It is widely agreed that the impact of human resource management (HRM) practices can create comparative advantage for the organizational performance when organizational commitment matters. On the contrary, turnover has become a trend and it is at rise in the current working environment. The main intention of this study is to demonstrate a relationship between HRM practices and organizational commitment and its impact on turnover intention. Data of 75 employees from several different industries were collected throughout Klang Valley in Malaysia. The outcome reflects a correlation among Performance Appraisal and Training and Development (HRM practices) with organizational commitment which in turn contributed an inverse relationship with employee turnover intention. The greater commitment developed among employees will improve the organizational effectiveness through maintained skilled and experienced employees thus reducing turnover intentions. Therefore, this study dedicates to the knowledge on the impact of HRM practices on organizational commitment and turnover intention. The data results can serve as a reference or guideline when conducting relevant studies in the future.

The emerging population has increased travel demand and improved public transport mode in cities to connect the people. (1) Background: This study used the Theory of Planned Behavior (TPB) to assess the usage behavior for city rail transport with the factors attitude, subjective norm, and perceived behavioral control and its impact on pro-behavioral intentions to increase the actual usage of rail transports, i.e., LRT, MRT, and KTM commuter. (2) Method/Approach: To understand the antecedents of pro-environment behavioral intention, this study performed pilot testing, for which we collected the data through closed-ended questionnaires to test the instrument’s reliability, specifically from the Klang Valley in Malaysia. (3) Findings/Results: This study revealed that the public attitude due to environmental concern and subjective norms and perceived behavioral control are the strongest predictors for public transport usage through behavioral intention. The study estimated that most respondents would have agreed to choose public transport mode if quality of services increased. (4) Conclusion: In future research, the goal of this study could be extended as a strategic indicator for sustainable development through efficient mobility choice in Malaysia. The TPB model helps to present the factors involved in growing and retaining clients for rail transport. In terms of implications for policy, this study also provides policymakers with valuable information to maintain the current public transport passengers and attract new users through the perceived service quality and customer satisfaction of public transport.

No abstract

Hotel industry is one of the important segments that contribute greatly to the world’s economy. The intention of employees to quit is very crucial in any organization especially in the service industry. The importance of this study is to provide some insights on how organizations, (specifically hotel industry) could apply various management styles to different generations in the workplace. Nearly 269  usable survey questionnaires  have  been collected from 25 unionize hotel employees in Peninsular of Malaysia and the data has  been analyzed with partial least squares (PLS) 2.0.The studies reveal  that factors like performance appraisal and remuneration are not important factors for Gen Y employees to leave the organization. Moreover R square shows 58.6 %, which negatively relates to an   intention to quit, explaining   total variance. The findings show that, Gen Y have a set of characteristics that is different from other employees and they are always on a look out   to innovate and highlight their talents. Furthermore, the findings of this study provide some practical implications on the effect of the intention to quit in the hotel industry. It also could help the managers and Human Resource department to have better understanding in managing and coping with the turnover issues in the hotel industry.

No abstract