In this paper, the focus will be on examining the significant human resource management practices chosen, and their impact on the performance of employees within the central municipalities in Palestine. As a result, the study begins by providing the necessary background information, including a brief discussion on the concepts of employee performance and human resource management practices. It also addresses the specific context of Palestine. Subsequently, a comprehensive explanation of the research gap is presented, encompassing the study problem, research questions, research objectives, study significance, and the scope and limitations of the research. This is followed by the provision of conceptual and operational definitions. Finally, the chapter concludes.

This study examines the mediating role of Human Resource Management (HRM) practices in the relationship between Total Quality Management (TQM) and job satisfaction among Ras Al Khaimah Police officers. TQM is a comprehensive approach aimed at improving quality at all levels of an organization, while job satisfaction is a critical factor for employee motivation and performance. The study focuses on the specific context of Ras Al Khaimah Police and aims to explore how HRM practices mediate the relationship between TQM and job satisfaction. The study utilizes a quantitative research design and collects data through surveys administered to Ras Al Khaimah Police officers. The survey measures TQM practices, HRM practices, and job satisfaction levels. Statistical analysis techniques, such as correlation analysis and mediation analysis, are employed to examine the relationships between the variables. The findings of this study are expected to provide valuable insights into the mediating role of HRM practices in the relationship between TQM and job satisfaction among Ras Al Khaimah Police officers. It is hypothesized that effective HRM practices will enhance the positive impact of Total Quality Management on job satisfaction. The study contributes to the existing literature by investigating the specific context of police officers and highlighting the importance of HRM practices in enhancing job satisfaction within a TQM framework.

The sustainability of higher education institutions is seen to benefit the long-term sustainability of the institutions. It provides the institutions with environmental sustainability, economics sustainability, institutional sustainability and integrated sustainability. Knowledge and understanding of environmental sustainability-related issue helps people becoming more aware and responsible towards the environment and sustainable project. Based on past studies, there is a gap in sustainable development implementation in higher education and this is a challenge for this particular educational sector. This paper focused on several challenges and these challenges for sustainable development can be determined in order to improve the performance of higher education, particularly in Malaysian Public Higher Institutions. The discussions in this paper is non other than to assist related parties to improve higher education sustainable development in Malaysian Public Higher Institutions. Therefore, the paper discusses on the critical success factors of sustainability in HE, higher education and sustainability, and challenges of sustainability in higher education.

Tabung dana khairat kematian (DKK) merupakan keperluan kehidupan umat Islam semasa, kerana ianya berkaitan kos pengurusan jenazah. DKK untuk memberi persediaan awal bagi para ahli ketika menghadapi kematian. Oleh itu, perlu wujud kajian secara konsep dan aplikasi bagi melihat kedudukan menurut syariah. Bahkan DKK juga merupakan ekosistem kewangan sosial halal yang perlu dikaitkan antara satu sama lain bagi menyelaraskan ekosistem. Secara amalan, DKK ini amat diperlukan para ahli yang terlibat dalam badan khairat kematian. Masjid kg parit Muhammad, parit sulong Batu Pahat Johor merupakan salah satu masjid yang menjalankan pengurusan khairat kematian perlu dikaji secara mendalam bagi melihat konsep dan aplikasi. Objektif kajian ini mendedahkan konsep dan aplikasi tabung DKK yang dikategorikan dalam ekosistem kewangan sosial halal kepada para ahli. Kajian menggunakan metod kualitatif melalui pendekatan kajian kepustakaan dan temubual berstruktur. Seterusnya akan dianalisis berdasarkan kepada data yang terkumpul. Hasil kajian ini mendapati bahawa konsep gotong royong/taawun merupakan asas model dalam tabung DKK melalui kutipan sumbangan tabung setiap hari jumat di masjid kg parit Muhammad. Implikasinya konsep dan aplikasi DKK ini menunjukkan kepada ekosistem kewangan sosial halal menjadi sistem asasi dalam tabung DKK. Para ahli khairat kematian mendapat jaminan sosial dalam membiayai kos pengebumian jenazah.

The Death Khairat Fund (DKF), also known as the Death Khairat Money Scheme (DKMS), is a cultural custom observed within the Muslim community. Typically, the management of this fund is a halal financial management ecosystem entrusted to mosque institutions, facilitating the payment process of the local community and ensuring direct benefits in the event of death. The establishment of this fund has become imperative for the everage Muslim community in the realm of funeral management. The rationale behind the utilisation of this fund is in its capacity to facilitate the procurement of necessary resources and aid for the comprehensive management of funerals, thereby streamlining the otherwise complex responsibilities that fall upon the beneficiaries. Nevertheless, there has been a lack of scholarly examination about the alignment of the DKF with the principles of Maqasid Shariah, particularly in relation to the safeguarding of religious interests (hifz al-din). Hence, this initial investigation examines the correlation between the DKF and Maqasid Shariah. The researchers have achieved success in this study through the utilisation of a qualitative methodology. The study concluded that the implementation of the DKF aligns well with the notion of hifz al-din within the framework of Maqasid Shariah. This is due to its ability to rejuvenate the essence of Islam by promoting the integration of Quranic teachings and the practises of the Prophet Muhammad, hence fostering unity among Muslims. An in-depth examination of the correlation between the DKF and other Maqasid Shariah ideas is imperative to ascertain the magnitude of significance and necessity of this fund within the Islamic framework.

