In the hotel industry, high service quality has become a concern to the hotel service providers as a means for gaining a competitive advantage since hotels provide similar services. Apart from that, hotels need to have committed staff towards improving the quality of service. In this context, the organizational commitment of operational employees is necessary for providing better services for the guest. The leadership styles in the hotel industry can provide different motivators that lead to organizational commitment. Therefore, the purpose of the study is to examine the perception of the relationship between leadership styles (transformational and transactional) and organizational commitment. The quantitative approach was applied in this study by using questionnaires through a survey. The data analysis was tested by using the SmartPLS 3.0 software. The results suggested that transactional leadership style and transformational leadership styles have a positive relationship with organizational commitment.

Turnover intention is becoming a critical issue in most organization. Employees’ are leaving their job due to an alternative job offer with an attractive salary and employment benefits, supportive supervisors and a better work environment. The study examines the relationship between job satisfaction on employee turnover intention as well as the mediating effect of person-organization (P-O) fit among insurance agents in Malaysia. The study adopts a quantitative research methodology by surveying 184 insurance agents in Sabah, Malaysia in 2019. Four hypotheses were tested with validated measures of job satisfaction (pay, supervision and communication), turnover intention and person-organization fit. The study revealed that job satisfaction (pay and supervision) has a significant and negative impact to turnover intention. In addition, job satisfaction (communication in organization) has a significant and positive impact to turnover intention. However, person-organization fit found to be not significantly mediates the relationship. The study suggested that organizations should acknowledge the importance of pay, supervision and communication in organization to improving employees’ motivation and retention in organization. The three elements of job satisfaction could improve and promote harmonious and positive work environment.

This paper aims to understand in-depth, from the handicraft entrepreneurs‘ perspective how they first get involved in handicraft production, and how they make decisions about to move (or not) to formal commercialisation. The Malaysian Handicraft Development Corporation (MHDC Census, 2014) revealed that vast majority of handicraft entrepreneurs are operating as modest production, i.e. home-based and mainly part-time, which has always been regarded as low performance. The in-depth interviews therefore were conducted with 16 handicraft entrepreneurs in Kota Belud, Sabah to explore why this modest kind of production is so favoured among handicraft entrepreneurs in Malaysia, regardless of its perceived disadvantageous, and why some entrepreneurs commit to full-time production. The selection of the samples was based on two main performance criteria, which were assumed likely to provide different responses on the topic under investigation: (1)premises location (home-based and workshop-based) and (2)production status (part-time and full-time). The analysis of data was guided by initial conceptual framework relating to concept and theories on small business performance which allows similar data to be labelled under similar codes and categories. Overall, the in-depth interviews together with insights from the literature led to the identification of five sets of factors that may influence the start-up and factors that stimulated or inhibited the entrepreneurs to move to a greater level of commercialisation, namely personal background, personality traits, motivations, personal skills and support contexts. The findings of this qualitative fieldwork served as a basis for the development of a questionnaire for the largescale survey in the future.

Nowadays, online business has become a phenomenon among traders. The business can grow globally with a wide range of applications that can be accessed through the internet. The advantages that exist today also can facilitate buyers in the purchasing process than purchase directly at the business premises where it can save buyers’ time. Hence, students in higher education institutions also are not lagging on the benefits of running an online business as an additional source of income. This is because an online business does not require high costs to involve and can be done even if the students have no business premises. Therefore, this study aimed to identify factors that influence students in doing online business. The research design is a quantitative study in questionnaires are used as an instrument with a 5-point Likert scale. The questionnaires were distributed online to the respondents through Google Form. Respondents involved 114 students in the entrepreneurship program at the Faculty of Business, Economics and Accounting, University Malaysia Sabah. Data were analyzed using Statistical Packages for Social Science (SPSS) version 21.0. Students’ tendency to do business online is measured by three factors, namely, source of encouragement, technology facilities and personal tendencies. The results show that the mean value of these three factors is at a high level. Hence, it can be concluded that the source of encouragement, technology facilities, and personal tendencies influence the students’ tendency to do business online.