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Researchers and practitioners have been very enthusiastic and spend the most determinations to study all possible means in order to grab the most advantage from their human resources (HR) especially the Gen Y employees. These employees are pertinent to the part of organisation’s strategic business plan and contribute to the organisation’s performance as well as sustainable competitive advantage. Hence, employee commitment remains a key challenge especially in small and medium enterprises (SMEs) in Malaysia. The purpose of this paper is to investigate the relationship of compensation, training, employee involvement as well as the ability, motivation and opportunity (AMO) model towards employee commitment. The study also seeks to provide the theory-based empirical evidence that the role of AMO model as a mediator in achieving the commitment of employees and used Social Exchange Theory (SET) in order to explain the theoretical rationale of the study model. A total of 168 Gen Y employees representing SMEs service sectors in Selangor, Malaysia participated in this study. Partial Least Square-Structural Equation Modelling (PLS-SEM) was utilised in order to explain the relationship among HR practices towards employee commitment as well as AMO model as a mediator. A key finding that emerged from the analysis showed that only training has direct relationship toward the employee commitment and AMO model plays an important role in gaining employee commitment as it mediates the relationship of employee involvement. However, compensation has no effect in any relationship. Particularly, this study has helped to place the human resource practices, AMO model and employee commitment in the SET by giving a new perspective theoretically that the correct approach of gaining commitment of employees by providing the appropriate practices that employee will reciprocate in return. Also, it showed that Gen Y employees are seeking more involvement than compensation in order to commit themselves. SMEs should involve employees in their daily activities or any decision-making and offers other recognition programs, as money and remuneration are no longer a motivational urge for employees to become committed. Moreover, the findings could therefore serve as a turning point for SMEs to start concentrating and provide more job-related training so that employees can upgrade their skills particularly in this Industrial 4.0 era, where everything changes greatly in the way they deal with others.

Manuscript type: Research paper Research aims: The aim of this paper is to investigate the impact of human resource practices, namely employee involvement and employee recognition, on normative commitments. It also attempts to determine the role of the ability, motivation and opportunity (AMO) model as a mediator in the relationship associated with human resource practices, and normative commitments. Design/Methodology/Approach: Data were collected across 168 employees, working in small and medium enterprises (SMEs) in Selangor, Malaysia. Structural equation modelling with bootstrapping estimation was used to predict and estimate the relationships. Research findings: The results indicate that both employee involvement and employee recognition have a significant impact on the normative commitment. This study however, indicates no mediation effect on both of these relationships. Theoretical contribution/Originality: This study seeks to compliment and extend the human resource (HR) practice and organisational commitment literature base by incorporating the AMO model as a mediation variable. Practitioner/Policy implication: The underlying messages to HR practitioners and also SMEs owners are that employee involvement and employee recognition are amongst the most important HR practices to be employed in the current working environment, which will soon be dominated by the millennials. Organisations should focus on exhibiting a great working environment that involves employees in daily work activities, and promotes recognition programmes that motivates employees’ retention rates. Research limitation: Data were collected through the use of a questionnaire in a designated period of time, and did not permit causal inferences. Moreover, it only focusses on service sectors of SMEs, and therefore the results may not be as generalised as one sought it to be.

Over the last few years, there has been a lot of discussion about how important knowledge management is in our society. Knowledge management is portrayed as a crucial and required aspect of organizational survival and competitive strength. This study investigates knowledge management in terms of its content, definition, and domain in theory and practice, as well as the challenges in the digital economy. This paper contributes to the existing literature on knowledge management as a moderator role in the research area.

Entrepreneurs play an important role in the economy's development. Compared to men, a higher number of women are becoming entrepreneurs. There is a commensurate interest in examining who these women are, what motivates them to become business owners, and what influences their economic success. This paper explores the motivational factors faced by female entrepreneurs as they grow their home-based business (HBB). The research has been conducted via interviews with women entrepreneurs that are involved in HBB, which is located in the Klang Valley area in Malaysia. Results show that women owning and managing HBBs are motivated to grow their business through intrinsic motivations, including a need for independence and a need for achievement. They are also motivated by extrinsic motivations, which are financial issues, fame, and positive feedback from others. The result of this study will help all women entrepreneurs in HBB to always grow and to educate every family, society, and institutions to always support them. This paper also adds to the theory of what motivates people to start their own businesses and to research on what motivates people to grow.