The aim of this conceptual paper is to propose pathways through which psychological contract breach, ethical leader behaviour, and supervisors’ fairness are related to employees’ attitudes, behaviours and wellbeing. The paper reviews extant literature and builds a logical framework depicting the interrelationships among psychological contract breach, ethical leader behaviours, and supervisors’ fairness, and how they are related to employees’ attitudes, behaviour and wellbeing. Initially, we propose a direct effect of psychological contract breach on job satisfaction, job neglect, organisational citizenship behaviour, intention to leave and employee wellbeing. We also propose that ethical leadership behaviour and supervisors’ fairness will moderate the relationship between psychological contract breach and employees’ attitudes, behaviour and wellbeing. Based on the proposed conceptual framework, the paper proposes several testable research propositions. Finally, the paper outlines steps to advance organisational theory in regard to the effects of psychological contract breach, ethical leader behaviour and supervisors’ fairness on employee outcomes.

This study examines the impact of organizational climate on job satisfaction and intentions to leave of a higher educational institution. Organizational climate consists of four quadrants namely human relations, internal process, open systems, and rational goal. A total of 210 data was analyzed and path analysis was used to examine the relationship between organizational climate, job satisfaction, and intention to leave. The finding indicates that human relations, open systems, and rational goal have significant impact on job satisfaction and intention to leave. Internal process has impacted on job satisfaction, but no impact on intention to leave. This study provides recommendation to top management on how to reduce the intention to leave and enhance job satisfaction.

In Thailand, entrepreneurs have been paid much attention by the government. It is believed that the economy of a country is driven by entrepreneurs. The Thai government’s policy is to encourage people to start their own firms. It has created an environment which entrepreneurs can thrive by supporting people in communities through training via the non-formal education centre (NFE). This study tries to answer 2 research questions; i)  What are the characteristics of entrepreneurs who make use of NFE’s curriculum? And  ii) What factors drive entrepreneurs to start up their own businesses. The survey was conducted on through 52 entrepreneurs who passed NFE’s curriculum and established their own businesses since 2011 - 2012. Interview and questionnaires were used as tools to collect data. Statistics shows that most entrepreneurs are married men between the ages of 45-50 years old or women between 30 – 50 years old, and most were not university educated. Most of their businesses are micro enterprises and are owned by single entrepreneurs. Pair sample t-testing illustrates that gender, married status, and education level were significantly related to entrepreneur starting up businesses. Furthermore, sizes of the firm, type, form of enterprise, location were also positive contributors. Moreover, Pair sample T-testing indicates that factors driving entrepreneurs running and starting up their own businesses correlated with capital, knowledge which was obtained from NFE, while personal and socio-culture factors were ignored.

This study was aimed to examine the effect of work design characteristics on employee engagement in Organizational Citizenship Behaviour (OCB).  Drawing upon the Expanded Work Design Model (Humphrey, Nahrgang, & Morgeson, 2007) and the Job Characteristics Theory (Hackman & Oldham 1975), this study specifically examined the direct effect of seven dimensions of work design characteristics on OCB. A total of 646 nursing and clinical employees holding non supervisory jobs in 3 public hospitals in Malaysia participated in this study. Hierarchical multiple regression results indicated a statistically significant positive relationship between work design characteristics (feedback, task significance, psychological demand, autonomy and social support) and OCB. Managerial implications, theoretical implications, limitations of the study and the directions for future research were discussed.

This paper adds to an existing, though relatively sparse, body of research by examining a framework linking a firm’s supply chain management (SCM) practices, its management accounting practices and supply chain performance .Drawing on the existing literature, a model was tested using partial least squares (PLS) on survey data collected from Malaysian publicly listed firms. The research finds a positive relationship between an emphasis on SCM practices and management accounting practices. The findings also suggest a positive relationship between SCM practices and supply chain performance and between management accounting practices (MA practices) and supply chain performance. The results provide management with a strategically important overview of the relationship between SCM practices, management accounting practices and supply chain performance. That is, managers can use management accounting information to support the creation of a successful SCM environment that will lead to improved supply chain performance.

Interest shown on entrepreneurs has been increasing for many years. Researchers are keen to know the behavior and characteristics of successful entrepreneurs. The purpose of this paper is to determine the contributing roles of Emotional Intelligence and Spiritual Intelligence in terms of entrepreneurial innovation and creativity. The study used both quantitative and qualitative approach. A total of 88 entrepreneurs took part in the study which span over a period of 1 year. It was found that successful entrepreneurs had strong levels of “Emotions Direct Cognition” and “Understanding Others Emotions”. In terms of the level of “Spiritual Intelligence”, successful entrepreneurs had high strong connections with many of the elements which included “Discernment”, “Egolessness”, “Freedom”, “Higherself”, “Intuition”, “Joy”, “Practice”, “Purpose” and “Relatedness”.  These components are important in creativity and innovation.

This study was carried out to understand the impact of demographic factors on employee perception about distributive and procedural justice. Four demographic variables, namely: age, gender, status and tenure of employees, were chosen as predictors, and their relationship with the two dependent variables: procedural and distributive justice, was studied. A total of eight hypotheses were formulated, linking each predictor to both dependent variables, individually. A questionnaire was then designed consisting of structured questions, determining employees’ perceptions towards distributive and procedural justice in their organizations. Unrestricted non-probability sampling was employed to choose respondents working in different organizations – from universities to banks, and contact was established via survey. Data thus collected was processed using SPSS and analyzed through ANOVA and One-Sample T-test. It was seen that none of the predictors caused a significant variation in employee perceptions, except in the case of status and procedural justice, where significant variations were observed with respect to employee responses at different levels or positions in organizations.

This study identifies the attitude and organisational factors which are the main criteria that affect employee loyalty among fresh graduates in Malaysia. By analysing the causes of the increase of employee turnover rate, the research is able to bring out the solutions on how to solve this critical issue. Based on theoretical considerations, a model was proposed to investigate employee loyalty via turnover intention. The questionnaire was adopted from previous research which had been done by Malaysian researches. 210 questionnaires were distributed to fresh graduates via Google Docs and printed copies throughout Malaysia but only 200 copies of samples were usable. Overall, the study finds that job satisfaction has a negative relationship with turnover intention. The analyses were carried out to test the hypotheses. The results have shown that occupation level and monthly salary are not the most important factors to create job satisfaction. The regression test has illustrated that fresh graduates showed less significance on job satisfaction with the developed variables via factor analysis. However, gender was a moderating factor between job satisfaction and the variables.This paper only examines fresh graduates in Malaysia at one point of time and provides new insights into the factors which affect employee loyalty in Malaysia.