Succession planning has spelt many affirmative returns to organizations, several reviews have indicated that this corporate initiative lacks in its planning, implementing and managing. It happens at HEIs in Malaysia that have been slow to embrace corporate formal succession planning approach. Perhaps the appropriate leadership style, perception of career development opportunities as well as knowledge management practices may enhance the succession planning of public universities in Malaysia. Therefore this study specifically intends to examine the significant relationships between succession planning and its predictors which are leadership style, career development and knowledge management practices. The sampling frame in this study contained a list of all administrative officers grade (N41-N54) at 19 public universities staff. According to the results, there is significant influence of two independent variables which are leadership style and knowledge management on successive planning effectiveness. Nevertheless, career management does not influence successive planning effectiveness although both are significantly related.

Employees are contemplated as an indispensable pillar of the organization. Their attitudes and behaviors at the workplace have a drastic effect on organizational performance and success. Employees' emotional intelligence and political skill at the workplace have immense importance in shaping their behaviors and attitudes. On the other hand, behaviors and attitudes plummet towards negativity in the politically polluted environment in the organization. To investigate the impact of emotional intelligence and perception of organizational politics on employees' behaviors and attitudes through the mediation of political skill, the current study collected data from employees of the banking sector of Pakistan. The data were collected through questionnaires by applying non-probability convenient sampling technique. Confirmatory factor analysis (cFA) and structure equation modeling (SEM) techniques have been used for statistical analysis. The results revealed the positive interplay of emotional intelligence with behaviors and attitudes. Further, results also indicated a negative association of perception of organizational politics with behaviors and attitudes. In addition, the findings depicted that political skill mediates the relationship of emotional intelligence with behaviors and attitudes. Similarly, political skill also mediates the interplay of perception of organizational politics with behaviors and attitudes. The scant research attention had been given to explore the mediating role of political skill among these variables and present study addressed this gap. The significance of the study was provided at the end. The limitations were also delineated which followed directions for future research.

Purpose: The purpose of this paper is to propose a conceptual framework on the key determinant of employee engagement. This paper is designed to study the three determinants that will impact on employee engagement. Three key determinants will be used as independent variables which are work environment, team and co-worker relationship, and organization well-being. Employee engagement acts as a dependent variable. Methodology: This is a causal study that has used qualitative exploratory methodology to draw propositions about the phenomenon under study. Findings: The findings of the study that supported by The Social Exchange Theory (SET) and The Leader-Member Exchange (LMX) were expected to produce significant relationship between work environment, team and co-worker relationship and organization well-being on employee engagement. Practical implication: A deep focus should be given to the factors that can enhance work environment, team and co-worker relationship as well as providing supportive organizational well-being to ensure the employees in their organization is fully engaged. Social implication: The determinant of employee engagement will promote a healthy and positive working environment that can contribute to positive and healthy life in social community.

Purpose: Attract, select, develop and engage the right talents at the right time, place and position become essential for upgrading the management system in the banking sector. This study identifies the development of talents through talent management and succession planning, which may engage those employees with the banks. Design/Methodology/Approach: In this preliminary study, 180 copies of questionnaires were distributed to the bankers who are currently working with some Islamic Banks in the Northern region of Malaysia; Kedah, Perlis and Pulau Pinang. The simple random sampling techniques applied. The analysis of this study are all descriptive. Findings: This study explores the descriptive analysis on talent management, succession planning and talent engagement, that might be particularly focus on the mean of each variables. The analyses show that, the respondents believed that talent management and succession planning, as well as talent engagement should well-known exist and outstandingly being implemented in Islamic banking industry. Implications/Originality/Value: Islamic banks demand for talents of bankers that are not only well profound with Sharia knowledge but also capable to ascertain the differences between Islamic banking and finance regulation at par with conventional practices. The analyses of the data are expected to give practical contribution to the Islamic banks to have a better talent management mechanism and succession planning program for engaging their talents in the future.

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