mempunyai pengaruh sebagai konstruk perantara terhadap perhubungan di antara pembolehubah asas dengan gelagat kepimpinan secara separa. Oleh itu, kajian ini menemui sokongan minimal terhadap model pengaruh ciri-ciri kepimpinan asas kepada gelagat kepimpinan adalah didokong oleh ciri-ciri kepimpinan perantara. Selain daripada itu, kajian ini menemui sokongan penuh terhadap model pengaruh ciri-ciri kepimpinan terhadap gelagat kepimpinan imam adalah disederhanakan oleh pembolehubah autonomi kerja.

The pandemic Covid-19 has risen the standards for hospitals and indirectly influenced the ‘wisdom’ in management and operational functions of the hospitals. Literature have shown that there is lacking in the implementation Islamic hospital culture in the healthcare services in Malaysia. The purpose of this article is to present a suggested framework to transform waqf-based hospitals with an Islamic hospital culture through the adaptation of theories of organizational culture embedded with Islamic perspectives and observations of Shari’ah compliant hospitals from the past and present. The methodology used is content analysis from qualitative research methodology. Data analysis will involve manual coding, thematic analysis, and pattern-matching. The general findings show that the Islamic organizational culture will be more than providing space in the hospitals for Muslims to perform the daily five times worship but will include holistic Islamic management of the hospital organization, Islamic architecture wherein they are purpose-built, with underlaying service-oriented patient-centered culture plus distinctive dressing, decorum, halal medicines and other facilities presented. Through the transformation it will promote improved healthcare with Shari’ah compliant services and endorse healthcare tourism with Muslim-friendly facilities in hospitals for Muslims, local and abroad. With this newly developed culture in waqf-based hospitals, it can be an inauguration to a future of many more interesting adaptations of Islamic organizational culture in other public services and private organizations.

Graduate entrepreneurs and entrepreneurial graduates are two focal concerns of the Ministry of Education of Malaysia due to the increasing rate of unemployment in Malaysia. A study conducted by Centre of Student Entrepreneurship Development at Universiti Sains Islam Malaysia (USIM) and the Office of Alumni Management USIM is aimed at understanding the non-business graduates' attempts towards entrepreneurial activities. Semi-structured interviews were conducted to a number of 25 USIM alumni entrepreneurs. This study is expected to assist the university as well as the Government in intensifying efforts to encourage more students to entrepreneurship activities as their career path upon graduation. (C) 2015 The Authors. Published by Elsevier Ltd.

Purpose – The purpose of this paper is to investigate the influence of human resource management practices on job satisfaction among academics in a Malaysian higher education institution. Design/methodology/approach – A pilot study was carried out on a sample of 144 academics in a higher education institution. The respondents included a wide range of university faculties, departments and academic units in the participating university. A 30-item scale developed by Halid et al. (2020) and Hauret et al. (2020) were designed to measure human resource management practices and a 3-item scale developed by Noor (2013) was used to measure job satisfaction. The Statistical Package for the Social Sciences (SPSS) version 25.0 were used to analyze the data and provided descriptive, correlation and regression analyses. Findings – Human resource management practices of recruitment, selection, training and development, performance appraisal, reward, recognition and promotion opportunities were significantly and positively related to job satisfaction. The results and statistical analysis of the current study could be a reference to indicate the effects of human resource management practices on job satisfaction among academics in Malaysian Higher Education Institutions. Research limitations/implications – This study focused on academics in a selected Malaysian Public Higher Education Institution. Thus, it is not possible to generalize the findings to academics in other public or private higher education institutions. This study also found difficulty to find the similar significant literature on human resource management practices and its relationship with job satisfaction within the Malaysian Higher Education sector. The other limitation in this study is the number of human resource management practices selected to be investigated and limited measurements to be considered in this study. Originality/value – This study made a significant contribution of human resource management practices and the current state of job satisfaction in Malaysian higher education particularly in the public sector. In light of the findings, it is worth considering that at the organizational level, there are a number of actions that can be adopted by the Ministry of Higher Education Malaysia and the university management to increase and maintain the job satisfaction among academic staff in regards to its antecedents of human resource management practices. The study is also expected to provide useful reference for future researchers in this research area.

This study evaluated the links between HRM practices and Labour productivity comprehensively with the mediating role of social skills. The study focuses on the Libyan oil and gas companies that play an important role in Libya’s economic development. The data of this study were collected using the quantitative approach, whereby the questionnaire was administered and yielded 339 respondents with a response rate of 56.5%. Results based on these practices have significant impact on both social skills and labour productivity. Finally, the roles of staffing and on-the-job training as HRM practices contradict the results of previous studies that found these factors to be crucial for labour productivity. This study suggests that decentralised decisions lies in the strategic models and enables the HRM policies to be in force

Today, the training of employees and developing their skills and knowledge are becoming an increasingly important requirement for modern organizations. The evaluation of training takes the same importance just like training to ensure the success of training program. This study aims to examine the level of practicing reaction and learning evaluation if training based on Kirkpatrick theory. The study found that most companies evaluate the reaction of trainees with higher degree comparing to learning evaluation. The result showed that the first and second levels of Kirkpatrick evaluation approach (Learning, Reaction) affect the Behavior of trainers in significant multiple linear correlation, and the associations between these two variables and Behavior are positive. It is concluded that assessment of learning skills and knowledge after training is very important just like the the reaction of trainees on the the training program. The study suggests that motivating trainees to learn new skills and knowledge related to their work are highly important to the organization. The study recommends practicing learning evaluation at the same level as practicing reaction evaluation because both of them take the same importance to the organization and should be examined very well before and after the training program. Keywords: Kirkpatrick theory, Reaction Evaluation, Learning Evaluation

The study was conducted to analyze the importance of oil and gas sector in Libya. This study also describes the current scenario and future trends in oil and gas sector of the country. The paper describes the benefits of oil and gas sector in the economy of Libya. Moreover, the discussion section explains the situation of the current scenario of oil and gas sector in the country. Overview of Oil and gas sector is separately described in this section with the help of variety of charts. Future trends are also part of this section which explains the future plans for this sector by the government of Libya. These plans include with future forecasting of production in oil and gas sector. The production rate of oil and gas sector in the last year is explained in this section. Moreover, opportunities and challenges of oil and gas sector are also illustrated in this paper. It is analyzed that oil and gas is facing many challenges such as political instability, transparency in business practices, security issues and practical logistic issues. The government of Libya must solve these issues in order to sustain the development of economy. This sector also contains some major opportunities such as development of economy through better infrastructure, revamp its global strategies to attract global oil and gas companies, to explore new reserves in the country and use new techniques for exploration and production of oil and gas. The government of Libya must work out on these opportunities for enhancing the economic development in the country.