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The devastating impact of COVID-19 on businesses has led to the redefinition of workforce resilience. This study hence explores workforce resilience factors that will be important in the post-COVID-19 era. It investigates whether these factors perform differently in the manufacturing vs. the service sector and in small and medium enterprises (SMEs) vs. large firms. Sixty-five firms were studied in Malaysia and analyzed through Rasch modelling. The results indicate that three workforce resilience factors (positive thinking, sense of responsibility, and emotional control) are difficult to overcome in the manufacturing sector. Regarding the SMEs and large firm contexts, six workforce resilience factors (positive thinking, differentiation, degree of involvement, sense of responsibility, cognitive processes, and innovation) are complicated for SMEs. In comparison, two workforce resilience factors (work–life balance and decision-making) are difficult for large firms. Capitalizing on these findings, managers in various organizations (manufacturing vs. service and SMEs vs. large firms) can adopt different strategies to leverage workforce resilience post-COVID. Moreover, government agencies can use these findings for policy-making when leading post-COVID-19 projects and initiatives.

Trade unions are bodies that are not bound by any other organization and being free from the influence of employers makes them very powerful. Trade unions are also relationships between employers and their employees. Since the beginning of the 2008 financial crisis to now, there has been a decline in union membership of more than half a million. However, in this research, we found that unfair labour practices take the form of organization politics. Our main motive in this study was to identify the relationship between human resources practices and employee intention to join unions in the Malaysian education sector. We chose a particular university in Malaysia whose name is kept private and confidential. The study sample size was 120, which is sufficient for partial least squares structural equation modelling analysis. The study results reveal that the work environment, rewards, and compensation significantly influence employee intention to join a union. However, even if the employees intend to join the union, organizational politics moderate their decision to do so, and may prevent them from joining the union. The limitations of this study and suggested future research are also discussed.

This study investigates staff turnover in a manufacturing industry in Malaysia. Manufacturing is semi-capital intensive industry. Manufacturing contributes to employment, Foreign Direct Investment (FDI) and Gross Domestic Production (GDP). Skilled and semi-skilled workers. Manufacturing is one of key success factors to national economy, nevertheless, high staff turnover continues to be disastrous towards manufacturing industry performance. This study employs a second-order construct with moderating role of gender in evaluating staff turnover intentions among 392 manufacturing industry employees in Malaysia, providing a case study of a manufacturing company in the consumer sector. Six variables were studied: role overload, role ambiguity, role conflict, work family conflicts, gender and turnover intention. The analysis was undertaken via SEM-PLS 3.2.7. A total of four hypotheses were tested. Positive results were obtained with respect to role overloaded on turnover intention. Negative results were obtained for role ambiguity, role conflict and work–family conflict. The implication of this study reveals that organizations generally recognize the importance of staff retention for superior organizational performance.

Market competition increased difficulty for organizations to hold premium quality workers. This research explores on the human resources management (HRM) practices and affective commitment (AC) among a sample of 384 financial industry employees in Klang, Selangor, Malaysia. The hypotheses were developed by considering the correlation between four key HRM practices (training, career advancement, performance evaluation and rewards) and AC. The findings indicates that the independent variables of career development, training and performance appraisal have a positive and significant relationship with AC, whereas rewards has no correlation with AC. The findings imply that in the Malaysian financial industry needs greater training programmes and effective performance evaluations to increase employees’ performance and commitment.

Enhancements in human capital can be achieved by the establishment of various programs such as training and curriculum development at the university level. This would increase the knowledge and skills of lecturers with respect to their teaching styles and learning processes at universities in general. This study examines the effect of human resources management (HRM) and job satisfaction on university PhD holders who contribute to the innovative achievements of a university. The purpose of this study was to explore the contribution of HRM and job satisfaction on talent retention in private universities in Malaysia. The study sample comprised 110 PhD holders, and their responses were analyzed using the PLS-SEM software. The results indicate that, rather than promotions and recognition, PhD holders place more emphasis on their salaries, which are very low at private universities. The study limitations are discussed, and suggestions are made regarding future research

Purpose: The aim of this study is to assist the Malaysian electronics companies in reducing the non-value added practices and in return, will minimize the cost and improves productivity with the use of the fingerprint system. Methodology: This study uses a quantitative research approach and data were sampled from 137 front-line employees using simple random sampling technique. Result: The empirical findings of the study confirm that perceived usefulness and perceived ease of use significantly affect the intention to use the fingerprint system. However, there was not enough evidence that relative advantage has any effect on the intention to use the system. Implications: The study results affirmed that business organizations, especially electronic companies should transform their use of conventional attendance system to fingerprint system in improving efficiencies and effectiveness within the human resource practices.

The present study analyses user satisfaction of the Human Resource Management System (HRMIS 2.0) in the health department of Kelantan state through quantitative research method. This helps in determining the department’s level of adoption and acceptance of technology. Therefore, about 212 employees of the health department of Kelantan were surveyed. The survey results showed that even if the perceived ease of use is 59.6%, the satisfaction of HRMIS is 66.2%. This implies that the users in rural areas use the HRMIS system for daily work routine only. The study discusses the implications, limitation and suggestions for future research suggestions.

Aim of this study is to indicate the elements that affect the jobseekers’ intention to use JobsMalaysia system. The research analyzed the relationship between five variables perceive usefulness, perceive compatibility, perceive ease of use, attitude toward using and intention to use Jobs Malaysia system. Throughout the study, three hypotheses are not supported and has no significant relationship out of total eight hypothesis tested in this study, which is the correlation between perceived compatibility and attitude towards using, perceived ease of use and attitude towards using, perceived ease of use and Intention to use JobsMalaysia system. The findings have highlighted that the information in JobsMalaysia are not compatible to the expectations of the user. Significant indicators towards the intention to use Jobs Malaysia system are provided by researchers to help the government in understanding how the job seeker accept and adopt such the system. Besides, several limitations and recommendation had been suggested by the researchers for future researchers to refer.

Stress can cause a negative effect on the psychological condition and affect the overall job performance of an employee. The aim of this study is to examine the relationship between job stress and job performance among administrative staff in Selangor (state of Malaysia) Hospitals. Probability sampling techniques were used as the name of the respondents and a simple random sampling was used to conduct this study. List of Government Hospitals has been obtained from the official website and the directory of Ministry of Health Malaysia. The results show that all the variables such as work stress, workload, work-life conflict time pressure, and social pressure significantly influence the job performance of Hospital administrative staffs. The research results help to improve employee performance by understanding the behavior and attitudes of hospital staff against work stress. The implication of the study has been explaining in detail with limitation and future research study for his current research.