Purpose The purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE between training satisfaction and turnover intention. Design/methodology/approach Data were collected from 409 oil and gas professionals using an email survey questionnaire. Structural equation modelling, using Analysis of Moment Structures (IBM AMOS) 22.0, was performed to test the hypothesized model. Findings The results suggest that training satisfaction is significantly positively related to employees’ level of WE and is negatively related to turnover intention. The results also reveal that WE mediates the relationship between training satisfaction and turnover intention. Practical implications Training has long been thought to play an important role in achieving positive attitudinal and behaviours outcomes among employees. This study reconfirms these ideas and highlights the importance of training satisfaction as being key to achieving greater WE and reducing voluntary turnover. Therefore, the finding of this study have a number of implications for research and human resource development practitioners. Originality/value This study makes a significant theoretical contribution to the literature as this is the first study to demonstrate the significance of training satisfaction and the mediating effects of WE in reducing the turnover intention of employees.

Purpose The purpose of this paper is to explore the role of training satisfaction as a predictor of organisational citizenship behaviour (OCB) and turnover intention. The study further examines the mediating role of OCB between training satisfaction and turnover intention. Design/methodology/approach Data were collected from 409 Malaysian oil and gas (O&G) sector employees. Partial least squares structural equation modelling (PLS-SEM) was used to test the hypotheses in the research model using SmartPLS 3.0. Findings This study highlights the significant positive impact of training satisfaction on OCB and the negative effect on turnover intention. Contrary to expectations, OCB proved to be neither a predictor of turnover intention nor a mediator in the model. Practical implications Although the main aim of this study was to test the theoretically driven hypotheses, the findings have a number of valuable implications for organisations. This study suggests that O&G organisations should focus on increasing employee satisfaction with training to maximise desired workplace attitudes and behaviours. Originality/value This is the first study to explore the causal links between training satisfaction, OCB and turnover intention. Although it has been observed in the past that training does not directly influence turnover intention, the present study indicates that training satisfaction significantly influences turnover intention. Further, this study unexpectedly found no direct relationship between OCB and turnover intention. Also, OCB was not a significant mediator in the present study. These unexpected findings open new avenues for future research, thus representing an important contribution of the present study.

Past studies revealed that the existence of congruence between employees and their job as well as organisation produces more favourable attitudes and behaviours. Although considerable research has been conducted on the person-job (P-J) fit and person-organization (P-O) fit, an in depth review of the literature identifies several research gaps. First, studies have largely focused on examining P-J fit and P-O fit separately. In addition, the relationship of P-J fit and P-O fit, and employee engagement has been less discussed. Lastly, most often studies investigated how antecedents predict outcomes but minimal effort has been made to explore the consequences of these outcomes. This paper makes a twofold contribution. First, it conceptually integrates both P-O fit and P-J fit into a single model. Second, the paper proposes a three-step model that theoretically links P-J fit and P-O fit (antecedents) to employee engagement (outcome) and turnover intention (consequence). The addition of a third-step would support the evaluation of the outcomes (in terms of the consequences of the overall model) and extend the overall scope of the framework. Social exchange theory, Lewin's field theory, multidimensional model of employee engagement and self-concept-job fit theory are adopted in developing the theoretical linkages among the constructs. Recommendations for future studies are proposed.

Working offshore on an oil rig is perceived as a challenge to many people. Having to live and work at the same site, shift-work schedule with long working hours, high risks and remote work environment; are some common features of an offshore job. High job satisfaction (JS), strong organizational commitment (OC) and minimal stress (St) are key factors to retain the offshore oil and gas platform employees. This is critical to oil and gas companies as skilled and experienced employees are highly demanded in the industry. This study aimed to examine the level of job satisfaction, organizational commitment and stress among oil rig employees (n=214) situated in the coast of East Malaysia. This study also analyzed the relationship between the three variables. The data was collected using a self-administered questionnaire. The findings suggested a moderate level of stress and job satisfaction, while organizational commitment was found to be quite high among the respondents. Job satisfaction was found to have significant positive association with organizational commitment, on the other hand stress was found to be negatively correlated to OC & JS. The implications of these findings for practice and theory in the field of Human Resource Management are discussed.

The Malaysian government is continuously striving to develop the country to become a regional education hub. Hence, higher learning institutions, especially universities, are becoming the centre of attention in order for Malaysia to achieve its desired status. Although the number of international postgraduate students in Malaysia has progressively increased, the country still needs an annual growth of 13.5 per cent to attain the target of 150,000 international students by 2015. Previous studies have reported that student satisfaction can lead to attracting new students and retaining the existing ones. Hence, it is essential for Malaysian universities to understand the factors that influence the satisfaction of students. Despite its importance, less attention has been given to the experiences and satisfaction of students in higher learning institutions in Malaysia. The key objective of this paper is to conduct a comprehensive review of the literature and develop a conceptual model that integrates several antecedents that are theoretically linked to student satisfaction. The proposed conceptual model suggests that the internal and external environment of a university, and the feedback of research supervisors are the key factors that influence the level of satisfaction among international postgraduate students. Finally, recommendations for future studies are proposed.