The Death Khairat Fund, or the Death Khairat Money Scheme (DKMS), is a pure culture practised among the Muslim community. Usually, this fund will be managed by the mosque institution to make it easier for the local community to make payments and get direct benefits in the event of death. This fund has become necessary for the average Muslim community in funeral management. This is because the benefit of this fund in providing equipment and assistance for complete funeral management has simplified the process of funeral management that needs to be done by the heirs. However, the study of the explanation of the Death Khairat Fund with any principle of Maqasid Shariah has not yet been studied, especially from the point of view of property protection (hifz mal). Therefore, this preliminary study analyses the relationship between the Death Khairat Fund and Maqasid Shariah. The researcher succeeded in this study by using a qualitative method consisting of analysis of articles, newspapers, books, and interviews with the management of the Death Khairat Fund in the mosque, which was selected face-to-face. As a result, the study found that the practice of the Death Khairat Fund is very much in line with the concept of hifz mal from the point of view of Maqasid Shariah because the use of individual property in this fund can have a significant impact on the good of the people and does not lead to any harm and harm. A further study of the relationship between the Death Khairat Fund and other Maqasid Shariah concepts is necessary to see the extent of the importance and need of this fund from the Islamic perspective.

The Death Khairat Money Scheme (DKMS) is a matter that is no stranger to most of the Muslim community. This DKMS is a noble practice that has existed for ages in the Malay community in Malaysia. Therefore, a study on implementing the DKMS system in the state of Malacca has been carried out. Literature review and interview methods have been applied in this study. The study’s results found that implementing DKMS among the selected mosques differs from a management point of view. As a result, the diversity of DKMS management methods in mosque institutions is high. Therefore, it is hoped that a more in-depth and extensive study can be done so that data collection on the management of DKMS in mosque institutions can be perfected for future benefits.

The issue of organizational commitment and job satisfaction is considered as one of the most widely discussed issues in any organization, human resource and management. Organizational commitment and job satisfaction were found to have a strong relationship with leadership and manager’s decision making styles. It was reported by many researches that, a good management styles lead to high satisfaction of the employees and managerial decision-making styles decides whether the employees will leave or stay. This study will look into the level of organizational commitment and satisfaction towards the decision-making styles of deputy vice chancellors (DVCs) in Malaysian Public Universities. Samples will be among academics in all participated public universities. The instruments to be used in the study are Spector’s Job Satisfaction Survey and Mohd Noor’s Job Satisfaction Instrument to measure leadership satisfaction, Mowday’s Instrument of Organizational Commitment, and the Decision Style Inventory by Rowe and Mason. Structural Equation Modelling will be used to determine the effect of DVCs’ decision making styles on lecturers’ organizational commitment and job satisfaction. The findings of the study is anticipated to assist stakeholders academics, Deputy Vice Chancellors, Universities and Ministry of Higher Education to understand better on the consequence of decision making styles of university managers on academics behaviours.

The Malaysian government has placed greater emphasis on the sustainable development of higher education institutions during the last decade. Higher education is beginning to include sustainable development concepts in their activities. Efforts in education for sustainable development are important to improve sustainability for Malaysian Public Higher Institutions. Therefore, it is important for every institution to identify the critical success factor for sustainable development as well as the benefit ad the challenges for higher education for sustainable development. This study aims to identify those elements and develop a measurement model of higher education for sustainable development for Malaysian Public Higher Institutions. To obtain the findings, a qualitative method will be used in this study. This study expected to provide better understanding and new insights for sustainable development in order to improve sustainability for Malaysian Public Higher Institutions. Keywords: Higher Education for Sustainable Development, Sustainable Development, Higher Education Institution, Sustainability

An understanding of job satisfaction, is a prerequisite to an integrative explanation of workers behavior at the workplace. This article analyses academics in higher education institutions satisfaction on co-workers and its differences based on demographic backgrounds. Using a simple random sampling technique, the researchers drew a sample of 1078 academics from three participating public universities. The findings indicated that the level of satisfaction with co-workers among academics was at the moderate level and there are differences of satisfaction based on demographic differences. The implications of the findings on co-workers satisfaction among academics in higher education institutions are discussed.

