If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The aim of this research is to attempt to reveal the difference between what fresh graduates expect and their actual experiences pertaining to the working environment. Design/methodology/approach -Using a set of self-administered questionnaires, data were collected from 128 graduates. They were asked to indicate their preferences on organizational culture, leadership, communication, decision making, team working, motivation, and development. Using the same dimensions, the respondents then reported their actual experiences, thus enabling gaps to be determined. Findings -The results from paired-sample t-tests suggest that significant expectation gaps exist in all the areas surveyed. While communication, decision making and motivation are found to be significantly related to job satisfaction, none of the seven variables is found to be significantly correlated to organizational commitment. Research limitations/implications -The study focuses only on a rather limited sample size of Malaysian graduates; therefore it cannot ensure generalization of results obtained. Practical implications -The resulting expectation gaps, and their influence on the graduates' job satisfaction and organizational commitment, have implications for the important roles played by employers, higher learning institutions, and graduate themselves. Originality/value -This study makes significant contributions in three key areas. First, it is perhaps one of the earliest studies to comprehensively address the issue of expectation gaps using a myriad factors. Second, it is also one of the few that examines the influence of the expectation gaps on job satisfaction and commitment. Third, instead of focusing on employees as a whole, which has been the practice of prior research, this study concentrates only on fresh graduates who have been in the workforce for less than two years.

The advancement of the personal mobile devices has given employees the opportunity to use these devices for non-work-related activities which poses a new threat to companies. Hence, this study investigates the level and determinants of personal Internet use using personal devices among Malaysian employees. A total of 200 questionnaires were distributed to 12 organisations in Melaka and Kuala Lumpur. Results of this study indicate that habit and external locus of control are predictors of personal Internet use. The paper presents empirical data of individual and situational-related variables predicting personal Internet use among employees from the perspective of personal mobile devices

This study examines the effect of hiring managers' demographic characteristics on employee selection preferences, and the strength of the manager's selection preferences towards candidates' demographic characteristics when the candidate's relative qualification changes. A sample of 156 respondents from various industries in Malaysia was acquired and analysed using cross-tabulation, Chi-square and t-test of differences in means. Six variables examined were age, gender, race, religion, marital status, and locality of education. The effect of hiring managers' demographic characteristics on the decision to hire a candidate is significant for two variables: race and religion. Also, the strength of preference, based on the candidate's race and religion, remains high even though their qualification was lower. Implications of the study are discussed.

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