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Underpinned by Social Cognitive Theory (SCT), this study aimed to examine the mediating role of employees' adaptability in the relationship between the five managerial climate factors (i.e., trust, supportiveness, openness, clarity of goals and participative) and change readiness in public sector organisations.

Adopting the quantitative approach, data were collected from 379 administrative and diplomatic officers. Analysis was done using partial least squares structural equation modelling (PLS-SEM).

The results showed that trust and clarity of goals are significant motivational factors that accelerate employees' adaptability. Adaptability, in turn, was found to mediate the effect of trust and clarity of goals on employees' change readiness.

This study contributes to theory and practice by examining employees' adaptability as an intervening variable in the relationship between managerial climate factors and change readiness with specific reference to the public administration context.

The purpose of this paper is to examine the structural relationships between the job itself (i.e. job characteristics), employee well-being and job performance in light of the new administrative reform called the Government Transformation Program in Malaysia that stresses on measurable performance outputs.

A total of 208 public sector employees from various public agencies and departments in the northern region of Peninsular Malaysia were surveyed. Some of the agencies that took part in the study include state departments, the fishery department, agriculture-related agencies and the rural development agency.

The authors observed that feedback positively influenced employee well-being, which served as a significant mediator in the relationship between feedback and job performance. The results indicated that 26.4 percent of the variance that explained employee well-being was accounted for by the different characteristics of a job. The authors also demonstrated that employee well-being accounted for 41.8 percent of job performance.

The authors recommended that public sector managers consider the element of feedback and enhance employee well-being to improve job performance.

This study offers an insight into the effect of perceived changes in the job itself on employee well-being and subsequent job performance in light of government reforms.

This study examines the mediation effects of leaders' communication competency in the link between leadership styles (i.e. servant and transactional leadership) and employees' work engagement.

Cross-sectional survey data from 392 employees in 33 hotels in Bangladesh were collected. To analyze the data, structural equation modeling was adopted, and partial least squares (PLS) analysis was used.

Results of PLS analysis revealed that servant leaders and leaders' communication competency positively influence employees' work engagement. In boosting employees' work engagement, communication competency is an important tool for servant leadership but not for transactional leadership.

Hoteliers and managers may want to adopt a servant leadership style and develop effective leadership communication skills to increase employees' engagement at work.

This study introduces communication competency as a mediating mechanism between leadership styles and work engagement in the hospitality industry.

Drawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and employee engagement.

Through random sampling, 434 customer-contact frontline employees from five-star hotels in Malaysia participated in the cross-sectional survey.

The results produced by the Smart-PLS (partial least squares) indicate that HR practices positively and significantly influence employees' psychological states of safety, meaningfulness and availability. All these psychological states also exert positive influences on employee engagement (organisational and work engagement). Safety and availability mediate the links between HR practices and employee engagement, but not meaningfulness.

HR practices and employees' psychological states are necessary in ensuring positive employee outcomes and improving customer service provision.

The findings contribute to the further extension of self-concept theory and employee engagement by incorporating the mediating roles of employees' psychological states in the relationships between HR practices and employee engagement.

以自我概念理論為依據，本研究擬評估僱員的心理狀態、如何在人力資源做法與員工敬業度之間的聯繫上起著仲介的效應。

透過隨機抽樣法，434名在馬來西亞五星級酒店工作、接觸顧客的一線員工被選參與一個橫斷面調查。

以SmartPLS (偏最小平方)取得的研究結果顯示、人力資源做法正面地影響著員工的安全感、工作給予的意義和感知的組織支援；而且，這些心理狀態，均會對員工的敬業度(對組織的自豪感及對工作的投入)起著正面的影響。另外，安全感和感知的組織支援在人力資源做法與員工敬業度之間的聯繫上、起著仲介之效應；唯工作給予的意義則沒有這個效應。

研究結果進一步伸展了自我概念理論及員工敬業度方面的論述，這是由於本研究把員工心理狀態所扮演的中介角色，納入人力資源做法與員工敬業度的聯繫中。

若要確保積極的員工成果及提供更佳的顧客服務，有效的人力資源做法和正面的員工心理狀態是不可或缺的。

The present study investigates the predicting role of institutional leadership competencies (namely, achieving goals and outcomes, leadership and leading change, and integrity and justice) in influencing job performance. It also seeks to examine whether proactive personality moderates the purported relationship.

