This study investigates non-academic employees’ perceptions of their line managers’ leadership styles at a private university in Malaysia and how these perceptions influence their intention to remain employed. Employing a qualitative approach and the path-goal theory as a theoretical framework, data were collected through purposive sampling from 10 non-academic employees and analyzed thematically using NVivo 12 software. The findings reveal that a supportive and participative leadership style fosters an informal leadership dynamic between line managers and subordinates. Informal leadership behaviors encompass affective qualities and effective communication that enable the development of close relationships outside the workplace, facilitating increased employee engagement and motivation levels. Consequently, this approach notably improves employee retention. This study offers a comprehensive understanding of informal leadership styles contributing to enhanced human resource management at the private university while providing an inclusive perspective on employees’ perceptions and their intention to remain employed. Finally, we propose a model of employees’ perception of leadership styles as the main driver that better serves their intention to stay in organizations.

Several studies have investigated Islamic endowment (Waqf), but less attention has been given to the application of legal principles of Islamic objectives in the regulation and management of Islamic endowments in Muslim communities. The primary focus of this study is to explore the legal implementation of Maqasidush-Shari’ah or otherwise known as the Objectives of Islamic Law, as evidenced in Islamic charitable endowments. This study employs an analytical research approach (ARA), systematic literature review (SLR) and content analysis (CA) to demonstrate and evaluate how the Waqf institution can be revitalized in contemporary times, drawing parallels with its effective implementation during the formative years of Islam, rooted in the principles of Maqasidush-Shari’ah. The results demonstrate that the efficacy of Waqf typically stems from the societal advantages it offers, derived from the safeguarding of faith, property, life, honour, and lineage, which are fundamental of Maqasidush-Shari’ah or objectives of Islamic law. The study further demonstrated that Islamic endowment has various benefits such as providing grant to the social development and interests to the public. However, various challenges such as knowledge deficit in the application of Shari‘ah principles in Waqf, lack of a developed framework for managing various types of Waqf among others are identified. Nonetheless, effective regulation and management of Waqf applications of Islamic objectives on Waqf. In conclusion, this study has underscored the significant contributions of the Islamic endowment system across various spheres, including social welfare, scientific advancements, economic prosperity, and healthcare, all of which align with the objectives of Islamic legal principles encapsulated in Maqasidush-Shari’ah. Hence, the research ultimately proposes several favourable elements that could bolster the resurgence of Waqf in contemporary times, reviving its significance and societal impact. It is therefore suggested that the stakeholders should enhance understanding of the policies, legal principles, and governance structures governing Waqf as an Islamic charitable foundation, substantiated by Islamic objectives (Maqasidush-Shari’ah).

The UN agenda of Sustainable Development Goals (SDGs) 2015–2030 is a holistic approach. Universities play an important role in dissemination of quality knowledge, developing the skills and attitudes of a large number of youth across the world. Though the emphasis on Education for Sustainable Development (ESD) started as early as 1992, yet Universities adopted the concept of Green Campus integrating the environmental, social and economic aspects of sustainability quite recently. In developing countries including Pakistan, the Green Campus Initiatives (GCI) have not been implemented in the majority of the Universities. Northern Pakistan comprising Azad Jammu & Kashmir (AJ&K) and Gilgit Baltistan (GB) faces multiple challenges including Climate Impacts at the top. The fragile ecosystem of the region requires more sustainable initiatives at the University and community levels. In this research, the readiness of the seven universities located in Northern Pakistan have been assessed for GCI on the basis scanning of the websites and questionnaire survey of the relevant stakeholders. The results have shown that there is little commitment of resources for sustainability from senior management, lack of awareness in faculty & staff and less research focus on the related themes of green campus. The co-curricular activities in universities are not linked with sustainability and there are no incentives for faculty, staff and students to this end. It has been recommended that Green Campus Framework may be developed for Pakistani Mountain Universities, with commitment from leaders of the universities and allocation of sufficient resources for development of sustainable campuses. The Higher Education Commission of Pakistan (HEC) needs to allocate special funds for promoting GCI across universities in Pakistan.

Most airport development projects entail disputes due to the features that are distinctive and complicated. Disputes can be minimized through creative problem-solving by implementing knowledge management practices into the system. This study investigates the direct influence of knowledge management (KM) on dispute minimization (DM) along with the key factors for developing a strategy that can enhance KM success. A mixed method was adopted including statistical data analysis based on the PLS-SEM and descriptive analysis with the SECI (Socialization, Externalization, Combination, Internalization) model approach for strategy development. These findings show that KM has a positive and significant direct influence on DM, while the factors that are considered to have a significant influence on KM success are human resources management (HR) and learning & training (LT) on airport development projects in state-owned airport companies. This research supports the importance of a well-developed HR system accompanied by regular LT to all members of the organization to optimize and encourage the spread of knowledge in the organization.

Based on the analysis of phenomenology and etymology, we argue that as three different components of Chinese philosophy, Confucianism, Taoism and Buddhism focus on human beings’ transcendence of behavior, body, and mind, which is made concrete as Ming (name of reputation), Qi (physical body), and Dao(way)-De(virtue), respectively. Chinese philosophy has its own system, but it is still a philosophical component in ontology, and its constituent elements are identified as “affirmative universal” by Euler’s Identity Diagrams in contrast both to existences in Heidegger’s triad Seinede-Dasein-Sein ontology, i.e., Being-Beings-To be, and to Freud’s triple self-Ego, Id (body-ego), and Superego. Taoism shapes the physical id with the “Type 1” natural Dao(way) personality”,Buddhism shapes the bodhisattva”Type-1” selfless De(virtue) personality and Confucianism pursues the mediocre”Type 0” social Dao-de(morality)personality”. Therefore, when q equals p, the ideal personality shaped by Chinese philosophy is the perfect combination of the three, displaying its “affirmative particular” unity in elemental composition and the ideal realm of Chinese philosophy follows the Euler’s Identify. Individuals who believe in the tenets of Chinese philosophy should have the personality of triadic mixtures. Nevertheless, one may become an extremely selfish hypocrites wearing social masks while one’s morality value reaches 1.