/jurnalpengurusan Tue, 11 Oct 2022 07:50:52 +0000 en-US hourly 1 https://wordpress.org/?v=6.9.1 /jurnalpengurusan/article/tadbir-urus-syariah-dalam-industri-takaful-di-malaysia-implikasi-pasca-akta-perkhidmatan-kewangan-islam-2013/?utm_source=rss&utm_medium=rss&utm_campaign=tadbir-urus-syariah-dalam-industri-takaful-di-malaysia-implikasi-pasca-akta-perkhidmatan-kewangan-islam-2013 Tue, 11 Oct 2022 07:50:52 +0000 /jurnalpengurusan/?post_type=article&p=5417 Takaful industry was first introduced into Malaysia about 30 years ago when the first takaful operator was established to fulfil the need of the Muslim community to be protected based on the Islamic principles.Takaful operations are regulated and supervised by BNM and various changes have been made to ensure the strengthening and stability of the takaful industry including the shariah governance legislation. The aim of this paper is to analyze the legal provisions of Central Bank of Malaysia Act 2009 and Islamic Financial Services Act 2013 in terms of shariah governance in takaful industry at Malaysia. This study interviewed seven informants comprising officers from the Department of Shariah and Shariah Committee of Takaful Company (SPT), which have involved directly in the shariah governance process of takaful industry. The findings indicate that the legal provisions of Islamic Financial Services Act 2013 have given positive implication for shariah governance of takaful industry since the legal provisions are clear and detailed such as the role of the SAC of BNM and the SC of Takaful Operators.

]]> /jurnalpengurusan/article/do-persons-with-disabilities-act-2008-and-organizational-culture-influence-managerial-intention-to-hire-persons-with-disabilities-the-malaysian-perspective/?utm_source=rss&utm_medium=rss&utm_campaign=do-persons-with-disabilities-act-2008-and-organizational-culture-influence-managerial-intention-to-hire-persons-with-disabilities-the-malaysian-perspective Sun, 09 Oct 2022 05:22:21 +0000 /jurnalpengurusan/?post_type=article&p=4181 People generally tend to perceive persons with disabilities (PWDs) as “risky hires,” thus denying PWDs jobs for which they are qualified and capable of doing. Reasons for discrimination against PWDs are numerous, ranging from a lack of understanding of disability to an absence of effective policies and legislations to protect PWDs’ employment rights. It has been over 6 years since the Malaysian Persons with Disabilities Act (PWDA 2008) was enacted. Whether this Act has the intended impact on hiring decisions for Malaysians with disabilities has yet to be empirically ascertained. In addition, no known research exists concerning the type of organizational culture that is more supportive of disabled job applicants. Hence, the present study explores how these two factors might influence managerial intention to hire PWDs. Using a survey questionnaire, data were obtained from 201 non-disabled employers from various organizations in Sabah and Labuan, Malaysia. As hypothesized, the PWDA (2008) and organizational culture significantly predict the intention to hire PWDs. The findings hold important implications for policy makers and interest groups.

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