Data were collected from 103 institutional leaders in various higher education institutions in Malaysia. Partial least squares structural equation modeling (PLS-SEM) technique via Smart PLS 2.0 was used to analyze the data and test the hypotheses.

The findings indicate that competencies of leadership and leading change and integrity and justice significantly and positively influenced job performance. Proactive personality was found to significantly moderate the relationship between leadership and leading change dimension and job performance.

This study contributes to the literature by assessing leadership competencies as the predictors of job performance. The moderating role of proactive personality is also substantiated in the leadership and leading change dimension and job performance linkage.

The significant and positive impact of leadership and leading change as well as integrity and justice on job performance suggests the importance of these leadership competencies in promoting high level of job performance among institutional leaders. Furthermore, in ensuring high job performance among institutional leaders, proactive personality is a crucial attribute that is worth to be given attention by higher education institution (HEI) administrators.

This study aims to provide additional empirical evidence in the leadership competencies domain. The research framework of this study managed to substantiate empirical evidence in partial support on the importance of leadership competencies and proactive personality in predicting job performance.

The purpose of this paper is to validate the corporate environmental citizenship measurement originally developed by Banerjee (2002) in the Malaysian setting.

A systematic sampling technique was used, with a total of 251 responses. The measurement was tested using content validity, convergent validity and discriminant validity.

The study finds that all four dimensions are highly suited for measuring corporate environmental citizenship in the construction companies in Malaysia.

The study uses a single respondent to report on the organization’s corporate environmental citizenship. The perceptions among the respondents may differ.

Organizations can use the measurement for benchmarking current levels of organizations’ environmental degradation as well as identify which business areas are in need to improve environmental preservation.

This study theoretically conceptualized corporate environmental citizenship as a multidimensional construct containing four dimensions.

This study contributes to the body of knowledge by validating corporate environmental citizenship measurement in the Malaysian context as measurement validation studies are scarcely found.

The purpose of this paper is to examine the influence of autonomy, workload, and work-life balance on job performance among teachers. A survey was carried out among teachers in public schools in the Northern Region of Peninsular Malaysia.

This study adopted a quantitative approach to address the research objectives. A total of 302 teachers reported on their level of autonomy, workload, and work-life balance as well as job performance. Data were analyzed using Statistical Package for Social Sciences version 17.0 and Partial Least Square (Smart PLS) version 2.0.

Based on the statistical analyses conducted, the findings reported that autonomy and work-life balance had a significant impact on respondents’ job performance. Workload, on the other hand, had no substantial bearing on job performance among school teachers in this study.

In terms of practical ramifications, the management of schools need to focus on measures to enhance autonomy and work-life balance in improving job performance among teachers. Finally, directions for future research and conclusion of the study are also presented.

Discussions emphasized on the importance of work-life balance and autonomy in elevating job performance among teachers. This study also provided partial support to the Border and Boundary Theory.

This study aims to validate the motivating language scale developed by Mayfield et al. (1995) in the context of the hotel industries of Bangladesh and Malaysia.

For Study 1, data were collected from employees (lower and mid-level) of three to five-star hotels in Bangladesh. Customer-contact employees working in four- and five-star hotels in Malaysia participated in Study 2. Both studies featured a cross-sectional survey design.

Factor analysis revealed that both samples provided three-factor solutions for the motivating language scale in both countries. Convergent, discriminant and nomological validity were assessed by testing with outcome variables of motivating language.

Future studies may use all three versions of the scale (Bengali, Malay and English) to collect data, as all three have been validated.

By validating the Bengali and Malay versions of the motivating language scale, this study contributes to the leadership language literature, specifically that related to hotel industries in developing contexts.

This study sought to examine the detailed mechanism of employee perceptions of commitment-based human resource practices (CBHRPs) to employee knowledge-sharing behavior (i.e. knowledge collection and knowledge contribution) by unveiling the “black box” of trust in the workplace.

Based on data from 383 employees in China's Top Innovators in 2016, path analysis was used to test six hypotheses.

