Abstract

Shariah audit is an essential key function to ensure Shariah compliance in Islamic banking institutions. Shariah audit complements existing functions of conventional internal audit, which is lacking in providing adequate assurance on Shariah compliance. Hence, there is a need to incorporate Shariah audit function to existing corporate governance framework of Islamic banks (IB). However, there is not much guidance that auditors could refer to in order to perform comprehensive Shariah audit procedure. The current study intends to provide in-depth explanation on the process of internal Shariah audit, particularly on the planning, execution and reporting, also follow up phases. If focuses on the application of risk-based internal audit (RBIA) approach in the practices. The study adopts a qualitative approach of single case study in an attempt to achieve its objectives. By providing detailed explanation on practices of internal Shariah audit in Islamic banks, findings are expected to contribute in supplying valuable in-depth information for Islamic banks, as well as other Islamic institutions. This information is especially important for in strategizing internal Shariah audit practices as an important control and monitoring strategy in their business operation.

Highlights

  • Organizations tend to compete on the basis of their human resources, ; currently, human resource is considered as the most effective and important resource of the organization that enables them to gain a competitive advantage (Alsakarneh et al, 2018)

  • ; it is highly effective for the employees to get appreciated and rewards are being distributed on the basis of their performance

  • Tangible rewards are being used at a certain level for the employees to increase their motivation and loyalty as well, ; it is difficult to say that tangible rewards are directly linked with organizational effectiveness

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Summary

Introduction

Organizations tend to compete on the basis of their human resources, ; currently, human resource is considered as the most effective and important resource of the organization that enables them to gain a competitive advantage (Alsakarneh et al, 2018). ; there are different methods and measures used in order to analyse the performance of the employees which able to offer rewards whether they are tangible or intangible (Yousaf et al, 2015) It is being done in the private or public sector as well because the main purpose of these features is to motivate the employees that enable them to contribute towards organizational effectiveness and efficiency as well. For that purpose; it is required to develop the effective reward system that illustrates organizational mindset and enable their employees to facilitate learning and productivity In this way; performance appraisal or evaluation system should be effective key success factor along with the performance indicators should be fine adequately so the employees are able to meet the expectations and they should be aware of the organization strategy regarding the rewards. This will help the corporate sector of Iraq to use the findings of the study and bring the effective reward system in the organization to increase its effectiveness

Literature Review and Hypotheses Development
Rewards and Organizational Effectiveness
Rewards and Organizational Citizenship Behaviour
Tangible Rewards and Organizational Effectiveness
Intangible Rewards and Organizational Effectiveness
Organizational Citizenship and Organizational Effectiveness
Methodology
Result and Analysis
H2: Intangible Rewards Org Effectiveness
10. Discussion
11. Managerial Implication of the Research
Findings
12. Limitation and Future Research
Full Text
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