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The efficiency of unit trust (UT) funds from quite number of contexts across the globe has been highlighted in previous literature. Yet, there is dearth of research that empirically investigates the factors that influence the selection of UT funds by retailers, particularly in the Malaysian setting. This paper aims to narrow this research gap, whereby perception of past performance, perception of funds’ commitment to Shari’ah compliance, perception of funds’ size and perception of risk tolerance are hypothesized to exert statistically significant influences on the selection of UT funds by retail investors in Malaysia.

The empirical study uses a quantitative research approach whereby survey data have been sampled from 140 retail investors from around Malaysia, using simple random sampling technique. Data analysis has been carried out using multiple regression analysis employing SPSS version 20.0.

The empirical research finds that perceptions of fund size and Shari’ah compliance significantly influence the selection of UT among retail investors in Malaysia. However, there were no enough evidences to support the claims that perceptions of past performance and of risk tolerance influence the selection of UT among Malaysian retail investors.

This research is cross-sectional and uses data from Malaysia only.

The findings from this research will have enormous implications for policymakers in the accounting and finance sectors of government and private financial institutions and for individual professional Malaysian investors. In particular, investors in Malaysia and potential investors abroad may be enlightened by the findings of this research. Again, Islamic financial institutions may use the findings to boost their performance improvement interventions, thus, having clear evidence of the actual factors that influence retailers in the Malaysian setting.

To the best of the authors’ knowledge, this research is among the pioneering research works that empirically explores the factors that influence Malaysian retailers to invest in UT funds. This research is expected to stimulate further research in this novel area.

This study aims to investigate whether organisational climate (OC) predicts academic staff performance at Malaysian higher education institutions (HEIs). The study equally aims at validating the psychometric properties of OC and workforce performance (WFP) constructs.

Survey questionnaires were administered to 800 academic staff of eight selected HEIs. Principal component analysis, confirmatory factor analysis, full-fledged structural equation modelling and multiple regression analysis were performed to explore the underlying factors and test the factorial validity of the constructs.

The analysis yielded a five-factor index for the OC construct, whereas the WFP construct comprised two factors. The findings reveal a strong predictive causal effect between OC and WFP. These results suggest that establishing a positive OC enhances academic staff performance. Furthermore, the hypothesised model adds new knowledge to the literature of OC, from the Malaysian context, which could be used to predict WFP at the tertiary level.

The study concludes by discussing the theoretical and practical implications of the findings for HEIs.

This paper makes a significant contribution to the understanding of how OC could be used as an effective instrument in improving academic staff performance in the context of Malaysian HEIs.

The purpose of this paper is to examine the relationship between headteachers and teachers and its effects on the role of trust in Malaysian high-performing schools through the dyadic relationship theoretical approach.

Using a survey questionnaire, a total of 199 teachers from five high-performing schools were selected as respondents for data collection. Before proceeding with inferential statistical analysis, teachers were separated into the “in-group” and “out-group”.

The findings revealed that the teachers from both the groups perceived that their facets of trust are strongly associated with the type of relationship they have with their school leaders. The results also demonstrate that the quality of dyadic relationships between headteachers and teachers moderately influences teachers’ trust.

The findings suggest that the headteachers should always build good relationships with the teachers to gain teachers’ trust for sustaining school effectiveness. The findings encourage the Ministry of Education, particularly the Teacher Recruitment Division, to require all teachers and headteachers to deepen their knowledge on leader-member exchange (LMX) role-development processes.

The results are of great importance since limited empirical studies have examined LMX role-development processes with reference to teachers and headteachers in the context of Malaysian higher performing schools.

The purpose of this study is to examine the relationship between the quality culture and workforce performance in the Malaysian higher education sector. The study also aims to test and validate the psychometric properties of the quality culture and workforce performance instruments used in the study.

A total of 267 academic staff from the International Islamic University Malaysia completed the survey questionnaires. A principal component analysis (PCA) technique was performed to extract the underlying factors, followed by the application of confirmatory factor analysis (CFA) to test factorial validity of the constructs.

The analysis yielded a nine‐factor‐indexed quality culture construct, while the workforce construct constituted two factors. The findings of the study postulate statistically significant correlation between quality culture and workforce performance.

The findings of the study suggest that a quality culture initiative can be used effectively in the context of the Malaysian higher education sector to enhance academic staff performance.

The results are important since there have been few published studies on quality culture that examine its effects on academic staff performance in the Malaysian higher education sector.

The purpose of this paper is to investigate the issues and challenges faced by headteachers in practicing the suggested distributed leadership (DL) approach in three primary schools to their middle layer leaders.

The study employed a case study design and data were collected through semi-structured interviews. A total of three headteachers were interviewed in examining and exploring challenges within the DL practices. The transcripts from the semi-structured interviews formed the basis of the findings.

The findings suggest that senior teachers lack confidence in making decisions and rely on the consent from headteachers even though they are empowered to make their own decisions. Another significant issue faced by headteachers when distributing their leadership is the ability, expertise, experience, and willingness of teachers to hold leadership roles and responsibilities.

The results are important since there have been few empirical studies on the issues and challenges faced by headteachers in practising DL approach in primary schools in the context of Malaysia. This initiative sidelines the traditional school leadership approach which emphasises on the accountability of headteachers as the sole school leader.