Employee perceptions of CBHRPs, namely, selection, incentives and training and development, were positively related to employees' trust in coworkers, supervisors and the organization, which in turn was positively related to employees' knowledge collection and contribution behavior. Trust in the workplace fully mediated the relationship between employee perceptions of CBHRPs and employee knowledge sharing. Among CBHRPs, training and development practices had the strongest effects on employees' knowledge-sharing behavior. Among trust, trust in coworkers was found to be the closest related to knowledge-sharing behavior. Knowledge contribution was more related to CBHRPs through trust than knowledge collection was.

Organizations can employ CBHRPs to enhance trust in the workplace and encourage employees to contribute toward and collect knowledge. Organizations need to pay more attention to employees' long-term investment, such as employee training and development. Organizations can perform human resource practices consistently and ensure that all employees are aware of practices in use to enhance employees' understanding of these practices.

This study provides a detailed understanding of the relationship between human resource management and knowledge sharing. It also presents new empirical evidence in the research fields of human resource management and knowledge management, with implications for the development of employees' knowledge-sharing behavior.

The study aimed to investigate the relationship between the intention to avoid food waste (IAFW) and the use of food-sharing technologies, such as internet platforms and mobile applications. The study utilized a model based on the theory of planned behavior (TPB) as an extension of the unified theory of acceptance and use of technology (UTAUT2).

An online platform tool (Prolific), and online self-report questionnaires were used to gather empirical data on 309 individuals. These data were then analyzed using two-step structural equation modeling.

The model explained 76% of the variance in user adoption of food-sharing mobile applications and internet platforms, supporting seven out of the nine tested hypotheses. Effort expectancy, social influence and IAFW were found to be the significant determinants of the behavioural intention to use food-sharing mobile applications and internet platforms (BITA). IAFW partially mediated the relationship between perceived behavior control and BITA. Age played a moderator role between the adoption of food-sharing mobile applications and internet platforms. However, IAFW did not play a mediating role between environmental concerns and BITA. The facilitating condition construct had an insignificant impact on BITA.

The current study was affected by some limitations. First, the data may not be considered as statistically representative because they were gathered online. However, the varied sociodemographic backgrounds of the respondents would boost the reliability of the findings. However, it would be prudent to use caution when extrapolating these findings to other contexts and cultures. Second, environmental concerns and perceived behavior control related to the avoidance of food waste behavior, as well as other factors that affect technology acceptance, may alter with time. Data from cross-sections may cause difficulties in following such changes. Thus, we recommend that longitudinal research studies aimed at building on our findings should be conducted. A qualitative study may help gain deeper insights into the relationship between IAFW related behavior and the adoption of various technologies to share leftover food, thereby revealing further details regarding different perspectives held by various respondents.

The positive relationship between environmental concerns and IAFW underlines the significance of investing in this area to raise social awareness and public concern for environmental safety. Additional initiatives aimed at increasing public concern regarding environmental issues may increase the overall IAFW. Instead of concentrating on a single source pertaining to the avoidance of food waste, the government and policy regulations should focus on regulating and eliminating waste from all sources that generate waste. The adoption of technology to share leftover meals may be influenced by social factors. Increased advertising for food-sharing mobile apps and online platforms may persuade more users to join. Additionally, building additional platforms and mobile apps in these fields with friendlier interactions may improve the cyber environment, making it easier for people to use them. By providing information, tools and assistance to promote the reduction of food wastage, policymakers may create interventions that enhance public perception and behavior toward the reduction of food waste. In conclusion, the findings of our study indicated that the social impact and ease of use are important factors in determining the adoption of food-sharing technology. Cooperation with social influencers, policymakers and developers may lead to the development of user-friendly technology that may improve accessibility to food-sharing technology.

In order to encourage the adoption of food-sharing technology among various age groups, policymakers may create initiatives that take the specific requirements and traits of each group into consideration. Policymakers and governments may also create legislation and regulations that are tailored to guarantee food safety and health security for users of food-sharing technology, such as instructions for handling and storing food as well as safeguards against food fraud and contamination.

This study addressed practical issues related to managing and reducing household food wastage through social sharing via mobile applications and internet platforms. The proposed model, which integrated TPB with UTAUT2 in the context of food wastage and technology acceptance, contributes to the current body of knowledge.