One of the most significant techniques for evaluating employee performance is performance appraisal, which should be aligned with the organization's goals. This topic is vital in providing knowledge on the evolution of performance appraisal research articles. This study aims to assess the publications of research articles on performance appraisal over the past 20 years (2001 to 2020). Hence, the bibliometric analysis method was performed on articles retrieved from the Scopus database and a total of 1976 articles were analysed. Information obtained such as keywords, source type, number of citations, frequently used publication language, famous author and highest published articles. The annual trend indicated that the frequency of performance appraisal studies was the highest in the years 2008 and 2010. Furthermore, the nursing profession and the medical line were the most studied fields concerning performance appraisal compared to the other disciplines. Based on the keyword analysis, the field of study on performance appraisal needs to be further expanded to training, organizational commitment, fairness, general practice, turnover intentions, and COVID-19 pandemic impact performance appraisal. This study also contributed to the scholarly knowledge in performance appraisal and has identified research gaps to be addressed in the future.

Organizational support is an administrative concern that emphasises well-being and appreciates employees' contributions. This study aims to determine the revolution of organizational support through published articles. This study employed 3 bibliometric analysis methods: descriptive analysis using Microsoft Excel, citation analysis using Publish or Perish software, and VOSviewer visualisation mapping. A total of 5527 articles within the last six decades (1962 -2021) were retrieved from the Scopus database for analysis. A majority of the articles were published in the United States of America in the areas of Business, Management, and Accounting. Based on the review, the annual article publication trend has significantly increased each year. The University of Toronto was the most influential institution publishing organizational support articles, whereas, Robert Eisenberger is a wellknown author in this area. Also, the International Journal of Human Resource Management is an active source in this topic and Taylor & Francis is a well-known thriving publisher. "Perceived Organizational Support" is the most popular article in this field. The information obtained from this study can be utilised by organizations, organizational policymakers, and researchers to identify future research gaps.

Studies have revealed that the "baby boomers" generation has a lower level of intention to quit as compared to Generation X and Generation Y. Meanwhile, Generation Z has a higher level of intention to quit than Generation Y although the former has gained abundant support from the relevant organisations. Addressing that, this concept paper focuses on the relationship between multigeneration and the intention to quit working. The emphasis on personality and psychological behaviour of this multi-generation are reflected in social exchange that values work based on the influence of each generation concept. This study will specifically discuss social exchange theory, organisational support theory, and the conceptual model of the relationship between multigeneration and intention to quit working. This concept paper provides valuable contribution to the existing knowledge base, especially on how multi-generation plays a role in affecting the intention to quit in an organisation. The implications and recommendations for future research are also discussed.

Scrutiny of demographic diversity in organisations is imperative as significant differences have emerged from multiple aspects of the workforce, especially gender and generation. Subsequently, the observed differences often lead to discrepancies in determining the causal factors of the intention to quit work. Therefore, this study aimed to examine the dissimilarities in selected demographics regarding the intention to quit work amongst police officers. This study is important because the inconsistencies and contradictions of previous studies on generational and gender differences in intentions to quit work are research gaps that should be explored. A total of 513 respondents' data were collected from the questionnaire. These data were analysed using the Kruskal Wallis and Mann-Whitney U tests to examine the differences between gender and generations, on the intention to quit work. The results of the study show that there is no difference between gender and generations in the intention to quit work among police officers. This study also has important implications that contribute to the existing body of knowledge, the management of an organization, practitioners, and policymakers, notably to know the dissatisfaction due to the lack of sensitivity to the needs of each gender and generation. Recommendations for future research are also presented.

The objective of this study is to develop and validate the instruments that are to be used in the field study. The instruments were validated based on Exploratory Factor Analysis (EFA) procedure using the Statistical Package for Social Sciences (IBM SPSS) Version 25. The sample for the pilot study was comprised of 146 randomly selected policemen, and the field study was comprised of 513 randomly selected police personnel. Meanwhile, the data collected from the field study was analysed based on the Confirmatory Factor Analysis (CFA) using Smart Partial Least Squares (PLS) 3.0 software. The EFA procedure yielded seven constructs with 49 items, which were procedural justice (formal) = 4 items, procedural justice (interaction) = 3 items, distributive justice = 6 items, interpersonal justice = 6 items, information justice = 6 items, organisation support = 17 items, and intention to quit work = 7 items. Base on CFA procedures, composite reliability (CR), average variance extracted (AVE), loading indicator and discrimination validity was adequate and achieved the cut off points. Additionally, all items from 7 constructs in this study are valid and reliable. Therefore, the EFA and CFA procedures were aptly used to analyse the perception of the Royal Malaysian Police members in this study, providing a useful guide for future researches on the complete process and procedures in validating and reliability a questionnaire instruments.