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Kepelbagaian etnik dalam organisasi merupakan perkara utama yang sering kali menjadi perbincangan di peringkat pengurusan sumber manusia. Setiap etnik tersebut telah membentuk satu nilai, kepercayaan dan pandangan yang tersendiri terhadap pelaksanaan tugas yang dilakukan di tempat kerja. Etnik Bugis merupakan salah satu etnik yang terdapat di Sabah dan secara tidak langsung menjadi penyumbang terhadap tenaga kerja dalam organisasi awam. Kepelbagaian etnik tersebut memerlukan seorang pengurus yang peka terhadap etika kerja setiap etnik kerana ia mampu menyumbang kepada kecemerlangan organisasi. Kajian ini bertujuan mengenal pasti etika kerja etnik Bugis serta perbezaan etika kerja antara lelaki dan perempuan. Seramai 144 orang pekerja yang bekerja di organisasi awam sekitar Kota Kinabalu dipilih secara rawak sebagai responden kajian. Kajian ini menggunakan pendekatan kuantitatif dengan menggunakan kaedah soal selidik. Borang soal selidik mengandungi demografi responden dan juga Multidimensional Work Ethic Profile (MWEP) yang diperkenalkan oleh Miller et al. (2002). Data akan dikumpul dan dianalisis menggunakan IBM SPSS Statistics 22. Hasil kajian menunjukkan bahawa etika kerja etnik Bugis adalah bekerja keras ketika melakukan sesuatu pekerjaan. Selain itu, tidak terdapat perbezaan etika kerja antara lelaki dan perempuan etnik Bugis. Akhir sekali, hasil kajian ini dapat menyumbang kepada perancangan strategik sumber manusia terhadap satu garis panduan etika kerja yang boleh diamalkan oleh setiap individu dalam organisasi. Ethnic diversity in the organization has been discussed widely in human resource management. Diversity in workplaces may form various beliefs, values and perceptions that affect the way staff perform their task. The Bugis is one of the ethnic groups in Sabah that contribute to the workforce in public organizations. Thus, ethnic diversity in the organization requires a manager to be aware of their work ethic because it can impact on an organization is performance. This study aims to identify the Bugis work ethic and determine the work ethic differences between man and women. A total of 144 public organization workers in Kota Kinabalu were randomly selected as respondents. This study used a quantitative approach with questionnaire method. The questionnaire encompassed respondent demographic and Multidimensional Work Ethic Profile (WEP) by Miller et al. (2002). Data was collected and analyzed using IBM SPSS Statistics 22. The results showed that the Bugis people are hardworking. In addition, there is no differences in work ethic between man and women. Finally, the results may contribute to the human resources strategic planning for ethical guidelines that can be practiced by every individual in the organization

Zakat has been acknowledged for its role in establishing social justice and security among the Muslim community to avoid economic inequalities and unfavorable consequences. This study examines the role of zakat education assistance in growing human capital and balanced wealth distribution. Furthermore, educational assistantship such as scholarships, educational institution development, and education enhancement through training, workshops, seminars, and motivation for the poor asnaf student in Sabah has been discussed. Finally, a highlight on the managerial challenges and recommendations for zakat education assistance. Hence, this article will analyze the previous related article to gain an in-depth understanding of the current knowledge and information on the effort of zakat institution in empowering the education among poor asnaf students. The findings show that the zakat institution creates numerous efforts where it creates opportunities for the poor asnaf student to pursue their education in higher education and reduce the wealth gaps among poor Muslim society. The practical implication of this study will enhance the education performance monitoring system for poor asnaf students.

began to strengthen Liberal Education among Malaysia public universities. However, there are some challenges in term of managing infrastructures and human resources. Therefore, this study examined the perceptions of students and lecturers towards Liberal Education. The target population is the lecturers and students

This study examines the impact of toxic leadership on academic staff's psychological distress in the Malaysian context. Also, the moderating role of perceived organizational support is explored. A questionnaire was utilized to gather the data (n=450) for this research. The multistage sampling technique combines cluster sampling and a simple random sampling involving academic staff from a public university in Malaysia. The SMART PLS-SEM version 3.2.7. was used to analyze the data. Based on the structural model's standardized path coefficients from the PLS results, toxic leadership profoundly influenced employees' psychological distress. However, perceived organizational support was an insignificant moderator of the impact between toxic leadership and psychological distress. The empirical research findings address the gap in the overall body of literature regarding Toxic Leadership Theory, such as the psychological distress and perceived organizational support. Hence, it provides an insight into toxic leadership study that has a few examined in previous research. Toxic leadership phenomenon can be used by the organization to better understand the dark side of leadership style, improve employee knowledge about toxic leadership and emotional coping strategy. Successful preventing toxic leadership is seen as an advantage for organizations that can promote a healthy work environment and a quality leader.