Transfer of training is an almost magical link between classroom performance and something which is supposed to happen in the real world and also play a fundamental role as a mediator in the relationship between the leadership member exchange and employee’s engagement. The study has been conducted to examine the impact and the consequences of the transfer of training on employee work attitude and behavior, known as employee engagement. This study was applied quantitative research design approach and the populations of this study are the employees of public sector organizations in Sudan who attended training programs organized by the Ministry of Human Resource and Development at 2012. Hence, the purposive sampling technique was applied to select a sample from the population and the data for this study was collected through a questionnaire. The data was analyzed using SPSS Version 20. The finding provides new information to the literature by providing empirical confirmation that the link between leadership member exchange and employees engagement can happen through the instrument of employees` are keen to transfer the training outcomes to their workplace and found that leadership member exchange is impacted positively and significantly on employee’s engagement.

Purpose This study aims to examine the constructs of job satisfaction and organizational commitment (OC) as the determinants of customer-perceived service quality in higher education context. It also explores the role of OC in mediating the dynamics of the relationship. Design/methodology/approach It applied the cross-sectional, ex post facto survey method to acquire data from 1,776 respondents at Aden University. Two sets of questionnaires on job satisfaction, OC and perceived service quality were filled out by 296 academic staff and 1,480 students. Data were analyzed using structural equation modeling. Findings The results showed that job satisfaction exercised a significant positive effect on OC and students’ perception of service quality (i.e. the quality of lectures delivered in class that shaped their learning experiences). OC also significantly affected students’ perception of service quality and partially mediated the effect of job satisfaction on perceived service quality. Research limitations/implications The current research only investigated the outcomes of job satisfaction and did not cover critical antecedents of job satisfaction, such as employee training and development, rewards and benefits and the like. Its outcomes have important implications for managing the link between organizational practices and customers perception of service quality in higher education context. Practical implications The results have accentuated the importance of universities’ ensuring and increasing faculty’s job satisfaction and commitment if they seek to enhance students’ perception of service quality. Universities can do so by improving their organizational practices, which are expected to result in faculty well-being and improved working conditions. Originality/value The results have contributed new insights into the current understanding of the dynamics between and among job satisfaction, OC and customers’ perceptions of service quality. It has demonstrated how OC is shaped by job satisfaction and can influence the quality of services rendered by employees if they are happy and satisfied with the organization

The study aimed to develop an instrument to assess students' perceptions of their roles and educators' roles throughout e-learning sessions. The research employed a descriptive survey approach, with data collected in two phases: Phase I - Design and Construction and Phase II - Instrument Validation. The data were obtained from analyzing relevant literature based on theories and models. Additionally, feedback from 5 experts was gathered for face validity. The pilot test involved 35 University Kebangsaan Malaysia undergraduate students. The Cronbach's alpha reliability coefficient for the Role of Educator (ROE) was found to be .784; for the Role of Student (ROS), it was calculated as .781. The developed instrument consisted of 2 dimensions: ROS and ROE, each comprising seven sub-dimensions and a total of 22 items based on Al-Ghazali's educational approach. The study's findings demonstrated that the instrument exhibited high validity and reliability, making it suitable for the actual study. In conclusion, the instrument could transform teaching and learning processes, promote student engagement and achievement, and foster a culture of continuous improvement in education.

BACKGROUND: The title of Doctor of Philosophy (PhD) is the third tier in the academic education. It is also becoming vital and crucial especially in the academician perspective. OBJECTIVE: This paper attempts to highlight and proposed a doctoral training needs assessment model for PhD Candidate in the Malaysian context. METHODS: Qualitative face to face in-depth interviews were conducted among the Doctoral Candidate (n = 19) at the Malaysian Public Universities, by focusing on those who pursue their study in the field of Science and Technology. A framework analysis was conducted by using ATLAS.ti software version 7. RESULTS: The researchers identified 10 major themes related to the training needs fundamental model for a PhD candidate; the training of (1) research methodology, (2) motivation, (3) financial, (4) religious knowledge, (5) health, (6) supervision, (7) sharing experience, (8) foreign language courses, (9) writing and publishing journal, and (10) spouse training. The implication of this study showed that all of those training model above are higly suggested by them especially before their are pursuing doctorate study. CONCLUSIONS: A proposed specific training needs assessment by the PhD candidate can be managed, practiced and implemented in consistently for developing a PhD holder to become well prepared and enable to finish ‘on-time’ in their study. Therefore, several recommendation also has been discussed in this research.

