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Understanding of intellectual capital’s influence on the firm performance has received immense interest in recent years. In this view, the impact of various intellectual capital components, including human, structural, and relational capital, on the performance of small- and medium-sized Malaysian manufacturing enterprises were examined. A correlation between intellectual capital and firm performance were established based on the mediating role of innovation capability. To achieve this goal, a stratified sampling method was used wherein 262 participants’ responses from the focused manufacturing firms were obtained and analyzed via the structural equation model (SEM) and resource-based view (RBV). Statistical tools like SPSS.v25 and SmartPLS.v3 were used. The results showed that the relationship between intellectual capital and firm performance was strengthened due to the mediation of innovation capability, thereby gaining higher competitive advantages. It was asserted that the present comprehensive analyses may offer a useful information and guidance to the academics, owners/managers, and policymakers involving the impact of intellectual capital development towards improving the Malaysian SMEs performance.

The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the context of different countries and organisational settings. The theoretical and practical implications, research limitations and directions for future research are provided.

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Attracting superior talent from the job market is a crucial task for the organization. Due to the technological paradigm-shifting in the direction of Industrial revolution 4.0, tech-savvy millennials are the organization's dominant priority to gain a competitive advantage. Scholars predict that the ongoing COVID-19 is likely to change millennial's job preferences. On the other hand, in this economic climate, where young people are at an amplified risk of being jobless, organizations must play a vital role in providing jobs and attract young entry-level millennial jobseekers. Millennials have unique expectations from employers, thus selective about organizations to join. Understanding the millennial job seeker's perception is imperative for the organization to create an "attractive employer" image. However, very little is known about the factor attracting entry-level millennial jobseekers towards an organization from literature. Consequently, the present study identifies four factors, corporate social responsibility, perceived work environment, individual value, and organizational reputation, which have organizational attractiveness. The study develops a conceptual model of organizational attractiveness utilizing social identity theory and signaling theory. Further, this concept will empirically be tested and validated in the future.

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