2024_Human Resource Management (HRM) Practices In Palestinian Authority Institutions: An Islamic Perspective
| Format: | General Document |
|---|
| _version_ | 1860798328555438080 |
|---|---|
| building | INTELEK Repository |
| collection | Online Access |
| collectionurl | https://intelek.unisza.edu.my/intelek/pages/search.php?search=!collection3 |
| copyright | Copyright©PWB2025 |
| country | Malaysia |
| date | 2024-12-12 |
| format | General Document |
| id | 17229 |
| institution | UniSZA |
| originalfilename | HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES IN PALESTINIAN AUTHORITY INSTITUTIONS AN ISLAMIC PERSPECTIVE (PHD_2024).pdf |
| person | Shaban Jamal Ayyat |
| recordtype | oai_dc |
| resourceurl | https://intelek.unisza.edu.my/intelek/pages/view.php?ref=17229 |
| sourcemedia | Server storage Scanned document |
| spelling | 17229 https://intelek.unisza.edu.my/intelek/pages/view.php?ref=17229 https://intelek.unisza.edu.my/intelek/pages/search.php?search=!collection3 General Document Malaysia Library Staff (Top Management) Library Staff (Management) Library Staff (Support) Terengganu Faculty of Business and Management English application/pdf 1.5 www.ilovepdf.com 307 Server storage Scanned document Universiti Sultan Zainal Abidin UniSZA Private Access Universiti Sultan Zainal Abidin Copyright©PWB2025 Human Resource Management Practices Dissertations, Academic 2024-12-12 Shaban Jamal Ayyat Islamic Human Resource Management Palestinian National Authority (PNA) Public administration Islamic principles in management Stakeholder theory Humanistic theory Governance in Islamic context Civil Service Law (Palestine) Personnel management—Religious aspects—Islam Human capital—Management—Religious aspects—Islam Public administration—Palestine Civil service—Palestine—Management Palestine—Officials and employees—Conduct of life Islam and state—Palestine Government employees—Palestine—Selection and appointment Management—Religious aspects—Islam 2024_Human Resource Management (HRM) Practices In Palestinian Authority Institutions: An Islamic Perspective Islam has defined the guidelines for all our affairs and business transactions to guarantee that all people receive fair and equitable treatment in this life and the Hereafter. However, from the Islamic perspective, managing human resources is faced with various challenges, especially in Arab Muslim countries, which are the birthplace of Islam, where Islamic Human Resource Management (IHRM) should be implemented in form and spirit. Applying Western practices in various management aspects has caused confusion between the laws used in the ministries and IHRM principles. Thus, implementing Islamic principles in HRM (IHRM) can be considered an excellent solution for treating employees fairly and justly. Hence, this study examines IHRM principles and their applicability to HRM in Palestinian National Authority (PNA) institutions. This study employed a qualitative approach and adopted stakeholders and humanistic theory, with descriptive semi-structured face-to-face interviews as primary data. The data were collected through semi-structured interviews using purposive sampling with 40 participants from 10 ministries of the Palestinian National Authority, and it was analysed thematically. The results showed that the principles of IHRM, including taqwa, amana, shura, adl, ihsan, and sidq, are not fully and explicitly applied based on the stakeholder and humanistic theory in the respective ministries of the PNA, but a few principles are applied indirectly. Additionally, the study's findings revealed that Palestinian ministries apply the Civil Service Law and the Code of Conduct in HRM, but there is a lack of appropriate application of IHRM. This study indicated that there needs to be more clarity between the Islamic principles of HRM and the applicable Palestinian Civil Service Law. This study underscores the significance of incorporating Islamic principles into the ministries for decision-makers and policymakers in Palestine. It also adds to the existing literature on the application of Islamic tenets in HRM with a specific focus on the Palestinian context. The study recommends that decision-makers adopt new policies and strategies compatible with Islamic principles. Furthermore, it is recommended for PNA institutions to deliberately apply IHRM to create a shared understanding of the Islamic principles related to public service among employees and citizens to ensure better employee performance, increase the ministries' performance, and benefit society overall. However, the Palestinian government must also seek to reduce the challenges facing the implementation of IHRM principles in governmental institutions as well as prevent nepotism, especially in the employee selection process and promotion. uuid:3e176de2-e1d8-4cfe-9aea-bb0edc7b7391 HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES IN PALESTINIAN AUTHORITY INSTITUTIONS AN ISLAMIC PERSPECTIVE (PHD_2024).pdf Thesis |
