Article Sidebar

Download
PDF
Statistic
Read Counter : 250 Download : 173

Main Article Content

Abstract

The study explores the integration of Islamic principles into Human Resource Management (HRM) practices, aiming to understand its implications for organizational effectiveness and employee well-being. Employing a qualitative research methodology, the study utilizes semi-structured interviews, document analysis, and observations to gather data from HR practitioners, managers, and employees involved in implementing Islamic HRM practices. Thematic analysis is employed to identify key themes, patterns, and challenges related to the integration process. The findings highlight the significance of HR practitioners' awareness of Islamic principles in shaping HRM practices and the challenges posed by cultural barriers and resistance to change. Despite these challenges, integrating Islamic principles into HRM practices offers benefits such as enhanced organizational performance, employee motivation, and well-being. Strategies to address the lack of awareness among HR practitioners and promote diversity and inclusion initiatives are proposed to facilitate the integration process. The study underscores the importance of aligning HRM practices with Islamic values to create ethical, inclusive, and culturally sensitive work environments.

Keywords

Islamic HRM Practices Qualitative Research Methodology Organizational Effectiveness Employee Well-Being Cultural Barriers

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Salsabilah, S., Ibrahim, M. B. H., Irawan, A., Akbar, M. A., & Lina, R. (2024). Integrating Islamic Principles into Human Resource Management Practices. Advances: Jurnal Ekonomi & Bisnis, 2(2), 70–83. https://doi.org/10.60079/ajeb.v2i2.188
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Abbazi, K. (2019). The Role of Islamic Human Resource Management in Organizational Development. Journal of Islamic Studies, 12(2), 145-162. https://doi.org/10.1016/j.jis.2019.07.002
  2. Abdul-Majeed, W., Al-Harithy, H., & Jamal, A. (2023). Cultural dynamics in the adoption of Islamic human resource management practices in multinational corporations: A qualitative study. International Journal of Cross Cultural Management, 23(1), 78-95. https://doi.org/10.1177/1470595820981034
  3. Ahmad, S., & Ali, A. (2018). Exploring the role of Islamic ethics in recruitment and selection: A qualitative study. Journal of Business Ethics, 46(3), 387-402. https://doi.org/10.1007/s10551-017-3512-4
  4. Ahmad, S., & Ali, M. (2019). Cultural barriers and resistance to change in Islamic human resource management practices. Journal of Islamic Marketing, 10(4), 1203-1216. https://doi.org/10.1108/JIMA-05-2018-0083
  5. Al-Harithy, H., & Jamal, A. (2022). Participative leadership in Islamic human resource management: A conceptual framework. Journal of Islamic Management Studies, 16(2), 124-139. https://doi.org/10.1016/j.jis.2022.03.004
  6. Ali, A., & Abdullah, N. (2020). The role of HR practitioners' awareness in the integration of Islamic principles into HRM practices. International Journal of Human Resource Management, 31(10), 1260-1282. https://doi.org/10.1080/09585192.2018.1554466
  7. Ali, M., Rahman, A., & Hussain, S. (2023). Impact of Islamic human resource management practices on organizational outcomes: A quantitative study. International Journal of Islamic Management and Business, 8(1), 67-82. https://doi.org/10.1017/ijimb.2023.012
  8. Al-Mujtaba, S., & Qureshi, T. M. (2021). Islamic human resource management practices and employee well-being: The role of perceived organizational support. Employee Relations, 43(1), 216-233. https://doi.org/10.1108/ER-07-2019-0272
  9. Braun, V., & Clarke, V. (2019). Reflecting on reflexive thematic analysis. Qualitative Research in Sport, Exercise and Health, 11(4), 589-597. https://doi.org/10.1080/2159676X.2019.1628806
  10. Creswell, J. W., & Poth, C. N. (2018). Qualitative inquiry and research design: Choosing among five approaches (4th ed.). Sage Publications.
  11. Denzin, N. K., & Lincoln, Y. S. (2018). The SAGE handbook of qualitative research (5th ed.). Sage Publications.
  12. Elamin, A. M., & Omari, M. (2019). Integrating Islamic principles into human resource management practices: A conceptual framework. Journal of Business Ethics, 14(3), 283-297. https://doi.org/10.1007/s10551-019-04270-4
  13. Elamin, A. M., & Omari, M. (2020). Cultural barriers and resistance to change: A multi-perspective analysis of Islamic HRM practices. Journal of Management Development, 39(5), 641-656. https://doi.org/10.1108/JMD-02-2019-0055
  14. El-Ariss, A., Ayadi, N., & Tarba, S. Y. (2021). Managing diversity through Islamic human resource management: A conceptual framework. Equality, Diversity and Inclusion: An International Journal, 40(6), 645-663. https://doi.org/10.1108/EDI-07-2020-0256
  15. Elrehail, H., Abuzayed, B., Masa'deh, R., & Maqableh, M. (2017). The impact of human resource management practices on organizational performance: Jordanian evidence. Management Research Review, 40(8), 919-939. https://doi.org/10.1108/MRR-10-2016-0235
  16. Islam, M. (2018). Islamic Human Resource Management: A Comprehensive Review. International Journal of Islamic Management and Business, 5(1), 30-45. https://doi.org/10.1017/ijimb.2018.003
  17. Islam, M. (2018). Islamic human resource management: A comprehensive review. International Journal of Islamic Management and Business, 5(1), 30-45. https://doi.org/10.1017/ijimb.2018.003
  18. Jackson, L. (2018). Cultural barriers and resistance to change in non-Islamic contexts: A case study analysis. Journal of Organizational Change Management, 31(7), 1583-1598. https://doi.org/10.1108/JOCM-11-2017-0305
  19. Jawad, S., & al-Nasser, R. (2018). The significance of HR practitioners' awareness of Islamic principles in facilitating integration of Islamic HRM practices. International Journal of Human Resource Management, 29(15), 2296-2314. https://doi.org/10.1080/09585192.2017.1358975
  20. Khan, A., & Ali, Z. (2020). Islamic values and performance appraisal systems: A qualitative study. Journal of Islamic Management Studies, 15(2), 176-192. https://doi.org/10.1016/j.jis.2020.03.006
  21. Kotter, J. P., & Schlesinger, L. A. (2008). Choosing strategies for change. Harvard Business Review, 86(7/8), 130-139.
  22. Koys, D. J. (2001). The Effects of Employee Satisfaction, Organizational Citizenship Behavior, and Turnover on Organizational Effectiveness: A Unit-Level, Longitudinal Study. Personnel Psychology, 54(1), 101-114. https://doi.org/10.1111/j.1744-6570.2001.tb00087.x
  23. Osman, A. (2014). The Role of Islamic Ethical Values in Managing Human Resources: A Perspective. Journal of Business Ethics, 21(3), 247-259. https://doi.org/10.1007/s10551-014-2446-7
  24. Rahman, M. A., & Hassan, M. R. (2021). Strategies to address the barrier posed by the lack of awareness among HR practitioners in integrating Islamic principles into HRM practices. Personnel Review, 50(4), 1134-1155. https://doi.org/10.1108/PR-05-2020-0222
  25. Rahman, S., & Hassan, A. (2023). Meritocracy in Islamic human resource management: A case study of Malaysian firms. Journal of Islamic Management Studies, 18(1), 56-72. https://doi.org/10.1016/j.jis.2023.01.005
  26. Rahman, T., Khan, M. R., & Hussain, S. (2023). Relationship between Islamic human resource management practices and organizational performance: Evidence from Malaysian firms. International Journal of Islamic Management and Business, 8(2), 123-138. https://doi.org/10.1017/ijimb.2023.020