Organisations are increasingly involved in what they call ‘ethical dilemmas’, that is, the conditions under which wrongdoing and righteous deeds must be defined once again because the line between right and wrong has blurred more than ever. In general, human beings have special moral characteristics in the individual and personality dimension that shape their thoughts, speech and behaviour. It is possible that the same people in the same position and organisation could be affected differently, and their ideas, speech and behaviour affect the efficiency and effectiveness of the organisation. Ethics can have positive or negative consequences at each organisational level. One of the effective factors on the occurrence of employees’ ethical behaviours is the role of spirituality in the work environment and humility of leaders. The purpose of this study is to investigate the effect of humility of Muslim leaders on the moral behaviours of followers and spirituality at work in Islamic society. The statistical population of the study was 370 Muslim employees of International Islamic University Malaysia. After distributing the questionnaires among the statistical population, 352 questionnaires were returned. The validity of the questionnaires was confirmed by the content validity method, and its reliability was confirmed by Cronbach’s alpha. In this research, the structural equation modeling approach and Amos software were used to analyse the data. All hypotheses were confirmed at a 95% significance level. The results showed that the humility of leaders has a positive and significant effect on spirituality in the workplace and work ethic of followers. Spirituality in the workplace has also a positive effect on employees’ work ethic.Contribution: It is recommended that the officials of organisations should pay attention to spirituality in the workplace and the humility of managers and supervisors towards employees in order to promote work ethics. Further, it can be concluded that organisations can increase the ethical behaviours of employees by promoting the components of organisational spirituality.

Human resource management (HRM) in public organizations managed based on a balanced scorecard requires a different narrative on the map of strategic goals than in private organizations. However, this issue is not widely recognized and discussed. This study aims to identify strategic goals and outline an HRM strategy with a stakeholder approach from a corporate culture perspective based on a balanced scorecard by examining and highlighting areas that should be included in the revised narrative. This exploration was carried out through qualitative research, particularly a thematic analysis based on data from the Kish Free Zone Organization. Therefore, using the themes obtained, a human resources strategy map was presented based on a balanced scorecard. The six-step Clarke-Braun process and the three-step Attride-Stirling thematic classification method were combined into a thematic network, and a seven-step research process was created. Data was collected through interviews with stakeholders in the Human Resources (HR) unit. These stakeholders are (1) HR employees (2) employees of other entities (3) senior and middle management (4) family of employees (5) HR department of related companies (6) retirees, and (7) customers of this entity. To identify strategic goals and a human resource strategy map, 187 main topics, 39 organizational topics, and 12 global themes were identified after transcription of the interviews, including (1) the development of family policies (2) promoting the well-being, health, and well-being of employees (3) improving productivity HR department (4) promoting the human dignity of the staff (5) developing an organizational culture based on customer orientation and innovation (6) empowering employees (7) development HR information system (8) strategic recruitment and retention of employees (9) performance management and development employees (10) strategic transformation of HRM based on research and process reform (11) adjusting the allocation and use of the HR budget to the organization's strategy and (12) improving the accounting mechanism for the personnel budget. This study is innovative due to the proposed approach to redesign the strategy map and the balanced scorecard from a human resource management perspective, methodically, due to adopting a combined thematic analysis process and constructing related narratives and stakeholder approaches from a corporate culture perspective.

Purpose: Due to the political, economic and infrastructure barriers and risks that international entrepreneurs (IEs) face when researching an emerging economy's agrifood sector, this research aims to identify the major barriers, analyse their relationships, quantify their importance, classify and rank them. Thus, the IEs will gain a better understanding and vision of their decision-making processes in this era.Design/methodology/approach: To do this, the authors first created a list of barriers to entry for IEs into Iran's rising economy's agrifood industry. Following that, a multi-layer decision-making approach was developed and implemented to accomplish the research objectives. The first stage utilized a hybrid of interpretive structural modelling (ISM) and cross-impact matrix multiplication applied to classification (MICMAC) to depict the level-based conceptual model and classification of the IEs’ obstacles to entry into the agrifood sector. Following that, a hybrid decision-making trial and evaluation laboratory (DEMATEL), and analytic network process (ANP) called DANP was utilized to present a causal relationship between the barriers, identify their causes and effects, and also quantify the relevance of each barrier.Findings: After employing the multi-layer decision-making approach, the results demonstrated that fundamental limitations, including infrastructure and technology limitations, are the most critical barriers alongside policy factors encompassing governmental support and access to global or regional economy/market. According to the results, innovation and economic sustainability of the agrifood supply chain also matter. All of these critical barriers are intertwined and should be planned and solved simultaneously. Furthermore, based on DANP results, the sustainability pillars (economy, environment, society), besides the low efficiency of the agrifood sector in Iran, should be investigated further for future policy makings.Originality/value: A hybrid multi-layer decision-making approach has been used for analysing the barriers of investment in the agrifood sector of the emerging economy of Iran for the international entrepreneurs. Moreover, the authors provide implications and insights for IEs and officials for decision-making in the future.

