This study aims to investigate the effects of work-life balance, work environment, and reward and compensation on employee retention in Malaysia. A total of 400 questionnaires were collected online from employees within the service industry in Malaysia. Partial least square structure equation modeling was used to test the model and hypotheses. The results reveal that work-life balance and work environment had a strong positive effect on employee retention, but reward and compensation had a much stronger positive effect on employee retention. This research provides unique theoretical contributions by investigating these factors in the midst of the COVID-19 outbreak as components of the reciprocal process between employee and employer, and their effects on employee retention. This study also provides vital insights to business organizations to consider designing effective employee retention plans for a successful business.
COVID-19 in Malaysia has significantly affected the higher education system of the country and increased the level of distress among university students. Empirical evidence proposed that environment quality is associated with university students’ life satisfaction during COVID-19. It was found that hope and optimism are linked with greater life satisfaction in general. Although past literature has reported the effects of hope and optimism on life satisfaction, there are limited studies examining the underlying mechanism among Malaysian private university students. Therefore, the current study offers the preliminary understanding of the intervening role of hope and optimism on the relationship between environmental quality and life satisfaction among private university students in Malaysia. A total of 133 private university students in Malaysia were recruited through homogenous convenience sampling. Partial least square structure equation modeling (SmartPLS) was used to analyze the mediation models. The results revealed that only hope mediated the relationship between environmental quality and life satisfaction, but not optimism. Hence, it is proposed that mental health providers should focus on providing hope-related interventions to university students in confronting COVID-19 challenges and ultimately improving life satisfaction.
Employee performance plays a crucial role in the productivity of organizations, especially in the hospitality industry in Malaysia. This work performance is influenced by leadership style, and finding the type of leadership style that is suitable to apply to employees is crucial, especially in the midst of the COVID-19 pandemic. Transformational leadership theory is selected for this study in determining leadership styles. There are four dimensions under transformational leadership theory, namely idealized influence, individualized consideration, inspirational motivation and intellectual stimulation. Data were collected online from 400 employees working in the hospitality industry in Malaysia and analyzed using partial least square structure equation modeling (PLS-SEM). The findings show that only two dimensions of transformational leadership, namely idealized influence and inspirational motivation, have a significant positive influence on employee performance. Implications in the context of human resource management and recommendations to increase employee performance are also discussed.
This objective of this study was to examine the effects of communication, training and development, and transformational leadership on employee engagement during COVID-19 in Malaysia. Four hundred individuals were recruited, and data were analyzed using partial least square structural equation modeling (PLS-SEM). Communication, training and development, and transformational leadership were found to positively affect employee engagement. In the midst of the COVID-19 outbreak, this study investigated the aforementioned factors as part of the reciprocal process between the employee and the employer and their effects on employee engagement, thereby making original theoretical contributions. This study also provides vital insights for businesses to consider when designing effective employee engagement plans for future well-being in the workplace.
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