| spellingShingle | 2024_Human Resource Management (HRM) Practices In Palestinian Authority Institutions: An Islamic Perspective |
| state | Terengganu |
| subject | Dissertations, Academic Personnel management—Religious aspects—Islam Human capital—Management—Religious aspects—Islam Public administration—Palestine Civil service—Palestine—Management Palestine—Officials and employees—Conduct of life Islam and state—Palestine Government employees—Palestine—Selection and appointment Management—Religious aspects—Islam |
| summary | Islam has defined the guidelines for all our affairs and business transactions to guarantee that all people receive fair and equitable treatment in this life and the Hereafter. However, from the Islamic perspective, managing human resources is faced with various challenges, especially in Arab Muslim countries, which are the birthplace of Islam, where Islamic Human Resource Management (IHRM) should be implemented in form and spirit. Applying Western practices in various management aspects has caused confusion between the laws used in the ministries and IHRM principles. Thus, implementing Islamic principles in HRM (IHRM) can be considered an excellent solution for treating employees fairly and justly. Hence, this study examines IHRM principles and their applicability to HRM in Palestinian National Authority (PNA) institutions. This study employed a qualitative approach and adopted stakeholders and humanistic theory, with descriptive semi-structured face-to-face interviews as primary data. The data were collected through semi-structured interviews using purposive sampling with 40 participants from 10 ministries of the Palestinian National Authority, and it was analysed thematically. The results showed that the principles of IHRM, including taqwa, amana, shura, adl, ihsan, and sidq, are not fully and explicitly applied based on the stakeholder and humanistic theory in the respective ministries of the PNA, but a few principles are applied indirectly. Additionally, the study's findings revealed that Palestinian ministries apply the Civil Service Law and the Code of Conduct in HRM, but there is a lack of appropriate application of IHRM. This study indicated that there needs to be more clarity between the Islamic principles of HRM and the applicable Palestinian Civil Service Law. This study underscores the significance of incorporating Islamic principles into the ministries for decision-makers and policymakers in Palestine. It also adds to the existing literature on the application of Islamic tenets in HRM with a specific focus on the Palestinian context. The study recommends that decision-makers adopt new policies and strategies compatible with Islamic principles. Furthermore, it is recommended for PNA institutions to deliberately apply IHRM to create a shared understanding of the Islamic principles related to public service among employees and citizens to ensure better employee performance, increase the ministries' performance, and benefit society overall. However, the Palestinian government must also seek to reduce the challenges facing the implementation of IHRM principles in governmental institutions as well as prevent nepotism, especially in the employee selection process and promotion. |
| title | 2024_Human Resource Management (HRM) Practices In Palestinian Authority Institutions: An Islamic Perspective |
| title_full | 2024_Human Resource Management (HRM) Practices In Palestinian Authority Institutions: An Islamic Perspective |
| title_fullStr | 2024_Human Resource Management (HRM) Practices In Palestinian Authority Institutions: An Islamic Perspective |
| title_full_unstemmed | 2024_Human Resource Management (HRM) Practices In Palestinian Authority Institutions: An Islamic Perspective |
| title_short | 2024_Human Resource Management (HRM) Practices In Palestinian Authority Institutions: An Islamic Perspective |
| title_sort | 2024_human resource management (hrm) practices in palestinian authority institutions: an islamic perspective |