This study aims to determine the effect of job satisfaction and job involvement directly on the performance and indirectly through organizational commitment as an intervening variable. The results showed that job satisfaction variables gave significant positive effect directly on employee performance. Moreover, another variable such as work engagement also contributed significant positive effect on employee performance directly. Through the mediation of organizational commitment, job satisfaction and job involvement gave significant positive effect indirectly on employee performance.

Purpose -The purpose of this paper is to present an in-depth analysis of the Islamic work ethic (IWE) and its influence on innovation capability in the public sector. Design/methodology/approach -The foundations of IWE and innovation capability were assessed using a validated questionnaire. A total of 472 employees from the Malaysian public sector participated in the survey. Findings -The empirical results indicate that the IWE is highly adapted in the public sector. In addition, the respondents collectively declared that the innovation strength in the Malaysian public sector is mounting. The IWE measure was found to be significant with moderate correlation and positive relationship with the innovation capability scale. Research limitations/implications -While the study was confined to the Malaysian public sector, it has considerable implications for the development of an optimistic workforce in other regions and across sectors. Practical implications -An understanding of the commitment of the workforce to the IWE and its consequences for innovativeness facilitates HR professionals in designing and implementing change initiatives. Originality/value -In response to the substantial need to examine IWE and workplace outcomes in a non-Western environment, therefore, the paper embraces the extent to which IWE sways innovation capability in the public sector. Both scholars and practitioners will find the study valuable.

We examined the influence of information technology (IT) acceptance on organizational agility. The study was based on a well-established theoretical model, the Technology Acceptance Model (TAM). We attempted to identify the relationships between IT acceptance and organizational agility in order to see how the acceptance of technology contributes to a firm's ability to be an agile competitor. Structural equation modeling techniques were used to analyze the data. Results from a survey involving 329 managers and executives in manufacturing firms in Malaysia showed that actual system or technology usage had the strongest direct effect on organizational agility. Meanwhile, perceived usefulness and perceived ease of use of IT influenced organizational agility indirectly through actual systems or technology use and attitudes towards using the technology. The results have several implications for IS management. #

PurposeThe purpose of this paper is to present an in‐depth analysis of the knowledge sharing enablers and the moderating role of Islamic work ethic (IWE) on the relationship between knowledge sharing and innovation capability in the public sector organizations.Design/methodology/approachThe foundations of knowledge sharing capability, IWE and innovation capability were assessed using a validated survey instrument. A total of 472 Administrative and Diplomatic Service Officers from the Malaysian public sector organizations participated in the survey.FindingsThe empirical results indicate that the intrinsic motivation to share knowledge is significant in the public sector organizations. The relationship between knowledge sharing capability and innovation capability of employees in the public sector organizations was found to be contingent on IWE.Research limitations/implicationsWhile the study was salient and confined to the Malaysian public sector organizations, it has considerable implications for the development of an optimistic workforce in other regions and across sectors. Cross‐sectional studies are encouraged to further confirm the results.Practical implicationsAn understanding of the pledge of the workforce to knowledge sharing, IWE and its consequences for innovativeness facilitates public sector organizations in designing and implementing modernization initiatives.Originality/valueIn response to the substantial need to examine IWE and workplace outcomes in a non‐Western environment, the paper embraces the extent to which IWE sways the link between knowledge sharing and innovation capability in the public sector organizations. Both scholars and practitioners will find the study valuable.

Literature on QWL is limited and several studies commonly correlates with job satisfaction but no study on QWL has associated with career related factors. This empirical study was done to predict QWL in relation to career-related dimensions. The sample consists of 475 managers from the free trade zones in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs). The result indicates that three exogenous variables are significant: career satisfaction, career achievement and career balance, with 63% of the variance in QWL.

Organizational resources and systems have been conceptualized as to be able to significantly predict the level of competitive advantage. This research empirically examined the importance and emphasis placed on the relationship between organizational resources and systems, especially towards the attainment of firms' competitive advantage. This research was conducted among manufacturers listed in the Federation of Malaysian Manufacturers Directory 2008. A cross-sectional study using structured questionnaire was used to obtain responses from the manufacturers. From the subsequent actual survey, 127 respondents replied and completed the questionnaire (12.7% response rate). The large correlation (r = 0.72) implies a strong positive relationship between the organizational resources and systems. As for the variance shared between these two variables, the coefficient of determination (r² = 0.52) suggests that organizational resources help to account for nearly 52% of the variance in systems, and vice versa. The theoretical implication of this study is that it supports and extends the RBV of competitive advantage by illustrating the need for systematic management of resources towards attaining competitive advantage.

Purpose -The purpose of this paper is to determine the factors that influence the intention to use and actual usage of a G2B system such as electronic procurement system (EPS) by various ministries in the Government of Malaysia. Design/methodology/approach -The research uses an extension of DeLone and McLean's model of IS success by including trust, facilitating conditions, and web design quality. The model is tested using an empirical approach. A questionnaire was designed and responses from 358 users from various ministries were collected and analyzed using structural equation modeling (SEM). Findings -The findings of the study indicate that: perceived usefulness, perceived ease of use, assurance of service by service providers, responsiveness of service providers, facilitating conditions, web design (service quality) are strongly linked to intention to use EPS; and intention to use is strongly linked to actual usage behavior. Practical implications -Typically, governments of developing countries spend millions of dollars to implement e-government systems. The investments can be considered useful only if the usage rate is high. The study can help ICT decision makers in government to recognize the critical factors that are responsible for the success of a G2B system like EPS. Originality/value -The model used in the study is one of the few models designed to determine factors influencing intention to use and actual usage behavior in a G2B system in a fast-developing country like Malaysia.

<p class="MsoNormal" style="text-align: justify; line-height: normal; margin: 0in 0.5in 0pt; mso-pagination: none; mso-layout-grid-align: none;"><span style="font-family: &quot;Times New Roman&quot;,&quot;serif&quot;; color: black; font-size: 10pt;" lang="EN-GB">This paper investigates the relationship between personality and job performance, and the mediating role of cross-cultural adjustment (CCA) in that relationship. Based on sample of 332 expatriates working in Malaysia, personality predicts job performance, and both the interaction and work adjustment mediates the relationship. The findings of this study contributes to the body of knowledge in the cross-cultural management field as well as practical implication to expatriating firms especially in the area of selection of international candidates.</span></p>