The goal of this study is to see how work-from-home affects job performance. It posits work motivation as mediating variables, and investigates how work-from-home affects employee performance via these characteristics. The findings have ramifications for companies looking to assess the efficiency of their work-from-home policy. This is especially true in the wake of the coronavirus outbreak. The study's original contribution is its questionnaire, which has been tailored to alterations caused by COVID-19. Lecturers were given a printed questionnaire to complete as part of the data collection process. The questionnaire, which included a Likert scale, personally distributed to respondents via the officer in charge to 190 lecturers. A total of 165 people took part in the survey. This study employed regression analysis to answer the research questions. Employees who worked from home reported higher levels of motivation, which improved job performance. While the validity of this study is limited to how these benefits are expressed in higher education institution at Kok Lanas, it may have external validity in other COVID-19affected Public Higher Institution in Malaysia.

The world's wealthiest countries were first hit by the unique coronavirus disease 2019 (COVID-19) pandemic. One of the consequences of the COVID-19 pandemic has been a global shift in work ergonomic patterns, since millions of individuals have substituted their typical work environment with their homes in order to restrict the spread of the severe acute respiratory syndrome coronavirus 2 (SARS-COV-2) infection. The goal of our cross-sectional pilot research was to determine the impact of working from home on job performance among academicians at Kota Bharu Polytechnic who had been working from home before they joined this study. The participants were asked to fill in our printed questionnaire about the impact of working remotely during the COVID-19 pandemic job performance and how it influences academicians' performance. The results indicate that the entire measures achieved a highreliability coefficient that ranged from 0.768 to 0.945, based on Cronbach's alpha coefficient test (they all exceeded 0.70 benchmark) with no significant deviation of skewness values from zero. In addition, the results of the study indicated that work from home and work motivation significantly affect academicians' job performance. The study confirmed the validity of an instrument that investigated at work motivation as a mediating variable when analysing the effects of working from home on job performance and how it affects academicians' performance.

Employees are an organization's most asset. It will help not only the employees, but also the organizations, if they are satisfied with their workplace and the work itself. Employee happiness is also influenced by their understanding of the company's future. As a result, the purpose of this study is to investigate the link between job satisfaction and five variables: income, coworker, management, type of work, and advancement, all of which contribute to individual happiness. Using simple random selection, data was obtained from 126 respondents at Universiti Teknikal Malaysia Melaka (UTEM), a public higher education institution in Malaysia. The data was then extracted using SPSS Version 22.0. According to the data, there is a favorable link between compensation, coworker, management, job type, and advancement. According to the findings, the nature of work and advancement are the most important variables influencing employee happiness, which leads to job satisfaction. Furthermore, the hypothesis test results indicated a strong link between income, coworker, management, kind of job, and promotion. These data may be used to influence policy implementation by human resources or other organizational management in a higher education institution. They might, for example, utilize job happiness (mental well-being) as a predictor of employee actions and then develop recruiting strategies to help sustain employee happiness and satisfaction, therefore assisting in employee retention.

In many different companies, the option of working from home has always been available, enabling employees to go on with their regular tasks from home. Employees working from home have significantly increased in light of the COVID-19 scenario, keeping the pandemic's safety standards and health criteria. To avoid any degradation in their individual job performance, many working cadres have taken to working from home seriously. Managers now have immediate access to information on the advantages and challenges of working from home. Numerous studies have been done on telecommuting and work performance separately; nevertheless, there is very little evidence to support a meaningful link between the two. The purpose of this study is to ascertain whether working from home affects public higher institution employees' ability to do their jobs. To ascertain their justification for working from home, 66 academicians from Peninsular Malaysia's suburbs were surveyed. The instrument used is a survey. The findings indicate that the relationship between job performance as the dependent variable and working from home as the independent variable cannot be explained by work motivation.

Change usually occurs when an organization replaces its management, technological change or product diversification, et cetera. However, organizational change can increase work stress levels, and employees need to cope with new and old stressors.  This research emphasizes the factors of job stressors, such as role overload, role ambiguity, unprofitability, poor peer-relation, and strenuous working conditions. The purpose of this research was to identify the relationship between job stressors and organizational change among academic staff at Universiti Teknologi MARA (UiTM) Cawangan Kelantan (Machang Campus) and to identify the most affected job stressor during the organizational change. The research was non-experimental which was categorized by correlation. Quantitative data was collected using a questionnaire contained three separate sections and was distributed to 155 academic staff at UiTM Cawangan Kelantan (Machang Campus). The reliability analysis was conducted and the Cronbach Alpha value ranged from 0.529 to 0.852. Pearson Correlation was used to examine the relationship between job stressors and organizational change, and it was found that all variables of job stressors had a significant relationship with organizational change except for unprofitability. It was also found that the most affected job stressor during organizational change was poor peer-relation. The researchers hope that this study would educate employees regarding factors affecting job stressors towards organizational change.  Keywords: Organizational change, role overload, role ambiguity, unprofitability, poor peer-relation, strenuous working conditions.