Purpose − The study aims to determine what factors influence the use of technology in zakat institutions in Indonesia using the Technological, Organizational, Environmental (TOE) model. Methodology − This research is based on a quantitative online survey of 125 amils at zakat institutions in Indonesia. The sample consisted of 55% men and 45% women. Data were analyzed using SPSS 26 and PLS-SEM to test variables and hypotheses. Findings − The results showed that organizational readiness and external pressure have a significant positive impact on the use of technology in zakat institutions. Interestingly, Information Technology (IT) infrastructure and interoperability do not significantly affect technology usage because technology users want it to be easy-to-understand and easy-to-use. Thus, an easy-to-understand and easy-to-use technology give an excellent opportunity to achieve the zakat institution's goals. Originality − This study is one of the first to examine the impact of the variables in the TOE Model on technology usage in Indonesian zakat institutions during the COVID-19 pandemic. Research limitations − This study was conducted using cross-sectional data, which has limitations in explaining the relationship between variables that are likely to change over time. In addition, some respondents were not familiar with the proposed questionnaire. Lack of understanding may cause respondents to answer questions improperly. Practical implications − The results are essential for all stakeholders of zakat institutions, especially policymakers, to increase the use of technology to affect the performance of zakat institutions in the context of the realization of zakat, infaq, sadaqah (ZIS) collection in Indonesia.

Turnover intention has a significant impact on the productivity, efficiency and commitment of bank employees, which in turn affects the overall profitability of the banking sector each year. Therefore, job satisfaction plays a crucial role in increasing employee satisfaction and thus reducing turnover intention. This conceptual paper examines the determinants of job satisfaction which are performance appraisal, training and development and compensation that affect turnover intention in the Malaysian banking sector with job satisfaction as a mediating variable. It was found that adequate performance appraisal, training and development, and compensation in line with employees' preferences can significantly increase overall job satisfaction and reduce turnover intention in advance.

Volume 49: Reward Administration System Enhancing Organizational Commitment: An Islamic Viewpoint

The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relationship between participation in pay operations and satisfaction with intrinsic job conditions was not significant. Third, the relationship between participation in pay plans and satisfaction with extrinsic job conditions was significance. Finally, the relationship between participation in pay operations and satisfaction with extrinsic job conditions was significance. This finding demonstrates that participation in pay plans and participation in pay operations do not act as important predictors of employees’ satisfaction with intrinsic job conditions. Conversely, participation in pay plans and participation in pay operations do act as important predictors of employees’ satisfaction with extrinsic job conditions. Further, this research delivers discussion, implications and conclusion.

To address the pervasive challenges of resource inefficiency and static management in the hospitality sector, this study proposes a novel management framework that synergistically integrates Model Predictive Control (MPC) with Green Human Resource Management (GHRM). Methodologically, the framework establishes a dynamic closed-loop architecture that cyclically links environmental sensing, predictive optimization, plan execution and organizational learning. The MPC component generates data-driven forecasts and optimal control signals for resource allocation. Crucially, these technical outputs are operationally translated into specific, actionable directives for employees through integrated GHRM practices, including real-time task allocation via management systems, incentives-aligned performance metrics, and structured environmental training. This practical integration ensures that predictive optimization is directly coupled with human behavior. Theoretically, this study redefines hospitality operations as adaptive sociotechnical systems, and advances the hospitality energy-saving management framework by formally incorporating human execution feedback, predictive control theory, and dynamic optimization theory. Empirical validation across a sample of 40 hotels confirms the framework’s effectiveness, demonstrating significant reductions in daily average water consumption by 15.5% and electricity usage by 13.6%. These findings provide a robust, data-driven paradigm for achieving sustainable operational transformations in the hospitality industry.

To address the critical issue of insufficient student engagement in higher education, this study maps the intellectual landscape of how "Teacher Positive Leadership," a proactive evolution from "teacher support" empowers students. Using a scientometric approach, we conducted a visual analysis with CiteSpace on 243 core articles from the Web of Science (2005–2025). The analysis identified research hotspots, foundational theories, and emerging frontiers. Results show that research in this domain centers on a core pathway: "teacher leadership → student psychological mechanisms (e.g., self-efficacy, motivation) → study engagement/achievement," with achievement goal theory and study engagement theory as its primary theoretical foundations. A dynamic trend was also identified, showing a research evolution from focusing on academic outcomes to a deeper concern for students' psychological processes and well-being. We conclude that the shift to a "teacher positive leadership" framework is a necessary evolution in educational research and highlight a promising future direction: developing integrated models that explore multiple psychological mechanisms, such as psychological capital and achievement goals, in diverse cultural contexts.