Motivation to transfer is a requirement for transfer of training to occur in an organization. Motivation to transfer is defined as the employees’ desire to utilize the knowledge, skills and attitudes learned in training to their current task in organization. This paper argues that the motivation to transfer can be enhanced through human resource management (HRM) practices. In addition, this study proposes that motivation to learn mediates the relationship between HRM practices and motivation to transfer. The results of this study using a sample of 306 public sector employees in Malaysia provide support for the hypothesized relationships. Specifically, the results show that the motivation to learn partially mediates the effects of HRM practices on employee motivation to transfer. There are two important contributions of this study. First, this study provides empirical evidence about the role of human resource management (HRM) practices as a predictor to motivation to transfer in the context of public sector organization in Malaysia. Second, this study provides empirical evidence that motivation to learn mediates the relationship between HRM practices and motivation to transfer.

Relationship between employee attitudes and services quality still unclear. Therefore, the aim of this study is to uncover the relationship between organizational commitment and service quality, by investigate under which mechanism that organizational commitment effect service quality. Data were collected by means of self-administered survey, total 247 faculty staff and 1235 of their student complete responses were obtained from Aden University. The results show that, organizational commitment effect service quality by social mechanism (social exchange). More specifically, organizational commitment effect service quality by social exchange mechanism. Important implications, limitation and future studies are discussed.

This paper presents a quantitative study examined the mediating role of job satisfaction (JS) on the relationship between belongingness (BG) and employee retention (ER) in the Malaysian manufacturing industry. Belongingness of the manufacturing industry in Malaysia has been measured by Employee Loyalty (EL), Organizational Justice (OJ), and Employee Engagement (EE) for better understanding to the importance of belongingness concept in the area of study. The questionnaires distributed among the factories located in Klang Valley, the collected data was analyzed by AMOS to conclude that there is a lack of retention in the manufacturing industry as it’s reported in previous studies and government departments in Malaysia. This study concluded that there is a significant partial mediation role of JS on the relationship between BG and ER. The study established a theoretical and practical base for the future studies, as well as implementations of retention in the Malaysian manufacturing industry. . Keywords: Job Satisfaction, Employee Retention, Malaysia, Manufacturing, Klang Valley, Belongingness.

BACKGROUND: Employee training needs assessment (TNA) is a critical human resource management function for academicians in both public and private organizations. It also often considered the most important step among the stages of training. OBJECTIVE: This paper attempts to highlight an employee training needs assessment for PhD candidates among academicians in Malaysian public universities. METHODS: Qualitative face to face in-depth interviews were conducted with twenty one lecturers from seven public universities in Malaysia. All of them were furthering their PhD studies in the field of Social Science. A framework analysis was conducted by using the ATLAS.ti software version 7. RESULTS: The researchers identified eleven major themes related to an employee training needs assessment for a PhD candidate; the training of (1) research methodology, (2) supervision, (3) writing and publishing journals, (4) procedural management, (5) sharing experience, (6) financial, (7) motivation, (8) religious knowledge, (9) spouse training, (10) health, and (11) language courses.The implication of this study showed that few of the training aspects above were needed and suggested by them, especially before they pursued their doctorate studies. CONCLUSION: An employee training needs assessment for PhD candidates is an important strategy to support them becoming more confident and highly committed to succeed. This will boost their concern to adopt appropriate PhD training needed in order to minimize the duration of study delay. Several recommendation have also been discussed in this research.

The purpose of this study is to examine the impact of religiosity on employee motivation to learn and motivation to transfer in the context of the public sector in Malaysia. The data of this study was collected through a survey at two points of time. The respondents are 306 public sector employees in Malaysia, who attended a specific training program. The data were analyzed using structural equation modeling. The findings reveal both religiosity and motivation to learn were significant predictors of motivation to transfer, with motivation to learn recording a higher effect than the religiosity. In addition, religiosity did significantly predict motivation to learn. The result from data analysis also reveals that the motivation to learn partially mediates the effects of religiosity on motivation to transfer. It means, the religiosity has both direct and indirect (thorough motivation to learn) effect on motivation to transfer. This study extends the literature by providing empirical evidence that religiosity of employees has a positive impact on employee motivation to learn and motivation to transfer. This study also provides empirical evidence that motivation to learn has a mediating effect on the relationship between religiosity and motivation to transfer.