Effective employee performance gives businesses a competitive edge, with Human Resources Management (HRM) central to optimizing this. HR practices, tied to employee satisfaction and commitment, affect job attitudes and performance. Thus, strategic HR practices that foster satisfaction are crucial. This study examines how key HR practices (recruitment, training, compensation, performance appraisal) affect performance and job satisfaction in Palestinian central municipalities, guided by Maslow's and Adams' theories, and supported by Social Exchange and Signaling theories. The focus is on administrative employees with supervisory duties in 10 central West Bank municipalities. Stratified random sampling is employed, with Yamane's formula determining sample size due to the small population. Data is collected via a five-point Likert scale survey, and descriptive statistics used for analysis. Reliability and validity assessments are also included.

This is a conceptual paper aims to study the effectiveness of da’wah by using the Islamic counselling skills towards Muslim society. This paper will elaborate deeply about how can Islamic counselling approach give impact to da’wah. The study will be carried out to propose the positive ways in applying the counselling skill in da’wah to upgrade the effectiveness of da’wah itself. According to scholars, counselling approach will help individual preacher to deliver da’wah more perfect by following Quran and sunnah guidance. Scholars asserted that an ideal counselling approach in da'wah will result in the development of individual self-esteem which will provide huge impact towards target group. The study will be conducted among employees in several Islamic based organizations in Klang Valley, Malaysia. This research will use the quantitative approach by using a questionnaire. The past researches were analyzed and discussed throughout the paper in the context of role and importance in counselling skill that will be disclosed to enhance the effectiveness of da’wah. The findings in this study are expected to help in measuring the relationship between effectiveness da’wah with counselling approach and the importance to acquire counselling skill in any preachers.

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 explores the evolution of death charity management in Malaysia in light of technological advancements. Death charity, a crucial form of funeral support providing essential services and financial assistance to families in need during the grieving period, is the focus of this study. The research hones in on the significance of implementing digital solutions to enhance the efficiency and effectiveness of death charity operations. Identified in this study are two online death charity portals, https://bumijez.com/ and https://www.e-khairat.com/, which are instrumental in better management and access to death charity services. The literature review methodology employed in this study utilizes a qualitative design sourced from articles, journals, primary data and secondary data. The study’s findings underline that a robust bereavement management system can offer vital support to bereaved families, alleviating their emotional burden and financial stress during challenging times. Furthermore, the study underscores the importance of raising awareness and educating the younger generation about death charity, as many lack knowledge about preparing to deal with death. The research concludes that integrating technology into death charity management not only streamlines processes but also makes these services more accessible and widely used by the community. In summary, this study emphasizes the necessity of adapting death charity management to contemporary technological trends to ensure that this important service remains relevant and effective in meeting the needs of society.

The United Nations aims to achieve universal health coverage by 2030. However, shortages of public doctors are affecting national public health systems worldwide, including in Malaysia. Malaysian public healthcare is losing many doctors due to their resignation from public service. A review of existing empirical papers gathered through the PRISMA method and extensive literature search was employed. Based on the review, it is discovered that organisational justice has an inverse influence on turnover intention, a precursor to actual turnover. In the Malaysian healthcare context, indications of perceived injustice were discussed as factors potentially contributing to turnover among Malaysian health employees. However, organisational justice has not been explicitly tested and validated as a reason for the withdrawal of Malaysian public doctors. Despite organisational justice, individual factors could also affect the intention to leave. However, they are mostly studied separately. Therefore, the present study intends to provide an integrated framework that may be used to research how diverse factors could influence Malaysian public doctors’ turnover intention. Besides proposing an investigation of how organisational justice could significantly influence turnover intention, a further recommendation is to also examine organisational citizenship behaviour and personal norms of reciprocity, particularly positive and negative reciprocity norms that may intervene in the effects between both variables. The authors believe this is the first extended study to integrate organisational citizenship behaviour as well as positive and negative reciprocity norms in a moderated mediation model involving Malaysian public health workers, particularly doctors.

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. 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. 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. 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.

Important factors that influence job satisfaction in the government organization are work environment, promotion and fairness. The association between these factors and job satisfaction have been established by previous studies in western countries. However, there is a lack of related studies in Libya that could extend the understanding of the relationship between these factors and job satisfaction. This study is conducted to address this gap. Specifically, the purpose of this study is to explore the factors that influence job satisfaction in Libyan public sector organizations. The data for this study has been collected from only one source which is the employees of public sector organization in Libya through a survey. The finding in this study shows that work environment, promotion and fairness have a significant role as predictors of job satisfaction in Libya. The finding clarify that management in public sector organizations in Libya need assure that the employees are well satisfied and they have the ability and encouragement to be satisfy and skills, in order to maximize job satisfaction the recently acquired satisfied and skills. This study extended the discussion and the understanding on the employee�s factors that influence job satisfaction in public sector organizations in Africa continent, specifically Libya, a developing country in North Africa.

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 findings for management- particularly those in public higher education institutions- are discussed.