Key points are not available for this paper at this time.
The study's primary goal was to develop a causal model that best links the employees' views on Islamic HRM principles, practices, and work engagement, as well as to determine which variables influenced organizational performance. Researcher-made survey instruments were used to implement descriptive-correlational and causal-comparative study designs. It was done in the Bangsamoro region and included 537 regular employees from different ministries using stratified random sampling. To interpret and analyse the data, the mean and standard deviation, Pearson Product-Moment Correlation, multiple regressions, and the structural modelling equation were employed. The study results show that the respondents in BARMM have a high level of agreement in their assessment of Islamic human resource management practices. The findings emphasize the considerable impact of Islamic principles and values on the implementing of human resource management (HRM) strategies. Moreover, the research reveals a positive perception among participants in the Bangsamoro Autonomous Region in Muslim Mindanao (BARMM) regarding the efficacy of strategic planning and Islamic HRM practices concerning HRM policies, workplace dynamics and work environment, and leadership qualities. However, there are areas for improvement, particularly regarding HRM policies, which need further clarification and consistency. A strong positive relationship between work engagement, Islamic human resource management practices, and strategic planning with organizational performance in BARMM was also noted. This study suggests that employee engagement is a key driver of organizational productivity, and aligning HRM policies with Islamic values and principles can enhance organizational productivity. The study also highlights the potential social benefits of implementing Islamic human resource practices in organizations and society.
Hanafe L. Abdulmalik (Fri,) studied this question.