Mohamed Sulaiman

Bio: Mohamed Sulaiman is an academic researcher from International Islamic University, Islamabad. The author has contributed to research in topics: Small and medium-sized enterprises & Internationalization. The author has an hindex of 10, co-authored 20 publications receiving 355 citations. Previous affiliations of Mohamed Sulaiman include Universiti Sains Malaysia.

Internationalization and Performance: Small and Medium Enterprises (SMEs) in Malaysia

Abstract: Despite the importance of Small and Medium Enterprises (SMEs) and its role as a key participant in international business, empirical research on Malaysian SMEs in the area of internationalization has been limited. In an attempt to investigate the relationship of internationalization and performance of SMEs, this study focuses on SMEs in the Malaysian manufacturing sector. The conceptual framework is developed based on previous literature gaps on SME internationalization and firm performance. A sample of 77 SMEs in the manufacturing sector has participated in this research. Using a structured questionnaire, the data was collected through the post from SMEs located in the northern region of Peninsular Malaysia. The study showed a significant relationship between internationalization and performance. This result poses some implications to managers and policy makers.

Attitudes to pay systems: an exploratory study within and across cultures

Abstract: The present study investigates employees’preferences for criteria that are used in pay systems, namely, performance, cost of living, tenure, educational qualification, collective bargaining, skill, market rate, responsibility and special demands. The study also explored variation and similarities of employees’preferences for the criteria across four countries, namely Australia (N = 162), Indonesia (N = 100), Malaysia (N = 129) and Hong Kong (N = 39). The results indicate that the respondents prefer multiple criteria to determine their pay. Preferences for length of service and educational attainment were found to be significantly different across countries, particularly between Australian and Asian samples (Indonesian and Malaysia). This variation is, in part, attributed to cultural differences. Other variables, such as age, educational qualification, position, and industry sector, have been found to be significant correlates of preference for pay systems. Implications for reward management have been disc...

The Relationship between Islamic Piety (Taqwa) and Workplace Deviance with Organizational Justice as a Moderator

Abstract: Workplace deviance among employees is one of the most prevalent issues faced by today’s organizations globally. Many scholars are keen in studying this phenomenon of workplace deviance because of its high rate of occurrence and severe negative impact on organizations. Research supports the belief that workplace spirituality programs may result in encouraging positive outcomes and can benefit organizations with employees who are more principled, committed, productive, adaptive and innovative. Although, past studies on workplace deviance are well documented, providing an understanding as how situational or individual antecedents may lead to workplace deviance, the problem of workplace deviance remains. Particularly has not been studied from an Islamic perspective. Islam being a comprehensive religion and a complete code of life can provide a suitable solution to manage such an issue. Islamic Piety (Taqwa) is one the most important characteristic of a Muslim. Significantly Islamic spiritual and social responsibility both fall under the purview of Taqwa. An individual holding on to Islamic Piety (Taqwa) can showcase the best of his/her behavior. Therefore the current conceptual study intends to investigate the direct relationships between Taqwa and workplace deviance. In addition this study also proposes to investigate the moderating role of perceived organizational justice (a situational antecedent) between Taqwa and workplace deviance.

Employee motivation an Islamic perspective

Abstract: Purpose – This paper aims to provide an understanding of employee motivation from the Islamic perspective. The main objective of this paper is to understand Islamic motivation and to explore if Islamic spirituality, punishment and reward and justice motivate Muslim employees. Design/methodology/approach – Qualitative research approach was used to understand and examine the views of the respondents. Semi-structured interviewing technique was adopted, and the respondents were asked to share their own thoughts and understanding for each question provided. A sample of 13 experienced academicians and practitioners from renowned private organizations and academic institutions from Malaysia and Pakistan were selected for the present study. Findings – The study found that the conventional viewpoint of motivation varies from Islamic viewpoint in regard to motivation of employees. And significantly, Islamic spirituality, reward and punishment, and justice act more compellingly in improving employee’s motivation. Or...

