Shopee was the largest e-commerce platform in Southeast Asia in 2020 by gross merchandise value and total orders. It is currently one of the leading e-commerce platforms in Malaysia. Despite the intense competition in the e-commerce space, Shopee has expanded aggressively across the Southeast Asian region over the last few years. Its successful business expansion is likely attributed to its profound competitive advantages. This study aims to examine the primary factors influencing customer satisfaction towards using Shopee for online purchasing in Malaysia. A survey questionnaire was used for data collection. A total of 100 Shopee users from Malaysia responded to the survey. The findings revealed that perceived ease of use and perceived convenience had influenced the customer satisfaction toward online purchasing on Shopee in Malaysia. Meanwhile, perceived usefulness and perceived trust did not significantly influence customer satisfaction towards Shopee in Malaysia. This study provides Shopee with valuable insights and guidance on customers’ perception of Shopee, leading to improved customer satisfaction.

Studies in the field of high commitment human resource management have pointed to the importance of interpersonal relationships in the workplace. In line with this, the focus of this study is on identifying how high commitment human resource management creates and sustains employee relationships. Viewing high commitment human resource management as a relational process, we identify six distinct practices -selective hiring, training and development, participation, promotion opportunity, teamwork, and reward and recognition -that influence three employee-related outcomes -organizational commitment, organizational citizenship behavior, and employee retention. Based on data from 365 front-line employees in 5-star hotels in Bangladesh, and using social exchange theory as a lens, we explore how high commitment human resource management can influence work outcomes. The results provide additional evidence of the role that high commitment human resource management plays in ensuring positive work outcomes, and indicates how organizations might benefit from this knowledge.

This research underscores the critical role COVID-19 plays in potentially sharpening the resilience of GrabFood company to its greatest degree. As a temporary double-edged sword, it could optimize the performance and customer satisfaction of GrabFood in the long run. Our findings revolve around anecdotal evidence of issues that, if altered, could help its loyal customers and gain new ones in such a sensitive era. To address the challenges that restrict GrabFood from transforming into a more flexible online platform, an online survey was carried out with both GrabFood customers and employees. The study's findings indicated that GrabFood is gaining its popularity during the outbreak of the COVID-19 crisis. The post-pandemic arising obstacles will be further stressed, and solutions will be suggested based on secondary data collected from observations of other high-performance level companies like Foodpanda.

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In the fast-food industry, MacDonald's is a pioneer. It has more than 35,000 restaurants across the globe in 121 countries. McDonald's serves a variety of fast foods. For the average income customer, most of the item is priced so it could be a staple product. KFC, SUBWAY, IN&OUT, BURGER KING is one of the most prominent rivals in the country. The business strategies which are used by Macdonald's in accordance with the market are different as it is following different strategy in Malaysia and different strategy in India. Comprehensive research is being carried out on how MacDonald is achieving tremendous success through its franchising model and factors that lead MacDonald's tremendously in the fast-food industry.

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The importance of organizational culture has always been the subject of organizational success. Organizational culture has captured the attention of academic scholars. Organizational culture plays an important role for an organization to build its branding. Organizational culture can be used as a powerful engine of competitive advantage and thus allow an organization to integrate its culture and branding to produce phenomenal results. A good organizational culture will result in a strong brand. The paper presents the organizational culture in Starbucks, an American coffee company. As a brand of 48 years, Starbucks has successfully instilled their cultures especially their shared values to employees. This move enables Starbucks to be one of the most successful brands in the century. This paper also investigates the reasons behind its success as well as the relationship between them.

Existing studies mainly explore the antecedents and distal outcomes of voice behavior of employees. Less is known about what may occur after supervisors endorse ideas of employees. Based on the conservation of resources theory, we explored how and when voice endorsement affects job performance and voice behavior of employees. With the sample of 444 matched supervisor–subordinate pairs from a large organization, we found that voice endorsement of supervisors positively influences voice behavior and job performance of employees through the mediating effects of positive mood and work engagement. Additionally, we found that the voice commitment of employees strengthens the influence of voice endorsement of supervisors on positive mood of employees. Theoretical and practical implications of these findings are discussed.