One of the critical crises observed in human society, especially in the so-called advanced and industrial societies, is the spiritual crisis. Spirituality in various types of cultural and religious concepts is considered a spiritual path one in which can achieve something like a high level of consciousness, wisdom or union with God. In addition, self-esteem is a sense of worth. This feeling comes from the sum of our thoughts, feelings, emotions and experiences throughout life. Dignity also means honour and pride, which has been mentioned many times in the Qur’an. In contrast to dignity, there is humiliation, which means lack of dignity in which one simply accepts defeat. Religious teachings, especially Islamic teachings, do not summarise dignity as wealth, luxury and the enjoyment of material possibilities, but interprets dignity as spirituality, and liberation from the shackles of worldliness, which give Muslims a moral identity. The main purpose of this study is to investigate the mediating role of moral identity between spiritual intelligence and self-esteem of Muslims. The statistical population includes 834 Muslim employees working in 20 branches of one Iranian university. Necessary data were collected by standard questionnaires. Pearson’s correlation coefficient and regression analysis in SPSS software (Statistical Package for the Social Sciences) were used to analyse the data. According to the results of the analysis, there is a positive relationship between spiritual intelligence and self-esteem of Muslims. There is also a positive relationship between moral identity and self-esteem. Furthermore, moral identity plays a mediating role in the relationship between spiritual intelligence and self-esteem, and it strengthens this relationship.Contribution: The present study proves the mediating role of ethical identity on the relationship between spiritual intelligence and self-esteem in an Islamic society.

Los medios sociales desempeñan un papel importante en muchos aspectos de la vida organizacional y se han vuelto cada vez más importantes en las decisiones de reclutamiento de personal. El propósito de este estudio es comprender los asuntis clave en el uso de la huella en Internet en el proceso de reclutamiento, mediante el análisis del tema como método de investigación, se entrevistaron 10 gerentes del departamento de recursos humanos de bancos iraníes que fueron responsables del reclutamiento de empleados. Nueve temas surgieron del análisis: (a) el uso de la huella en Internet aumenta la complejidad de los procesos de empleo; (b) el uso de la huella en Internet en los procesos de empleo conduce a la optimización y la adquisición de visiones con respecto a los solicitantes de empleo; (c) el impacto y el importante papel positivo de las redes sociales en el mantenimiento de los empleados; (d) la conexión de las redes disponibles en las redes sociales conduce a la detección de oportunidades recíprocas y a la construcción de puentes entre los solicitantes de empleo y los empleadores; (e) la función y la implicación deseada de las redes sociales en los procesos posteriores al empleo; (f) la necesidad de actualizar el conocimiento de los gerentes de recursos humanos con respecto a los cambios continuos en las condiciones ambientales; (g) la necesidad de ofrecer una oportunidad a los solicitantes de empleo en puestos de alto nivel dentro de una organización para explicar los resultados negativos de la información recopilada a través de la huella en Internet del solicitante en el ciberespacio; (h) la necesidad de medir la precisión de la información recopilada de las redes sociales; (i) la necesidad de educar, construir cultura y crear las infraestructuras esenciales para el uso de las redes sociales en la sociedad y entre los empleados. Los resultados de este estudio proporcionan información sobre los efectos de las huellas en Internet en las decisiones de reclutamiento, la reducción de las medidas disciplinarias y el despido de empleados.

One of critical issues confronting transferred commercial banks is a significant lack of operations managers with executive leadership abilities. Therefore, this study seeks to discover the lived experiences of some authorities regarding transition of leadership and planning of executive succession; more specifically, this study focuses on understanding the impact of branch managers on decisions to use succession planning instate commercial banks. Participants include 12 managers of bank branches and data collection instrument is open interviews. Results showed that the meaning of leadership transition and succession planningof branch managers were continuously expressed as the mainconcernsto leave the organization. The primary meaning of leadership transitionfor branch managers is the status of organization towards their probablepe rspective. The secondary meaning for branch managers is equivalent toleadership change process. The meaning of branch managers is focused on assurance ofa transition process which is well-timed and planned.