Work ethics are normally associated with the way employees do their work which may be perceived as ethical or unethical. This study discusses the relationship between work ethics and job performance. A structural model was constructed to test the effects of work ethics on job performance. 157 respondents from randomly selected SMEs involved in retail trade textile service located in Selangor, Kuala Lumpur and Johor were given self-administered questionnaires using a six-point Likert response scale. Multidimensional work ethics profile (MWEP) was use as the instrument to measure work ethics. The study found that the structural model is acceptable in terms of validity and reliability, and thus, can be used to measure the relationship between the two variables. The study also found that work ethics affects job performance significantly. It highlights the importance of work ethics in improving job performance.

The present study seeks to understand the relationship between organizational commitment and its components with turnover intention among generation Y working in Small and Medium Enterprises (SMEs) in Malaysia. Selfadministered questionnaires with 18 items on organizational commitment construct and 4 items on turnover intention construct were distributed to the randomly-selected sample. A measurement model and structural model was later constructed using AMOS. Results indicate that the measurement model to test hypotheses was valid and reliable. However, based on the structural model constructed, no relationship between organizational commitment and turnover intention was indicated. There is also no relationship between affective commitment and turnover intention as well as normative commitment. Only continuance commitment significantly affected turnover intention. The finding is supported by few arguments regarding the characteristics of generation Y and the nature of SMEs industries.

This study examined the relationship between occupational stress, employee engagement and turnover intention. Occupational stress was measured through three dimensions namely role ambiguity, role conflict and role overload. Teachers from primary schools were randomly selected as the respondents and asked to complete a questionnaire adopted from previous research with high level of reliability. The findings show that teachers who experience high level of occupational stress had low employee engagement and high turnover intention. All relationships were significantly correlated. A major implication of this study is that the Ministry of Education should seriously consider monitoring the level of stress among teachers and take appropriate actions to help reduce the stress.

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The purpose of this paper is to provide a more realistic competitive advantage concept in order to investigate the impact of an innovative mindset, behaviour and performance on Halal SME’s competitive advantage in the context of a challenging worldwide Halal’s market. This study uses an constant methodology by outlining, analysing, arranging, and focusing the current state of the literature and proposes a research framework which assist in overcoming the restraints encountered in previous empirical research. The use of an innovative mindset and behaviour enables the researchers to provide a great explanation of a innovative performance and its relationship to competitive advantage. This study seeks to contribute to the practice of competitiveness of Halal SMEs area of research. Specifically, this study emphasises that Halal SMEs owner-managers should have innovative mindsets that can stimulate innovative behaviour and which can be translated into innovation performance and subsequently competitive advantage.