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    Impact of Islamic spirituality and Islamic social responsibility on employee happiness with perceived organizational justice as a mediator
    (Taylor & Francis As, 2020) Maham, Raj; Bhatti, Omar Khalid; Ozturk, Ali Osman
    The notion of employee happiness based on the Western mindset has received tremendous focus by researchers across organizational sciences for a long time. However, it seems that these studies have not paid sufficient attention on the model of employee happiness across other societies and religions such as the Islamic framework. The religion of Islam is a comprehensive and inclusive code of life which provides appropriate solutions to manage employee happiness concerns. The significance of the study provides an insight on how happiness can be enhanced within organizations by the practices of Islamic spirituality (IS) and Islamic social responsibility (ISR). Employee happiness is observed by individuals practising and demonstrating IS and ISR at the workplace. Additionally, this study examines the mediating role of perceived organizational justice between IS, ISR and employee happiness. This empirical investigation attempts to enhance our understanding of how IS and ISR impact employee happiness in the banking sector of Pakistan. The study uses survey data drawn from 500 employees working in Pakistani banks. Multiple regression is conducted to examine the impact of IS and ISR on employee happiness and perceived organizational justice as a mediator. The implication of this study is useful for trainers, educators, policy makers as practitioners, and researchers from various fields including organizational management, leadership and human development.
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    PRELIMINARY IDENTIFICATION OF ORGANIZATIONAL CULTURE STYLES IN THE PROCESS OF STRATEGIC PLANNING: EMPLOYEE PERCEPTION IN THE TURKISH PUBLIC HIGHER EDUCATION
    (Mehmet Akif Ersoy Univ, 2021) Ozturk, Ali Osman; Genc Tetik, Elif
    It is widely accepted that culture is an essential element to understand how any organization functions and public sector organizations are certainly not out of this. Comprehending organizational culture is a prerequisite to examine the public sector thoroughly because it forms the essence of all the actions, processes and outcomes in the organizations. Indeed, the vast majority of the previous studies emphasise that the concept has become much relevant with the strategy-making process in the public organizations, which mainly needs to be consistent with the culture types of organization. In times of change, the consistency between culture and strategy is key to create a sustainable organizational structure. The paper primarily intends to explore the culture of a higher education institution in Turkey and investigates to what extent the culture of the institution is ready for an organizational change, which is aimed to be generated through the strategic planning process. The empirical results show that hierarchical culture is seen as the most dominant existing culture among other types, while the desired culture, which the members of the institution would like to embrace, appears to be adhocracy culture. Theoretical, and empirical implications, are investigated throughout the paper.