Facebook has been regarded as an important social media tools. Previous studies show that Facebook had globally registered over 750 million active users, with half of them logging on to the side daily (Facebook Statistics, Stats and Facts for 2011).However, there is still limited understanding and study about the level of Facebook usage, especially among the Muslim youthsin Malaysia. This study addresses this gap by exploring the level of Facebook usage and its impact on Muslim youths religion understanding. The data of this study has been collected from Muslim youths in Nilai district, Malaysia through survey and interview. The findings show that the Facebook usage among Muslim youths in Malaysia is at medium level (M = 2.94, S.D = 0.93). The findings from in depth interview also reveal that the Facebook can be use as one of the sources religion understanding. This study provides valuable knowledge and understanding about the usage of Facebook among Muslim youths in Malaysia and its impact on their religion knowledge.

The humanwill always expose with various diseases. In nature, they will find a suitable medicine for the particular disease. They can get the medicine either from the conventional medical center such as clinic or hospital, or through the alternative medical center such as the Islamic medical center or etc. In the Malaysian context, the Muslim community preferred to choose the Islamic medical approach to cure the disease, especially after they failed to recover from the treatment given by the conventional medical center. This study was conducted to describe the concept of Islamic medicine from the perspective of Islamic Akidah and Sharia. This study believes that the Islamic Akidah and Sharia should be the foundation for the Islamic medical approach, which has been ignored by the few Islamic Medical Center. This study also was conducted to identify the method and the implementation of Islamic medical at the Islamic Medical Center. To answer the previous objectives, a case study has been conducted. The case study was analyzed based on Al-Quran, hadis and the opinion of the Islamic scholars. The data for this study was collected from 24 Islamic Medical Center in Selangor. This study reveals that the of Islamic medical still needs for standard guideline to ensure the professionalism in this field.

This special issue brings together thirteen selected articles of which nine of them were presented at International Conference on Da'wah and Islamic Management (IC-DAIM 2017) which was held on 31 October to 1 November 2017. The conference was organized by Dakwah and Islamic Management Program, Faculty of Leadership and Management, Universiti Sains Islam Malaysia (USIM).

Today, the training of employees and developing their skills and knowledge are becoming an increasingly important requirement for modern organizations. The evaluation of training takes the same importance just like training to ensure the success of training program. This study aims to examine the level of practicing reaction and learning evaluation if training based on Kirkpatrick theory. The study found that most companies evaluate the reaction of trainees with higher degree comparing to learning evaluation. The result showed that the first and second levels of Kirkpatrick evaluation approach (Learning, Reaction) affect the Behavior of trainers in significant multiple linear correlation, and the associations between these two variables and Behavior are positive. It is concluded that assessment of learning skills and knowledge after training is very important just like the the reaction of trainees on the the training program. The study suggests that motivating trainees to learn new skills and knowledge related to their work are highly important to the organization. The study recommends practicing learning evaluation at the same level as practicing reaction evaluation because both of them take the same importance to the organization and should be examined very well before and after the training program. Keywords: Kirkpatrick theory, Reaction Evaluation, Learning Evaluation

Previous studies have shown the important role the organizational citizenship behavior (OCB) plays in determining and contributing to the overall organizational effectiveness and the way it leads organizations towards success in the intense competitive business environment as well as the role employees play in improving the organization's safety outcomes. This article aims at exploring the relationship between transformational leadership, psychological empowerment and organizational citizenship behavior. A survey questionnaire was used to collect primary data from 260 academic staff working in the five Malaysian research universities (MRUs). The study follows the two-steps analytical method using the software of SmartPLS 3.0, the measurement model assessment which include validity and reliability, and structural model assessment which include testing the hypothesized relationships. The results reveal that transformational leadership positively affect the organizational citizenship behavior and psychological empowerment. The study also confirms existence of positive effect of transformational leadership and psychological empowerment. Theoretical and practical implications were also examined. Keywords: psychological empowerment, transformational leadership, organizational citizenship behavior, SmartPLS, Malaysia

Purpose: Although extensive studies on work-life balance and employee retention relationship have been carried out in various contexts, factors that may influence this relationship are unclear. Hence, this study was conducted to examine the moderating effect of home mortgage in the relationship between work-life balance and employee retention. Design/methodology/approach: The data was collected through questionnaires among youth workers who work in Kuala Lumpur. The samples were selected by nonprobability sampling method, which is the convenience sampling technique. The statistical method used was SPSS software, with hypothesis testing using a hierarchical multiple regression analysis. Findings: Result of this research shows that home mortgage moderates the relationship between work-life balance and employee retention. Research limitations/implications: Practical implications: This research is expected to be able to give insights to organizations to develop programs or policies to retain their current workforce, particularly the youth generation. Originality/value: This study improves the existing literature by providing empirical evidence that home mortgages can strengthen the relationship between work-life balance and employee retention.

