This chapter is a brief description of the foundation of Islamic Knowledge Management (IKM), its functional characteristic and dimensional practices. The philosophy of knowledge is an established discipline in human civilization, especially in Islam. It is understandable that knowledge is a source of intellectual prosperity and development. Naturally, all aspects of human development such as social behavior, religiosity, political leadership, and business transaction flourishes with the application of efficient knowledge management. This understanding becomes evident especially within our contemporary globalization era and challenges. The issue of managing knowledge is vital in refining current developments, achievements, and performances, whether at individual or society level as well as the organizational level. Likewise, Islam regards knowledge management as a fundamental principle of conducts and practices in all affairs. It is embodied in a man as a society and cultural being with a divine trusteeship (amanah) as vicegerent (khilafah) and moral agents of God on earth. In short IKM is expected to fulfill the comprehensive understanding of science and philosophy structured by religion with a reference to the highest source of knowledge as presented by the Quranic verses and the Prophetic explanations. � Springer International Publishing Switzerland 2017.

Performance and productivity are strongly influenced by the workers’ behaviouralmattitudes. Committed employees’ behaviours will produce higher performance and productivity in their work. Undeniably, the better commitment would help to reduce employees’ personal problems such as differing work, absenteeism, and negligence in doing work. High performance affects employees and ensures that every task is done efficiently, and it provides employees a high level of job satisfaction. The longer the worker stays in a workplace, the higher the performance level shown towards the organisation. The objective of this study is to examine the relationship between the workers’ behaviours and work performances in the organisation, and to determine the service period as a moderator in relationship between behaviour and work performance. The method used in this study is a quantitative methodology, and the survey questionnaires have been conducted on 100 respondents consisting of professional and administrative officers in an organisation. The data analysis was performed using Structural Equation Modeling (SEM) method with the help of AMOS software version 23. The finding shows that there is a positive relationship between employees’ behaviour and work performance, and the duration of service moderated the relationship between behaviour and work performance. In this regard, workers who have worked a long period of service with an organisation exhibit the behaviour of commitments to work and produce more efficient and effective work performance in the organisation.