Using data from 450 public sector faculty members, a job demand–resource model of antecedents of satisfaction with work–family balance (balance satisfaction) was tested using PLS SEM. To understand the factors and processes that shape up balance satisfaction, the mediating variables in the model were psychological capital, work-to-family conflict, and work-to-family enrichment. Hypothesized partial mediation model was a better fit when we added cross-over paths between job demands and work-to-family enrichment and between job resources and work-to-family conflict. Job demands had both direct effect as well as an indirect effect on balance satisfaction via work-to-family conflict and work-to-family enrichment but not via psychological capital as a single mediator or one of the two serial mediators. Job resources had a direct effect and an indirect effect on balance satisfaction via work-to-family enrichment and work-to-family conflict and psychological capital. However, cross-over indirect effect was lower than differential salient hypothesized relationships. Importance performance analysis revealed work-to-family enrichment, job demands, psychological capital, and job resources as the most important predictors of balance satisfaction, work-to-family conflict, work-to-family enrichment, and psychological capital, respectively. The study found the importance of psychological capital as a developable personality resource along with contextual factors in shaping work–family outcomes. Several implications for theory and practice are also discussed.

Over the last two decades, researchers have put significant efforts into exploring knowledge in the area of organizational citizenship behavior (OCB). This study aimed to investigate the global research trends in the OCB field based on publication outputs. The analysis focused on the top authors, journals, institutions, and countries. Using the Scopus database, a total of 4,324 publications from 2000 to 2019 were retrieved. A series of bibliometric indicators such as h-index, citations, and productivity were used to conduct the performance analysis. Moreover, the VOS viewer was employed to visualize the scientific landscapes. The graphical analysis used bibliographic co-authorship coupling among affiliated countries and author keywords from the bibliographic coupling of co-occurrence. The result indicated that there had been a dramatically increasing trend of study on OCB. In addition, the United States ranked first in terms of production, journals, citation impact, co-authorship, institutions, and authors in this subject. Furthermore, OCB has mainly been associated with the topics of job satisfaction and leadership. Apart from that, some other themes linked with OCB in recent studies were also found out. Our research plays an informative and complementary role as it provided most of the key aspects of OCB.

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Employee turnover is an on-going concern among researchers due to its negative impacts towards organizations. Given the rising rate of employee turnover in a utility company in Malaysia, some attention should be paid on the factors that might influence the employees to leave the organization. Underpinned by social exchange theory, the study was aimed to identify the relationship between organizational justice, organizational citizenship behaviour, and turnover intention. Besides, this study aims to test the mediation effects in the research framework. Research hypotheses are tested by conducting a cross-sectional survey at the utility company located in Klang Valley. Using convenience sampling method, 750 employees were involved which yielded 391 usable responses. Partial least squares structural equation modeling technique was applied to test the proposed research hypotheses. The results have confirmed that distributive justice was significantly related with the turnover intentions of the staff, whereas the other three dimensions of organizational justice were not in the hypothesized negative direction. The results also confirmed the mediatory effect of organizational citizenship behaviour directed at individuals on the relationships between procedural justice and turnover intention. This study provides useful insights for managers and HR practitioners to take remedial measures to retain the employees for long-term.

This study discusses the issues of intergenerational social mobility by education experienced by two generations of Malay families in a Malay agricultural community namely, FELDA Trolak Utara, Perak, Malaysia. The objectives of the study are to examine the patterns of social mobility and to analyse the socio-cultural factors that are responsible for the different patterns of intergenerational social mobility by education experienced by two generations of the Malay family organizations in FELDA. The study involved fieldwork conducted from December 2014 to August 2015 for a period of nine months. The study employed the qualitative method using participant observation and in-depth interviews, using an interview schedule with thirty families and two FELDA key personalities. The same informants were interviewed again in a follow-up study conducted in November and December 2022 to explore changes that might happen especially during the post-pandemic period which involved only e-mails, telephone calls, or text messages. The findings of the study show that the majority of the informants experienced a pattern of upward intergenerational social mobility in terms of their level of education. Although horizontal intergenerational social mobility was also