Workplace Deviance and spirituality in Muslim Organizations

Abstract: Deviant workplace behavior of employees is becoming a common problem in today’s organizations. The increasing deviance has an economic as well as social cost associated to it, which victimizes the organization and its stakeholders. This Study is an attempt to study workplace deviance in Muslim organizations. A sample of 10 respondents was selected, 8 males and 2 females. Most of them have long experience in management. They are from various industries such as, manufacturing, telecommunications, banking and education. The study found that workplace deviance is of great concern to all organizations, highlighting that injustice or perception of not being treated fairly does provoke employees to indulge in such deviant behaviors. And significantly that with the help improving spirituality among employees, organizations can overcomes the prevailing issue of workplace deviance.

The Social Psychology of Groups

Abstract: The Social Psychology of Groups. J. W Thibaut & H. H. Kelley. New York: alley, 1959. The team of Thibaut and Kelley goes back to 1946 when, after serving in different units of the armed services psychology program, the authors joined the Research Center for Group Dynamics, first at M.LT and then at the University of Michigan. Their continued association eventuated in appointments as fellows at the Center for Advanced Study in the Behavioral Sciences, 19561957. It is during these years that their collaboration resulted in the publication of The Social Psychology of Groups. The book was designed to "bring order and coherence to present-day research in interpersonal relations and group functioning." To accomplish this aim, the authors introduced, defined, and illustrated basic concepts in an effort to explain the simplest of social phenomena, the two-person relationship. These basic principles and concepts were then employed to illuminate larger problems and more complex social relationships and to examine the significance of such concepts as roles, norm, power, group cohesiveness, and status. The lasting legacy of this book is derived from the fact that the concepts and principles discussed therein serve as a foundation for one of the dominant conceptual frameworks in the field of family studies today-the social exchange framework. Specifically, much of our contemporary thinking about the process of interpersonal attraction and about how individuals evaluate their close relationships has been influenced by the theory and concepts introduced in The Social Psychology of Groups. Today, as a result of Thibaut and Kelley, we think of interpersonal attraction as resulting from the unique valence of driving and restraining forces, rewards and costs, subjectively thought to be available from a specific relationship and its competing alternatives. We understand, as well, that relationships are evaluated through complex and subjectively based comparative processes. As a result, when we think about assessing the degree to which individuals are satisfied with their relationships, we take into consideration the fact that individuals differ in terms of the importance they attribute to different aspects of a relationship (e.g., financial security, sexual fulfillment, companionship). We also take into consideration the fact that individuals differ in terms of the levels of rewards and costs that they believe are realistically obtainable and deserved from a relationship. In addition, as a result of Thibaut and Kelley's theoretical focus on the concept of dependence and the interrelationship between attraction and dependence, there has evolved within the field of family studies a deeper appreciation for the complexities and variability found within relationships. Individuals are dependent on their relationships, according to Thibaut and Kelley, when the outcomes derived from the existing relationship exceed those perceived to be available in competing alternatives. Individuals who are highly dependent on their relationships are less likely to act to end their relationships. This dependence and the stability it engenders may or may not be voluntary, depending on the degree to which individuals are attracted to and satisfied with their relationships. When individuals are both attracted to and dependent on their relationships, they can be thought of as voluntarily participating in their relationship. That is, they are likely to commit themselves to the partner and relationship and actively work for its continuance. Thibaut and Kelley termed those relationships characterized by low levels of satisfaction and high levels of dependence "nonvoluntary relationships. …

The End of the Nation-State

Abstract: Development of local systems in various European countries is characterized by the strong increase of regionalism along with a greater flexibility in the distribution of normative competencies at different levels. Development is not uniform. In the beginning at least, these systems are shaped in accordance with a national rationale. However, the development of European integration, and the principle of subsidiarity, tend to standardize development and thereby challenge if not the nation-state, then its traditional way of functioning.