In universities, lecturers are an essential group that provides the main services to the universities. Their roles and quality are important to meet the university's inspiration and goals. In private Higher Education Institutions (HEIs), lecturers hold multiple roles, such as teaching, research and publication, and administrative positions. Ignoring their well-being could be detrimental to the individual as well as to the university as a whole. This study aims to explore the effect of the big five personality of lecturers towards job performance in the context of private HEIs in Malaysia. This study's data was collected using random sampling techniques from the selected private HEIs. A set of questionnaires are used for the data gathering from 260 full-time lecturers as respondent. The data were analyzed using the Structural Equation Modelling techniques using AMOS 22 version software. The study result supports two of the five hypotheses tested. The findings showed that Conscientiousness and Openness significantly influence the lecturer's job performance. At the same time, Extraversion, Agreeableness and Neuroticism do not significantly influence the lecturer's job performance. This study contributes immensely to the literature and suggests how the bigfive personality contribute to individual job performance. The findings indicate that the management of HEIs can improve and nurture individual factors' effectiveness, leading to a lecturer's job performance. Finally, the study's limitations, conclusion and suggestions for future research direction were discussed.

The spiritual Islamic medical has a significant contribution to the Muslim community. It was regarded as a basic for Islamic medical. It has been introduced by the prophet Muhammad SAW, which implemented till now by the Islamic scholars. The Muslim community were interested with this approach. However, there are still ambiguity among them in regard to originality of the spiritual Islamic medical. Therefore, this study was conducted to explore this issue in the context of Malaysia. In specific, this study examine the relationship between akidah, sharia and Islamic medical. In addition, this study was conducted to investigate the implementation of Islamic medical, in order to decrease the ambiguity among the society toward the Islamic medical. To achieve the objectives of this study, a case study was conducted. This study reveals that the ambiguity among the society toward the Islamic medical is because of miss understanding in akidah and sharia. Another reason is because the Islamic medical practitioners not emphasize on akidah and sharia during the implementation of Islamic medical.

This study is conducted to examine two issues: First, to examine the work environment factors that influence job satisfaction among executive level employees in the public sector organizations in Malaysia; second, to examine the effect of job satisfaction on turnover intention. The data of this study have been collected through survey. The respondents are 212 executive level employees. The data have been analyzed using a structural equation modeling technique. In summary, there are five work environment factors that influence job satisfaction among executive level employees in this context. The factors include perceived organizational support, training, coworker support, participative leadership style and work stress. In addition, this study provides empirical evidence about the role of job satisfaction as a factor that can decrease turnover intention, especially among executive level employees in the public sector organizations in Malaysia.

Ulama Sufi bersepakat bahawa tujuan dan pengakhiran perjalanan Tasawuf tidak akan sah kecuali dengan permulaan yang betul. Mereka mempertegaskan sejak daripada awal lagi bahawa kebanyakan halangan perjalanan Tasawuf adalah kerana permulaan yang silap. Mengenali hakikat hati adalah permulaan bagi perjalanan Tasawuf. Namun begitu, permulaan ini tidak dititik beratkan sehingga akhirnya hasrat untuk melahirkan individu berkeperibadian mulia tidak dapat dicapai. Objektif kajian ini adalah untuk mengenalpasti aspek pembersihan hati dalam tafsir Sufi Isharī. Kajian ini adalah berdasarkan kepada kajian teks yang menggunakan kaedah analisis kandungan (content analysis). Secara umumnya, para ahli tafsir Isharī sangat menekankan tentang pembersihan hati. Ini kerana jika ia dikuasai oleh hawa nafsu maka ia adalah hati yang rosak dan sangat sukar untuk diubati. Ia akan menatijahkan seseorang memiliki keperibadian yang buruk. Selain itu, pembersihan dan penjagaan hati memerlukan proses berterusan. Walaupun hati seseorang itu suci, ia masih boleh dirosakkan oleh hawa nafsu. Justeru, hati yang suci perlu sentiasa dijauhkan daripada hawa nafsu yang boleh mengotorkannya agar keperibadian mulia dapat dilahirkan

This study identifies the relationship between psychological contract breaches (PCBs) and the influence of training transfer. Limited studies have been conducted on the relationship between PCB and transfer of training. A total of 425 respondents from Malaysia Civil Defense Department in Bangi, Selangor, Malaysia who attended a disaster preparedness training (March – May 2015) were selected as a sample of this study. This study uses a quantitative method and Robinson and Marinsson’s (2000) questionnaire. The majority of respondents believed that PCB can influence their ability to transfer learned knowledge and skills from the training to their workplace.