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This research aimed to determine the relationship between technostress and information technology support (IT) and HRIS-related user satisfaction. The study also investigated the moderating influence of technological self-efficacy on the links between technostress, IT support, and HRIS user satisfaction.

This quantitative study used the deductive research approach. The study's population was HRIS users from 37 Malaysian public sector organizations. The judgmental sampling technique was employed, and the sample size was 490. Data analysis was conducted through SPSS and PLS-SEM.

The study showed that technostress is significantly associated with HRIS user satisfaction. While IT support, results show that literacy support, technological support, and technological involvement facilities significantly correlate with HRIS user satisfaction. In contrast, innovation support had an insignificant relationship with HRIS user satisfaction. The study also tested the moderation effect of technology self-efficacy in the relationships and found that technology self-efficacy only moderated the association of technostress and HRIS user satisfaction.

HR departments of government agencies can use the study's findings to understand to what extent HRIS system users are satisfied and what needs to be done to improve the HRIS system. The study also sheds light on the technological pressures that employees encounter.

Present study contributed to the literature by developing a study model of technostress, information technology support, technology self-efficacy, and HRIS user satisfaction. Further, the relationship of technostress with HRIS user satisfaction and the moderating effect of technology self-efficacy was explored for the first time, representing the study's novelty. The study also contributed to social cognitive theory and the theory of reasoned action by exploring attitudinal and behavioral aspects along with the cognitive aspects of users.

This study aims to examine the influences of transformational leadership, job enrichment and recognition on employee job satisfaction in non-profit organizations.

An empirical study was conducted on employees working in United Malays National Organization (UMNO). Data was collected from 226 employees via self-administered questionnaires. The convenience sampling method was applied for participant selection, and data was analysed using Pearson’s correlation and multiple regression analysis via statistical package for the social sciences.

Job enrichment, transformational leadership and recognition were all found to have significant and positive relationships with job satisfaction.

The findings imply that job satisfaction will improve if managers are motivated to promote job enrichment, transformational leadership and employee recognition programs. These steps will augment the organization’s effort to design and implement the best strategies for enhancing employees’ job satisfaction.

This study elaborates on transformational leadership, job enrichment and recognition in relation to job satisfaction. The insights it provides are novel due to the lack of research on the combination of these attributes. The study’s model was tested on UMNO, a non-profit organization in Malaysia that plays a significant role in Malaysian politics. Hence, this study provides a valuable addition to the literature on Malaysia. The study’s model was supported by transformational leadership theory and social exchange theory, making it another significant contribution to the body of literature.

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.

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.

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.

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.

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.

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.

Malaysia has shifted from a labor-intensive, agriculture-based economy since its independence in 1957 to a knowledge and innovation-based economy. Human capital development (HCD) is a key enabler for driving and sustaining Malaysia's socioeconomic growth. The education and training system is the main platform for HCD intervention. To sustain and achieve goals, long-term survival, competitive advantage, and sustainability, the workforce is optimized through comprehensive HCD interventions to provide the necessary knowledge, skills, and competencies needed to work effectively in a rapidly changing and complex environment. Numerous efforts have been made by the government to ensure that the education and training system has the capacity to enhance the quality and availability of intellectual and skilled human capital to support the transition toward knowledge-intensive activities, sustain economic growth, and compete in the global market. The country's development plans and policies as well as the economic development which lead toward a knowledge-based economy with a knowledge-based workforce have charted out clear transformation journeys for the development of the human capital ecosystem. This chapter presents an overview of the landscape of HCD in Malaysia. Relevant reports, plans, policies, and strategies to strengthen human capital through education and training is reviewed. Finally, a few issues and challenges that Malaysia experiences are discussed.