An Appraisal of the Effect of Islamic Human Resource Management on Organizational Justice, Job Satisfaction and Leave of Employees

Authors

1 Corresponding author: Master’s degree at public administration, University of Tehran

2 Full Professor of Entrepreneurship, University of Tehran

3 Student of Master's degree at public administration, University of Tehran

4 Student of master’s degree at public administration, University of Tehran

Abstract

This research is intended to assess the effect of Islamic human resource management on organizational justice, job satisfaction and employees’ leave. This applied research follows a descriptive survey method based on structural equations modelling. The statistical population of the research includes the employees of Islamic organizations in Qom selected by a two-stage sampling method. Six organizations were selected in the first phase and in the second stage 322 people, from among 1960 people, were selected randomly according to Cochran's formula. Data was collected through a standard questionnaire through the pretest reliability: the distributive justice was 0.830, the fairness justice of the procedures was 0.847, the interference justice was 0.781, the job satisfaction was 0.791, leave of service was 0.751, and the Islamic human resources management was 0.801. The results indicate that there is a positive and significant relationship between Islamic human resource management and distributive justice, attitudes and job satisfaction. There is a negative and significant relationship between HRM with the leaving of employees. Contrary to the research hypothesis, no significant relationship was found between Islamic Human Resource management and communication justice. Furthermore, distributive and procedural justice show a mediation role between Islamic HRM and job satisfaction.

