The main purpose of this study was to explore the relationship of organizational culture (OC) and the performance appraisal (PA) process and their impact on the organizational citizenship behavior (OCB) of academic staff. The extra role behaviors of employees beyond formal requirements are known as OCB, which is believed to promote the effective functioning of an organization and to contribute to individual success in an organization. The instrument used in this study was a self-administered questionnaire involving 77 academic staff members of a private higher-education institution in Malaysia. Our results reveal that the seven dimensions of OC developed by O'Reilly et al are correlated with PA in this study and have a significant impact on the OCB of academic staff. OCB has been studied in many business organizations, but has largely been ignored in the education industry. This research offers a significant contribution to the understanding of the OCB of academic staff, and its implications for the effectiveness of higher-education institutions are discussed.

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Work and family issues have been long discussed in academic and practices. Work affects family and personal life and vice versa. The relationship of work and family could lead to positive consequences (e.g. Improved skills, morale) or negative consequences (e.g. Conflict, strain, exhaustion) to employees. The aims of this paper is to investigate the effects of work-family conflict on job satisfaction and compare the differences between employees working in State-owned enterprises (SOEs) and Foreign-invested enterprises (FIEs) in Vietnam. Respondents for this study were obtained from 49 employees from SOEs and 35 employees from FIEs in Vietnam. Descriptive analysis, independent-sample t-test and hierarchical regression analysis were conducted to analyse the data. The results of the study reveal that job satisfaction were found to be significantly different, but work-tofamily conflict and family-to-work conflict were not significantly differ between the employees from SOEs and FIEs. Moreover, work-tofamily conflict (WIF) and family-to-work (FIW) conflict are not the significant predictors for employee job satisfaction in both enterprises. The findings suggest that cultural value affects the link between workfamily conflict and job satisfaction to some extent. Research limitation and recommendation for future research on this topic were discussed.

The aim of this study was to empirically investigate a set of personality traits based on self-evaluations in relation to workplace deviance among volunteers at one of the national Emergency Relief departments, and to determine the importance of personality characteristics in contributing to volunteers' workplace deviance. A cross-sectional research was conducted with self-reported questionnaire. The participants were 200 volunteers attached to six emergency relief centers in Peninsular Malaysia. Data were analysed using SPSS version 19.0 software. Data analysis procedures; descriptive statistics, Pearson product-moment correlation and hierarchical multiple regression analysis were conducted. The findings confirmed the importance of taking personality traits into consideration during the process of recruitment of volunteers to minimise workplace deviance. This study contributes on the crucial role of volunteers' personality traits that can be an imperative factor to minimise workplace deviance.