Reports that poverty alleviation is a particular developmental focus in Malaysian plans. Reveals that for this to be attained microenterprises are encouraged, and that the financing of microenterprises by means of pawnshop loans in small amounts and with low risk is a popular one among the marginal groups. Examines the efficacy of this instrument of microenterprise financing.

Employee is one of the most valuable asset in an organization. It is important to provide support to the employee to ensure their welfare is guaranteed. This paper measures the impact of perceived organizational support on employee behaviour.  Questionnaire survey data was collected from 114 respondents who are presently employed at a public organization in Malaysia. The partial least squares structural equation model (PLS-SEM) was used to test the hypotheses. There are four findings derived from the data, first: supervisor support negatively correlated with organizational commitment. Second, supervisor support positively correlated with organizational citizenship behaviour. Meanwhile, third procedural justice positively correlated with organizational commitment. Lastly, procedural justice positively correlated with organizational citizenship behaviour. Theoretical and practical implications, as well as limitations, are discussed.

In the era of 4 th industrial revolution, good governance practise has become an important organizational management and administration practice for achieving organizational function and objectives especially in zakat institution. Nowadays, zakat institution became as a central role in many aspects of human life especially among Muslim communities, also function in maintaining the existence and growth of socio-economic. Due to this reason, good governance with the vital elements of leadership and communication are an important element that may affect service quality performance in organization. The capability of employees to appropriately manage leadership and communication practice may lead to a greater level of quality performance towards customers. This research aims to measure the correlation between good governance practice through leadership, communication, and service quality in zakat institution. A cross-sectional technique was employed to collect primary data from 250 respondents who were customer at the zakat institution in Klang Valley. The Partial Least Square Structural Equation Modelling (PLS-SEM) was used in data analyses. The outcomes displayed two important findings: First, the relationship between leadership practice and service quality performance was significant. Second, the relationship between communication practice and service quality performance was significant. Statistically, this result confirms that service quality performance directly enhanced by good governance practice through leadership and communication in studied organization. Further, this research concludes with a discussion on the contributions, limitation. For future research may focus on other elements of construct such as integrity practice to enhance service quality in zakat institution.

Pandemic covid-19 has increased organizational management's dependence on technology and online support to ensure the organizations' sustainability and execution of operation. This study tested the extent to which support from supervisors and colleagues in adapting technology can increase employee affective commitment to the organization. Data were collected using purposive sampling technique by distributing 250 questionnaires to respondents working in government institution in Malaysia. Smart-PLS software was used to analyze the measurement and structural of the model. The results of the study showed that supervisor support and peer support had a positive relationship with affective commitment in organization. The commitment from the employee able to drive the organization in achieving its vision and objective.

Distributive justice is often viewed as a key factor in the retention of an employee in an organization. Rapid economic development and aging population have considerably increased the demand of high-quality employees' performance to fulfill organizations' needs. Studies have revealed that dissatisfaction with the fairness of distribution such as pay scales, rewards and benefits provided by the organization causes employees to lose motivation to perform work with full commitment. Thus, this study was conducted to examine the role of job satisfaction as a mediating variable between distributive justice and organizational commitment. This study used a cross-sectional study method to collect data. Primary data were obtained through a questionnaire completed by 114 public servants of government agencies in Peninsular Malaysia. The data obtained were analyzed using SmartPLS 3.3 software to test the research hypotheses. The results of SmartPLS path model analysis showed three significant findings: first, distributive justice has a significant relationship with job satisfaction. Second, distributive justice has a significant relationship with organizational commitment. Third, job satisfaction acts as a mediating variable between organizational fairness and organizational commitment. The implications of the study and discussion are described further.