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This study investigates the influence of quality of work-life, perceived union effectiveness, job security on union commitment among bank employees in Malaysia. This study is motivated by the decline of union density ii worldwide in recent times. Specifically, the objective of the study is to examine the influence of quality of work life, perceived union effectiveness, job security as well as descriptive generational differences and union branch differences on union commitment. To achieve the research objectives, primary data was collected through survey questionnaire which was distributed to all five branches of the National Union ~f Bank Employees (NUBE) in Malaysia. The data were collected from 350 respond end using simple random sampling. The data was analyzed using multiple regression analysis, independent t-test and one-way ANOVA test. The finding of the stuff indicates that quality of work-life, perceived union effectiveness and union brunches had a positive and significant influence on union commitment. On the other hand, job security had shown insignificant influence on union commitment. Thus the representatives or the leaders in NUBE should focus more on the job insecurity of member in banking sector and should not discourage the younger generation to participate in the union activities. Membership declining dilemma can be sort out by giving priorities to important issue such as job security among banking employees.

The zakat on business is one of the main contributors to the zakat collection in Kedah. Despite the increasing number of Muslim entrepreneurs, the total collection for the zakat on business has yet to reach the target. The efficiency of the zakat collection mechanism is among the factors that influence the proceeds of zakat. Accordingly, this paper is aimed at exploring the implementation of proactive mechanisms to intensify the zakat collection by the Kedah State Zakat Board (LZNK). This study applied a qualitative approach, in which the data were collected through interviews using structured interview protocol and document analysis. The findings showed that there were various proactive mechanisms practiced by LZNK. These include a campaign to visit business complexes and premises to reach out to those Muslim entrepreneurs even during outside office hours, the development of innovative zakat collection mechanism using information technology such as the online zakat payment platform, frequent promotions, and appeals in social media, the offering of a refund-distribution mechanism to corporate payers, implementing high impact projects and zakat aid schemes, as well as indirect zakat plea through various channels. The implementation of proactive mechanisms has successfully contributed to the increase of zakat collection on business although it has yet to reach the target collection. Moreover, this proactive mechanism demonstrates the high commitment of LZNK towards their responsibility for the religion and society, especially the Muslim entrepreneurs.

In the State of Kedah Darul Aman, efforts to guide the muallaf are formally carried out by the Center for Islamic Guidance Abdul Halim of Kedah (PUSBA) under the administration of the Kedah State Islamic Religious Council. PUSBA conducts guidance classes on the basic principles of Islam in an effort to ensure that they can remain in Islam by practicing its true teachings. A question arises on whether this guidance also helps in increasing their knowledge and in appreciation of the Islamic principles. This paper will analyse one of these principles, in terms of prayer guidance. The study uses the Context, Input, Process, Product Evaluation Model (CIPP) which focuses on process evaluation, through the exploration of the practice of prayer teaching among members of the PUSBA community. This study is qualitative and employs face-to-face interview techniques in data collection. The results showed that there are two forms of guidance programs, the monthly program for four months conducted at PUSBA, and another open weekly program for muallaf who could not attend the monthly program. The teaching method of prayer guidance is carried out in the form of lectures, demonstrations, exercises, questionnaires and techniques concurring with the level and ability of the trainees. This study proposes that a more in-depth study of this teaching process be conducted to better understand the teaching process, whose additional inputs gained will further enhance the teaching process at PUSBA.

The main objective of this paper was to examine relationships of generational diversity, personal attributes (i.e., work values; attitudes and behavior; and interpersonal skills) on organizational commitment among employees of corporate consultancies. The research framework contained four independent variables which were generational diversity, work values, attitude and behavior, and interpersonal skills. Meanwhile the dependent variable was organizational commitment (i.e., affective, continuance and normative). The survey was conducted among employees of 15 corporate consultancies in Kuala Lumpur. A total of 436 questionnaires were distributed and 241 questionnaires were returned which represented a response rate of 55.27%. Statistical Package software for Social Science (SPSS) Version 24.0 was used to analyze the data. One-Way ANOVA and Pearson correlation coefficient were used to test the hypothesis. It was found that there was a significant difference among the three generations of workforce (i.e., Baby Boomers, generation X and generation Y) on organizational commitment (affective, continuance and normative). Further, the Pearson correlation coefficient revealed that there were significant relationships between work values, attitude and behavior, and interpersonal skills of the three generations (Baby Boomers, generation X and generation Y) towards organizational commitment (affective, continuance and normative).

Leveraging the findings of the extant body of literature, small and medium enterprises (SMEs) in Malaysia, like any other country of the world, are central to economic development, industrial development, job creation and poverty reduction. Nevertheless, given the megatrends, which represent huge transformative global forces with far-reaching effect on individuals, society, culture, business and economies, and the need for enhancement of Malaysian SMEs to facilitate the achievement of Malaysian SME master plan (2012–2020), Malaysian SMEs are left with no option other than aligning their policies and strategies with the megatrends, which demands that SMEs should provide ‘added-value’ services, and products, or high-quality and innovative products and services. SMEs could achieve this through the strategic development of the firm’s rare, inimitable and non-substitutable human resource. To offer empirical insights on this issue, this study investigated the mediating role of employee creativity in the high-performance work practices (HPWPs)–performance nexus. Via the cross-sectional research approach, data were collected from a sample of 287 managers of Malaysian SMEs in Kedah, Penang and Perak states of Malaysia. The partial least squares algorithm and the bootstrapping technique were used for data analysis. The overall findings signify the mediating effect of employee creativity on job design–performance nexus, indicating that job design, which facilitates workers’ autonomy to utilize their capabilities, would enable and stimulate the workers to adapt their approaches to meet the unique needs of the customers and the transformative global forces, because digital transformation has changed SMEs’ operations and delivery models. Also, HPWPs that focus on development of creative problem-solving skill can enhance workers’ ability to generate alternative solutions, product knowledge and customer service skills which are crucial to creativity in the organization. Finally, the implications, limitations and suggestions for future research are discussed.

The success of firms is crucial to the achievement of Malaysian Masterplan for small firms (2012 – 2020), but the existing transformative global forces, which have far-reaching effects on individuals, society, culture, business, and economies have made it difficult for firms to survive and succeed. Thus, Malaysian firms would need to align their policies and strategies with the transformative global force, which demands that firms should provide high quality and innovative products and services through the strategic development of the firm’s rare, inimitable and non-substitutable human resource. Therefore, this study investigates the mediating role of employee creativity in the relationship between High Commitment Management Practices (HCM) and firm performance. The research data were collected from a sample of 124 managers of Malaysian firms in Northern region of Malaysia through a cross-sectional approach. Partial Least Squares (PLS) algorithm and bootstrapping technique were used for data analysis. The overall findings signify the mediating effect of employee creativity on HCM-performance relationship to indicate that HCM focuses on creative problem-solving skill development. This can improve the workers’ ability to improvise alternative solutions, product knowledge, and customer service skill necessary for creativity in organizing the company. Finally, the limitations, suggestions, and implications of the study were highlighted for future researchers.