<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>

The objective of this study is to investigate the influence of social support on student’s inclination toward entrepreneurship. It also aims to test whether gender can moderate the relationship between SS and entrepreneurial intention among business students in Indonesia. Quantitative analysis was conducted using SPSS version 22. This study conveniently distributed 1,230 self-administrated questionnaires to the business students at public and private universities in Indonesia. This data collection process yielded back with 381 usable responses that were used in the statistical analysis for assessing the relationship between SS and EI as well asthe difference between male and female students in terms of entrepreneurial intention.This study reveals that, there is a positive relationship between social support system and student’s inclination toward entrepreneurship and there is a difference between male and female students in terms of entrepreneurial intention.

Purpose The purpose of this paper is to examine the role of safety participation as a mediator in the relationship between the six facets of safety management practices (i.e. management commitment, safety training, worker’s involvement, safety communication and feedback, safety rules and procedures, and safety promotion policies) and safety compliance. Design/methodology/approach A survey of 74 employees of small and medium enterprises (SMEs) in the northern region of Peninsular Malaysia was carried out. Self-reported measures were used to obtain data on workplace safety dimensions and safety behavior. The partial least square structural model analysis was used to ascertain the proposed relationships. Findings The present study found that only three dimensions of safety management practices (management commitment, safety training, and safety rules and procedures) were significantly related to safety compliance. Of these, safety participation mediated the link between management commitment and safety training and safety compliance. Research limitations/implications The small sample size may limit the generalizability of the findings. Second, the correlational nature of the study did not permit causation to be implied. However, despite these limitations, while safety performance can be theorized to trigger the establishment of safety management practices, such theoretical perspective tends to connote reactivity rather than proactivity of the decision-making process. Practical implications The study highlights the role of the voluntary behavior of employees in promoting a safe work environment. Business owners are recommended to provide safety training in which the employees are stressed on their crucial role in safety and use this knowledge to educate and convince their co-workers to work safely. Originality/value Literature indicates the lack of studies on safety research in SMEs. Furthermore, such studies are justified because SMEs are likely to have more risks of occupational accidents and injuries. More importantly, this research highlights the importance of the voluntary behaviors of employees (i.e. safety participation) in promoting a safe work environment. As SMEs tend to have limited resources to implement a comprehensive OSH management system, using the employees as the safety agents at work can be an effective way toward accomplishing safety performance.

This paper investigates the affects of personality traits on expatriate cross-cultural adjustment. Based on sample of 332 expatriates working in Malaysia, personality factor found to be a significant determinant of expatriate cross-cultural adjustment in international assignments. Specifically, the results of this study reveal that expatriates in Malaysia with greater agreeableness personality fared better in their general and interaction adjustment. Those with greater extraversion found to adjust better in general environment. Those with greater conscientiousness and openness to experience adjusted better to the work environment. The findings of this study contributes to the body of knowledge in the cross-cultural management field and have practical implication to expatriating firms especially in the area of selection and training of candidates for international assignments.

Cultural intelligence (CQ) has received considerable research attention in studies on expatriates. However, most of the studies on this have been conducted on business expatriates, neglecting other types of expatriates, such as self-initiated expatriate academics. The growing number of expatriate academics taking up faculty positions in universities in an upper middle-income economy, like Malaysia, which is known for its complex cultural, racial, and religious diversity, has posed greater challenges to human resource managers of the respective universities. This study aims to examine the direct and indirect effects of CQ on work engagement (WE) with the presence of psychological needs satisfaction (PNS) as a mediating factor. Using a sample of 152 expatriate academics employed in 20 Malaysian public universities, it is found that PNS partially mediates the relationship between CQ and WE. In other words, the relationship between CQ and WE is both direct and indirect and mediated through PNS. The findings give rise to a number of implications, both theoretical and practical, in cross-cultural management research.

This paper investigates the affects of dynamic intercultural competency of cultural intelligence and its dimensions on expatriate job performance. Based on sample of 332 expatriates working in Malaysia, cultural intelligence found to be a vital intercultural competency that facilitates expatriates job performance in international assignments. Specifically, the results of this study reveal that expatriates in Malaysia with greater meta-cognitive and behavioral cultural intelligence fared better in their contextual performance. Greater assignment specific performance related to greater behavioral cultural intelligence. 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 and hiring of international candidates.

We examined the influence of human resource practices on interpersonal deviance at work through job satisfaction. A survey was carried out among 372 manufacturing employees of various occupational levels in manufacturing companies in the northern region of Malaysia. We collected data by distributing questionnaires to participants, with the assistance of human resource department. We asked them to indicate how often they know whether any of their workmates engaged in different types of interpersonal deviance. Regression analysis showed that human resource practices of job description, employment security, and internal career opportunities have significant relationships with interpersonal deviance. Hierarchical regression indicated that the dimensions of job satisfaction have a direct relationship with interpersonal deviance. The dimensions also mediated the relationship between human resource practices and interpersonal deviance. Implications to managers and practitioners are discussed.

PurposeThe purpose of this paper is to examine the direct and indirect effects of authentic leadership on organizational citizenship behaviour (OCB) with the presence of psychological capital as a mediating factor.Design/methodology/approachThis quantitative research was conducted among 396 front-line employees in six public sector organizations in Sri Lanka. A survey method was employed to collect the data.FindingsIt was found that psychological capital partially mediates the relationship between authentic leadership and OCB. In other words, the relationship between authentic leadership and OCB is both direct and indirect, mediated though psychological capital.Research limitations/implicationsThe authenticity of leaders' conduct, psychological capabilities and the outcomes of the performance, are rooted in and reinforced by the culture of the particular organization; hence, the findings should be interpreted cautiously.Practical implicationsThe framework of the present study provides a guideline to the top management of the public sector in Sri Lanka to design leadership programs that can develop authentic leaders.Originality/valueThe direct and indirect relationships established between authentic leadership and psychological capital and OCB signifies the critical importance of authentic leadership in the development of psychological capital and OCB among employees.