Abstract
Managing human talents from religion perspective meets various challenges. The gaps of understanding and applications of Islamic principles have caused the discrimination and favoritism among the different candidates’ background. Talent identification from Islamic principles is relevant to be practiced in the modern world. This study was aimed to identify the level of talent identifications from Islamic perspective among government-linked companies (GLCs) in Malaysia and its effect on organizational justice. Mean was witnessed at 4.087 which represented high level of talent identifications from Islamic perspective. From the correlation analysis, Islamic human talents identification and organizational justice have shown a significant relationship from one to another. The correlation between independent and dependent variables was positive and highly significant at the 0.01 level (two tailed). Thus, the relationship between Islamic human talents identification variables and organizational justice was strong. This study has revealed that the Islamic principles were the main key for Malaysia’s GLCs to increase the number of potential leaders. Positive acceptance of Islamic principles will avoid unbiased and unethical exercises where justice meets in every single task. Islamic principles allow employees to conform to the good way to reach success in their life to perform greater and always meet the expectation of their employers.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
Abbasi, A. S., Rehman, K. U., & Bibi, A. (2010). Islamic management model. African Journal of Business Management, 4(9), 1873–1882.
Abulhassan, M. S. (2010). Development issues in Islam (1st ed.). Research Centre International Islamic University Malaysia.
Abuznaid, S. (2006). Islam and management: What can be learned? Thunderbird International Business Review, 48(1), 125–139.
Ahmad, K. (2008). Challenges and practices in human resource management of the Muslim world. The Journal of Human Resource and Adult Learning, 4(2).
Ahmadi, F., Ziaei, M., & Sheikhi, Z. (2011). Relationship between organizational justice and human resource productivity in public organizations of Kurdistan Province. Institute of Interdisciplinary Business Research, 3(5).
Aizzat, M. N., & Kuan, S. L. (2011). Organizational justice, age, and performance connection in Malaysia. International Journal of Commerce and Management, 21(3), 273–290.
Ali, A. (2005). Islamic perspectives on management and organization. Cheltenham: Edward Elgar Publishing.
Ali, A. J. (2010). Islamic challenges to HR in modern organizations. 39(6), 692–711.
Baddar Al-Husan, F. Z., Brennan, R., & James, P. (2009). Transferring Western HRM practices to developing countries the case of a privatized utility in Jordan. Personnel Review, 38(2), 104–123.
Branine, M., & Pollard, D. (2011). Human resource with Islamic management principles: A dialect for a reverse in management. Personel Review.
Bux, S. R., Ahmad, H. A., & Othman, H. (2009). Talent management at Government-Linked Companies (GLCs): Transformation, innovation and partnership. Malaysia Productivity Corporation (MPC).
Creswell, J. W. (1994). Qualitative inquiry and research method: Choosing among five approaches (2nd ed.). Thousand Oaks: Sage.
Dahlan, A. N. (2009). The critical success factors for the effective performance of Malaysian Government linked companies. Lismore: Graduate College of Management, Southern Cross University.
Davies, B., & Davies, B. J. (2010). Talent management in academies. International Journal of Educational Management, 24(5), 418–426.
Dzansi, D. Y., & Dzansi, L. W. (2010). Understanding the impact of human resource management practices on municipal service delivery in South Africa: An organizational justice approach. African Journal of Business Management, 4(6), 995–1005.
Endot, S. (1995). The Islamisation process in Malaysia. PhD Thesis, University of Bradford.
Eriksson, P., & Kovalainen, A. (2008). Qualitative methods in business research (1st ed.). London: Sage Publications.
Gall, M. D., Borg, W. R., & Gall, J. P. (1996). Educational research: An introduction. White Plains: Longman.
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, 3(148).
Hashim, J. (2009). Islamic revival in human resource management practices among selected Islamic organisations in Malaysia. International Journal of Islamic and Middle Eastern Finance and Management., 2(3), 251–267.
Hashim, J. (2010). Human resource management practices on organizational commitment: The Islamic perspective. Personal Review, 39(6), 785–799.
