By taking into consideration the significant increase in turnover rate in the recent years, we aimed to expand our understanding of the factors influencing employees' decision to leave the organization and consequently to provide managers and Human Resource Development (HRD) practitioners with more information to better manage employees' undesirable turnover. Thus, the relationship between the theoretically related communication satisfaction's dimensions and turnover intention was analyzed. A sample of 181 employees working in 11 industries of all three economic sectors was selected for the analysis. Among the five tested dimensions, personal feedback, supervisory communication, and communication climate were found to be significantly related to turnover intention. Unexpectedly, organizational integration and co-workers communication were not significantly related to turnover intention. Additionally, the relationship between supervisory communication and turnover intention was found to be partially mediated by the employees' affective commitment. Therefore, by keeping employees well-informed about their performance, facilitating the flow of upward and downward communication between employees and their supervisors, and finally by improving communication climate in the organization, managers will have better chance in preventing employees' voluntary turnovers.

This note reports on an exploratory study examining the relationships between rules on employee behaviour and on management discretion and other aspects of organizations in Malaysia. Using the data from thirty-ve Malaysian organizations, the authors highlight the differences between the implications of the rules for the two groups and their relationships with company performance.

Artificial Intelligence (AI) in learning and education is not new. However, the rise of the Covid-19 pandemic led to a focus on its role in Learning Management Systems (LMS). This study also examined the role of AI in the LMS with features including Natural Language Processing and Reasoning. The researchers used a self-proposed model and gathered data from the mass communication students in two public sector universities in Pakistan. Results revealed that Artificial Intelligence is integral to Learning Management Systems (LMS) in the selected institutions. Further, the effect of Natural Language Processing (NLP) on Reasoning indicated these two factors as interlinked, improving the quality of LMS. Additionally, Natural Language Processing significantly mediated the effect of AI on the LMS, showing that language processing facilitates LMS usage among students. Finally, the results also indicated the significant mediation effect of Reasoning on the relationship s between AI and the LMS. Overall, the results also remained supported towards the incorporation of Artificial Intelligence (AI) along with Natural Language Processing (NLP) and Reasoning in Learning Management Systems (LMS). The researchers conclude that AI in Learning Management Systems is widely applied in Pakistani institutions. The young students also acknowledge the benefits of AI-enabled LMS that have enhanced their learning experiences and provided them with logical solutions and answers to their complex queries. Further, the study limitations are discussed and highlighted accordingly.

Millions of people need blood because of many reasons such as accidents, routine surgeries, treatment of serious diseases such as cancer and thalassemia. In many countries, the availability of blood product depends on a small number of volunteer donors, including Malaysia. Present trends in blood collection and capacity usage in Malaysia have raised concerns about the ability to meet potential needs. To ensure an adequate blood supply in health facilities is a challenging task for the government especially Ministry of Health Malaysia. It is important to develop a program with influential initiatives that can help to boost public interest and willingness to involve in blood donation program. This study aims to identify and examine the initiatives conducted by the government in order to attract the interest of public to become volunteer blood donor. This study identified that there were five main initiatives implemented by the government to attract public to donate blood, namely: (a) intensive advertising (via mainstream television and radio channels); (b) mobile blood transfusion service center; (c) incentives to blood donors; (d) establishments of donation suites, and; (e) collaboration with other government institution for blood donation campaign. Although current situation showed significant changes in terms of public awareness and willingness towards this program, but there are rooms for improvement for the government to consider in maintaining the balance between blood supply and demand in the country. Focusing on public to register, as frequent or repeated volunteer blood donor, is obviously one of the main available option that current situation need to strengthen.

No abstract