Although the majority of Malaysian are Muslims, data shows that the takaful penetration rate was much lower than the conventional insurance. Motor takaful as an important segment in the general insurance sector which was offered as an alternative to conventional is supposedly becoming the preferred choice for Muslim. For that, this study aims to look at the factors that influenced the intention to participate in motor takaful among public services employees. Applying the Theory of Reasoned Action (TRA), this study analysed respondents’ intention to participate in motor takaful. The variables used are based on TRA that are risk awareness, attitude and subjective norms. Multiple Linear Regression (MLR) was carried out to analyse the relationship between the independent variables and the dependent variable. The results showed that subjective norm does not significantly affect the dependent variable. Risk awareness and attitude significantly influence the intention to participate in motor takaful. This study provides a better understanding of the factors influencing the intention of vehicle users in choosing takaful. This study is important as one of the small contributions, especially to takaful operators in empowering takaful industry, specifically, and for Islamic financial system, generally, in Malaysia.

The purpose of this paper is to provide insights on talent retention practices in global business services in Malaysia. Despite of the advantages gained in terms of world-class infrastructure, tax incentives and competitive ICT prices, global business services (GBS) is still struggling with talent problems. Drawing on institutional logics’ perspective, the author seeks to uncover the institutional reasons for observed talent retention practices in GBS to overcome talent problems. This study uses qualitative methodology with interpretive case study design (Ryan et al., 2002). Specifically, this study is based on two (2) GBS organizations operated in Malaysia. Data collections include interviews and focus groups. Findings suggest that the main challenge of GBS is retaining local talent. Findings illustrate how talent retention practices in the cases are influenced by Malaysian institutional orders. The cases responded differently towards particular influential institutional orders, hence indicate unalike results. This paper furthers the theoretical understanding on how local institutional orders constrain global business practices (Robertson, 1995). The paper focuses on the need for GBS to respond strategically to local institutional orders, thus gain legitimacy (Scott, 1991). It is found that the idiosyncrasy of Malaysian institutional orders, for example religion and community logics, should be recognized and understood by GBS players. By recognizing and understanding them, GBS could retain local talent and instill their global corporate logic.