The objective of this study is to propose a framework that relates spiritual leadership theories to job satisfaction in a multidimensional approach. The framework is designed based on the previous literatures. Spiritual leadership components that will be included in the study consist of vision, altruistic love, hope/faith, meaning, calling and membership. Job Descriptive Index (JDI) is adapted to measure job satisfaction. JDI provides five subscales that measure different facets of job satisfaction describing various aspects of the respondent’s work experiences such as the work itself, pay/promotion, supervision, and coworkers. This study also included turnover intention in the framework to measure job dissatisfaction. In this study, nine hypotheses will be proposed based on the conceptual framework outlined.

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This paper provides a conceptual framework for studying the influence of Electronic Human Resource Management practices and information technology capability on organisational performance. This paper aims to increase our understanding of the organisational performance as the phenomenon focus on that is considered the dependent variable, the e-HRM practices are the independent variables, and IT capability is the moderating variable. Such conceptual framework can provide guidance for future research to help in the identification, realisation and assessment of e-HRM implementation benefits. Special focus is put on organisational performance. Moreover, this conceptual framework complements and continues former literature and presents a new delineated framework for considering research on e-HRM practices influence on organisational performance. This conceptual framework will be our empirical study in the future, which will contribute to HRM literature and determines the potency of e-HRM and its effect on organisational performance.

The aim of this paper is to examine the influence of students' differences in gender, nationality, and educational level on their perception to the educational attributes of teaching quality, research quality, and internationalisation quality of the Malaysia Public Research Higher Education Institutions (MPRHEIs) in meeting the challenge of global sustainability. 500 students from five MPRHEIs were selected as the respondents of the study, which comprised of undergraduates in their second year and above as well as local and international postgraduates. A total of 418 questionnaires were collected from the respondents and inferential statistics namely t-test and the Analysis of variance (ANOVA) analysis were applied in order to explain the relationship between the variables and the features of a sample population. The findings show that most hypotheses in the study are supported. In conclusion, it is believed that MPRHEIs require strong support from the stakeholders particularly the students' perception where their inputs regarding the service quality of MPRHEIs are appreciated as it has the potential of leading MPRHEIs to achieve significant sustainability in this region. It is also suggested for future research to examine the perception of academicians and other stakeholders towards the quality of services in higher education in order to build sustainable MPRHEIs.

This study provides a conceptual framework for understanding the impact of transformational leadership on organizational commitment and organizational citizenship behaviour (OCB) among employees in Terengganu's Government Linked Companies (GLCs). In this context, this paper mainly aims at providing a new perspective to understand the occurrence of organizational commitment. It seeks to intrinsically enhance the employees for their discretionary behaviours to the organization's activities. To date, only limited studies are available that consider OCB as a connection developer between transformational leadership and organizational commitment. Organizational commitment is a critical concept with multiple antecedents and implications for organizational performance, goals, employee turnover, and work satisfaction. Employees' commitment to their jobs and organizations is determined by situational and dispositional factors, or by a combination of the two. This study examines how leaders' influences drive employees' OCB and its relationship with organizational commitment. The framework suggests that transformational leadership has a direct influence on organizational commitment and employees’ OCB. It is hypothesised that OCB both directly influence and mediate transformational leadership on organizational commitment.

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The study aimed to examine the relationship between organizational politics, employee's job satisfaction and turnover intention in the public maritime-related agencies in the east coast of Peninsular Malaysia. The study utilized cross sectional research design. An enumeration of entire population (census) was conducted on 140 employees from Royal Malaysian Custom and Department of Fisheries in Terengganu. Data for the study were collected through questionnaire. 140 set of questionnaire were distributed and 109 copies were returned. Preliminary analyses were performed to ensure violation of assumptions of normality, linearity and homogeneity which enables us to analyze the data with the aid of Statistical Package for Social Science (SPSS) and SmartPLS softwares. The findings revealed a significant association between organizational politics, employee's job satisfaction and turnover intention. The study therefore recommended that the agencies should actively focus on positive political behavior that will fuel workers' job satisfaction and they should ensure proper pay structure including pay performance and other bonuses that will lead to employee job satisfaction and reduce turnover intention. Finally, the findings of this study could assist the public maritime-related agencies in the area of organizational politics that would promote employee job satisfaction.

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