CROSS-CULTURAL HR MANAGEMENT IN ISLAMIC AND NON-ISLAMIC CONTEXTS: LEVERAGING CLOUD COMPUTING FOR GLOBAL WORKFORCE INTEGRATION

Abstract

Aim

This study explores cross-cultural HRM environments in Islamic and non-Islamic countries, emphasising the impact of institutional environments, cloud computing and culture over HRM strategies. This research questions are: Is ethical HRM valued more or less than the performance-oriented models by Islamic organizations, does using cloud HRM increase the integration of the workforce and does cultural difference affect technology acceptance by implementing HRM.

Design/Methodology/Approach

The study utilizes a quantitative research method and linear regression analysis of a sample of 203 respondents drawn from institutions to test the hypotheses on institutional influences of HRM, cloud HRM adoption, and cultural acceptance of the technology. The survey focuses on a number of items including; regulatory compliance, ethical labour policies, security concerns, perceived usefulness of cloud HRM regarding policy adaptation and digital workforce integration.

Findings

It was, therefore, found that regulatory compliance has a positive effect on the policy of adaptation of Islamic organizations on HRM but that strict ethical labour may hinder HR flexibility. The results of the study identified several factors that can be associated with the lack of expected efficiency gains based on the adoption of cloud HRM; The analysis of perceived benefits that influenced workforce integration was negative, which can be attributed to the probable technological resistance and lack of training. Moreover, cultural adaptation had a negative correlation with the adoption of cloud HRM, supporting the idea that Islamic workers consider clouds as user-unfriendly because of ethical and legal issues.

Practical Implications

These insights would be useful for MNCs, HR managers, and policymakers in instituting cloud-based HRM strategies in different cultural contexts. The HRM policies of organisations entail the recognition of ethical labour standards and efficient HRM solutions that are flexible and require technology. To overcome the issue of employee resistance, there must be a need for training and change management when implementing cloud HRM systems.

Social Implications

This paper also looks at the cultural and ethical implications of designing HR digital transformation for organisations in the Islamic economies. This way, it is possible to advance the concept of adaptive HRM, which utilises technology at work while maintaining cultural sensitivity. The study also reveals that policies that demonstrate corporate social responsibility are an essential aspect of the well-being of employees.

Originality/Value

This research adds to the slender body of knowledge on Islamic HRM and cloud computing adoption by controlling the institutional environment, technological drivers, and cultural imperatives that underpin them. The research findings raise doubts about stiff beliefs prevalent in the literature that cloud HRM is efficient across multi-cultural contexts; the data has revealed that perceived technological acceptance varies within culture.