Kamel Mellahi, K., & Budhwar, P. S. (2010). Introduction: Islam and human resource management. Personnel Review, 39(6), 685–691.
Kehinde, J. S (2012). Talent management: Effect on organizational performance. Journal of Management Research, 4(2).
Khan, B., Farooq, A., & Hussain, Z. (2010). Human resource management: An Islamic perspective. Asia-Pacific Journal of Business Administration, 2(1), 17–34.
Leech, N. L., & Onwuegbuzie, A. J. (1994). An array of qualitative data analysis tools: A call for qualitative data analysis triangulation. School Psychology Quarterly.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16, 139–154.
Malik, M. E., & Naeem, B. (2011). Impact of perceived organizational justice on organizational commitment of faculty: Empirical evidence from Pakistan. Interdisciplinary Journal of Research in Business, 1(9), 92–98.
Mellahi, K., & Budhwar, P. S. (2010). Introduction: Islamic and human resource management. Personal Review, 39(6), 685–691.
Metcalfe, B. D. (2007). Gender and human resource management in the middle east. International Journal of Human Resource Management, 18(1), 54–77.
Mohamad, M. (2000). Islam and the Muslim Ummah (1st ed.). Pelanduk Publications (M) Sdn. Bhd., Malaysia.
Murtaza, G., Shad, I., Shahzad, K., Shah, M. K., & Khan, N. A. (2011). Impact of distributive and procedural justice on employee’s commitment: a case of public sector organization of Pakistan. European Journal of Economics, Finance and Administration Sciences.
Mustafa Kamil, B. A., & Mohd Salleh, M. C. (2013). The need for effectiveness talent management practices among Islamic financial institutions in Malaysia. 4th international conference on business and economic research (4Th ICBER 2013) proceeding.
Nik Ab Rahman, N. M., & Shahid, S. (2009). Islamic HRM practices and employee commitment: A test among employees of Islamic banks in Bangladesh. Graduate School of Business, Universiti Kebangsaan Malaysia.
Pisal, M. (2012). Issues and challenges in talent management in The Islamic Financial Services Industry. Islamic Finance News Guide.
Ramley Alan, S. Z., Radzi, S. M., & Helmi, M. A. (2011). An empirical assessment of hotel managers turnover intentions: The impact of organizational justice, Faculty of Hotel and Tourism Management. Journal of Tourism, Hospitality and Culinary Arts
Ross, S. (2013). How definitions of talent suppress talent management. Industrial and Commercial Training, 45(3), 166–170.
Stephenson, E., & Pandit, A. (2008). How companies act on global trends: A Mckinsey global survey. Boston: McKinsey.
Syed Abd Nasir, S. J., Hassan, R., Embi, R., & Rahmat, A. K. (2012). Managing talent in two leading companies in Malaysia (Vol. 21). 2012 international conference on technology and management lecture notes in information technology.
Tansley, C., Harris, L., Stewart, J., & Turner, P. (2007). Talent management: Strategies, policies and practices. London: Chartered Institute of Personnel and Development.
Tayeb, M. (1997). Islamic revival in Asia and human resource management. Employee Relation, 19(4), 352–364.
Acknowledgment
The authors would like to thank the Ministry of Higher Education (MOHE) of Malaysia for allocating the fund for this research project and Fundamental Research Grant Scheme and Universiti Teknologi MARA (UiTM) Melaka for the support and guidance.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2015 Springer Science+Business Media Singapore
About this paper
Cite this paper
Osman, I., Omar, R., Mahphoth, M.H., Hashim, M.J.M. (2015). Islamic Perspective of Human Talent Identification and Organizational Justice: Evidence from Government-Linked Companies in Malaysia. In: Omar, R., Bahrom, H., de Mello, G. (eds) Islamic perspectives relating to business, arts, culture and communication. Springer, Singapore. https://doi.org/10.1007/978-981-287-429-0_31
Download citation
DOI: https://doi.org/10.1007/978-981-287-429-0_31
Publisher Name: Springer, Singapore
Print ISBN: 978-981-287-428-3
Online ISBN: 978-981-287-429-0
eBook Packages: Humanities, Social Sciences and LawSocial Sciences (R0)