Keywords

References

Abdul Ghani Azmi, I. (2015). Islamic human resource practices and organizational performance (Some findings in a developing country). Journal of Islamic Accounting and Business Research,Vol:6.pp 2-18.
Ali, A., Gibbs, M. and Camp, R. (2000), “Human resources strategy: the Ten Commandments perspective”, International Journal of Sociology and Social Policy, Vol. 20 No. 5/6, pp.114-132.
Ali, J. A. (2010). Islamic challenges to HR in modern organizations. Personnel Review, Vol:39, No(6).pp 692– 711.
Byrne, Barbara, M. (2010) Structural Equation Modeling with AMOS: Basic Concepts, Applications, & Programming, 2th edition, New York: Taylor & Francis Group.
Chiu, R. and Francesco, A. (2003), “Dispositional traits and turnover intention: examining the mediating role of job satisfaction and affective commitment”, International Journal of Manpower, Vol: 24 No. 3, pp. 284-298.
Dechawatanapaisal, D. (2017). The mediating role of organizational embeddedness on the relationship between quality of work life and turnover: Perspectives from healthcare professionals. International Journal of Manpower, 38(5), 696-711.
Dick, R.V., Christ, O., Stellmacher, J., Wagnert, U., Ahlswede, O., Grubba, C., Hauptmeier, M., Hohfeld, C., Moltzen, K. and Tissington, P.A. (2004), “Should I stay or should I go? Explaining turnover intentions with organization identification and job satisfaction”, British Journal of Management, Vol: 15, pp. 351-360.
Dubey, R., Gunasekaran, A., Altay, N., Childe, S. J., & Papadopoulos, T. (2016). Understanding employee turnover in humanitarian organizations. Industrial and Commercial Training, 48(4), 208-214.
Elnahas, A. M., Hassan, M. K., & Ismail, G. M. (2017). Religion and mergers and acquisitions contracting: The case of earnout agreements. Journal of Corporate Finance, Vol:42, pp221-246.
Flint, D., Haley, L. M., & McNally, J. J. (2013). Individual and organizational determinants of turnover intent. Personnel Review, 42(5), 552-572.
 Fornell C, Larcker DF.(1981) Evaluating structural equation models with Unobservable variables & measurement error, J Marketing Res , Vol: 18, No.1, pp.39–47.
Greenberg, J. and Baron, R. (2003), Behavior in Organizations, Pearson Education, Inc. Upper Saddle, NJ.
Habib Rana, M., Shaukat Malik, M., (2017) "Impact of human resource (HR) practices on organizational performance: Moderating role of Islamic principles", International Journal of Islamic and Middle Eastern Finance and Management, Vol. 10 Issue: 2, pp.186-207.
Hair, J, R., Joseph F., Black, William C. & Anderson, Rolph E.(2006) Multivariate Data Analysis, 7th edition, available at:http://www.mediafire.com/?mkrzmjmmonn(accessed 1 December 2013).
Hashim, J. (2008). The Quran-Based Human Resource Management and its Effects on Organisational Justice, Job Satisfaction and Turnover Intention. The Journal of International Management Studies. Vo: 3.pp 148-158.
Hashim, J. (2009), “Islamic revival and human resource practices in Malaysian organizations”, International Journal of Islamic and, Middle Eastern Finance and Management, Vol: 2 No. 3, pp. 251-267.
Hashim, J. (2009). Islamic revival in human resource management practices among selected Islamic organizations in Malaysia. International Journal of Islamic and Middle Eastern Finance and Management. Vol: 2. No (3),pp251-267.
Hashim, J. (2010), “Human resource management practices on organizational commitment: the Islamic perspective”, Personnel Review, Vol: 39 No. 6, pp. 785-799.
Hassan, A.(2002), “Organizational Justice as a Determinant of Organizational Commitment and Intention to Leave”, Asian Academy of Management Journal, Vol: 7 No. 2, pp: 55-66.
Khan, B., Farooq, A. and Hussain, Z. (2010), “Human resource management: an Islamic perspective”, Asia Pacific Journal of Business Management, Vol: 2 No. 1, pp. 17-34.
Lin, C. P.,Liu, M. L. (2017). Examining the effects of corporate social responsibility and ethical leadership on turnover intention. Personnel Review, 46(3), 526-550.
Liu, Dong, Mitchell, Terence, R, Lee, Thomas, W., Holtom, Brooks, C. & Hinkin, Timothy, R.(2012) . When Employees are out of Step with Coworkers: How Job Satisfaction Trajectory and Dispersion Influence Individual- and Unit – Level Voluntary Turnover. Academy of Management Journa. Vol:  55, No. 6.  pp. 1360-1380
Nik, Ab. Rahman, N., Mohamad, A., Mohamad, A., & Alam, S. (2013). Relationship between Islamic Human Resource Management (IHRM) practices and trust: An empirical study. Journal of Industrial Engineering and Management. Vol: 6.No 4. pp 1105-1123.
Rahman, N.M.N.A. and Shahidi, S. (2009), “Islamic HRM practices and employee commitment: A test among employees of Islamic banks in Bangladesh”, paper presented at the International Business Research Conference, Dubai.
Salim Juma Alarimy, A., (2015), Islamic and western approaches to human resource management in Organizations: A practical Approach, International Journal of Information Technology and Business Management, 39(1), 110-123.
Schumacker, R. E. and Lomax, R. G. (2004). A beginner's guide to structural equation modeling.-2nd ed., Lawrence Erlbaum Associates, publishers, Mahwah, New Jersey, USA.
Siswanto, S. (2014). Improving competitiveness of Islamic banking human resources through implementation of Quran-based HRM practices. European Journal of Business and Social Sciences (EJBSS).Vol: 3.No:(3). pp 01-13.
Tziner, A., Ben-David, A., Oren, L., & Sharoni, G. (2014). Attachment to work, job satisfaction and work centrality. Leadership & Organization Development Journal, 35(6), 555-565.
Yousef, D. (2001). “Organizational commitment; a mediator of the relationships of leadership behavior with job satisfaction and performance in a non-western country”, Journal of Managerial Psychology. Vol: 15 No. 1, pp. 6-28.
Zehir,C  and Basar,D. (2016). “The relation between lerarning  orientation  and variables of firm performance with strategic human resources     managemant applications in the islamic bank turkey”, Journal of International Business Research. Vol: 9, No. 3,pp.40-52.
Scientific Journal of Islamic Management
Volume 25, Issue 4 - Serial Number 4
February 2018
Pages 203-230

Files

History

  • Receive Date: 16 June 2017
  • Revise Date: 04 December 2019
  • Accept Date: 19 September 2018

Share

How to cite

Statistics