Suchergebnisse

PurposeThe purpose of this paper is to review the corporate social responsibility (CSR) concept in Egypt via six sub-purposes which are the operational definition, activities, corporations' strategic direction, budgeting and drivers for and obstacles against CSR alongside the implications of the January 25th 2011's revolution on the concept.Design/methodology/approachThis research is a perception study adopting a mixed methodology. A sample of 20 corporate managers undertaking CSR activities had been interviewed. Results are analyzed using content analysis and non-parametricz-tests.FindingsThe research identified the prevalent hands-on definitions of CSR which highlight an identification problem, as well as the leading two activities undertaken that are highly linked to the lack of a corporate strategic direction. Also, it showed that budgeting was a vague undisclosed aspect and further highlighted the drivers for and obstacles against CSR before and in transition post January 25th 2011, revolution.Practical implicationsThis overview serves as a building block for practitioners to identify the CSR build-up in Egypt, to guide further current or future endeavors undertaken.Originality/valueThis paper provides a genuine contextualized review of CSR in Egypt that had been a reported gap in literature by identifying its operational definition, activities, budgeting, corporations' strategic direction and drivers for and obstacles against the concept in light of the timeline pre and in-transition post the January 25th 2011 revolution.

PurposeThis paper aims to look into Islamic CSR, a literature domain that is rarely researched. The article has three goals. First, it provides an overview of the varying conceptualizations and paradigms underpinning CSR. Second, it presents an analogy relating commonalities and deviations between Islam and some of the basic international CSR paradigms. Third, it proposes a novel model of Islamic CSR based on the Islamic legislation (shar'iah) and applies it to an MNC with explicit application of Islamic CSR.Design/methodology/approachA case study of an explicitly Islamic‐abiding corporation has been investigated to test for the applicability of the proposal model. Semi‐structured interviews have been employed with both the CSR and the HR Heads in Egypt. In addition, various corporate communications have been also utilized in this study.FindingsThe research reflects upon international paradigms of CSR versus the Islamic one, highlighting its origins and providing an analogy among both perspectives. Also, a new model is developed and further put into action by the case study employed. Further research is needed to assess further the generalizability of the proposed model, especially with companies operating in Muslim‐majority countries and, hence, with potential implicit application of Islamic CSR.Research limitations/implicationsGeneralization of the model cannot be generated at this stage of the model development. Further large‐scale empirical research is needed for further development of the proposed model.Practical implicationsThis research would prove useful for corporations operating in Muslim‐majority countries as well as for managers of companies interested in understanding the Islamic perspective on important contemporary world issues like CSR.Originality/valueThis article put forth a comprehensive Islamic CSR model based on the shari'ah while presenting the commonalities and differences between basic international CSR paradigms and the Islamic perspective on CSR.

PurposeThe purpose of this paper is to present and discuss the recruitment conditions of multinational companies (MNCs) in Egypt, along with problems and de‐recruitment activities such MNCs face.Design/methodology/approachSurveys in the form of questionnaires were used and data from 55 MNCs operating in Egypt were acquired to investigate the recruitment function's processes and problems MNCs faced along with de‐recruitment practices MNCs undertake.FindingsResults indicated that small and medium enterprises (SMEs) showed higher adoption rate of the recruitment process than large enterprises (LEs). In addition, results indicated that the recruitment function is perceived to be run jointly by human resource management (HRM) and line management, giving an upper hand to HRM. In general, two sets of problems facing recruitment were revealed; candidate‐ and organization‐related problems, where the former had been more frequently reported by SMEs rather than LEs. Finally, the findings illustrated the actual de‐recruitment practices undertaken by MNCs operating in Egypt. SMEs adopted less aggressive de‐recruitment activities than LEs, where mainly recruitment freezing and early retirement are mostly used.Originality/valueThis paper highlights three under‐researched areas by studying the organizational size dimension of recruitment and identifying the pattern of de‐recruitment activities employed by MNCs of different sizes, and also identifying recruitment problems facing MNCs in Egypt. Such findings could help organizations either planning to start up or in enhancing their operations in the Egyptian market. As well, these findings provide insight to recruits about the recruitment stages and problems they might encounter.

Despite continuous public interest in leadership studies as well as the abundance of extant literature, the world continues to face leadership predicaments. Given the global crises mankind has been recently exposed to, which include the financial crisis of 2008 as well as the COVID-19 pandemic, further exploration of leadership concepts seems warranted. This edited book aims at introducing the concept of Balanced Leadership from an Islamic perspective. Drawing on both leadership and Islamic studies, the book synchronizes between secular and religious knowledge domains whilst introducing the notion of balance to mainstream leadership literature. The conceptualizations presented in the book serve to dissect the leadership literature, present historical and philosophical accounts of the balanced leadership concept and infuse that with Islamic theology. The book is useful for practitioners interested in leadership studies as well as scholars and researchers aiming at extending the leadership literature