This study aims to determine the relationship between working arrangements and quality of work life (QWL) among academicians in a selected public institution of higher learning in Kuching, Sarawak. A survey methodology was used in this study. This research involves the utilization of questionnaire which was administered among one-hundred and fifty (151) academicians currently working in a selected public institution in Kuching, Sarawak. The relationship between flexible working arrangements and quality of work life was analyzed using the Pearson’s Correlation analysis test. The results of this study revealed that there is a significant relationship between long working arrangement and flexible working arrangements with QWL. Hence, if organizations are concerned about developing their human resources and gaining a competitive advantage in the marketplace, it is necessary that they attend to one of their most precious assets, namely, their human resources by practicing flexible working arrangements.Keywords: working arrangements; quality of work life (QWL); flexible working arrangement (FWA)

Purpose The study aims to analyze the role of coronavirus testing capacity to possibly reduce the case fatality ratio (CFR) in a large cross-section of countries. The study controlled health-care expenditures, logistics performance index (LPI), carbon damages, and corporate social responsibility (CSR) to understand the nature of causation between the CFR and stated factors. Design/methodology/approach The study used a cross-sectional regression apparatus for coefficient estimates and variance decomposition analysis (VDA) for forecasting relationships between the variables over time. Findings The results confirmed the W-shaped relationship between CFR and case-to-test ratio (CTR) in the presence of a LPI that exacerbates the CFR cases across countries. The VDA estimates suggest that carbon damages, logistics activities, and CSR are likely to influence CFR over time. Originality/value To the best of the authors’ knowledge, the study is believed to be the first study that assesses the W-shaped relationship between the CFR and CTR in the presence of dynamic variables, which helps to formulate long-term sustainable health-care policies worldwide.

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Innovations are crucial factors in enabling organisations to effectively adapt to rapid changes in the working environment and to gain a competitive advantage. Employee’s career success increases when they are applying innovative work behaviors. This study attempts to examine the relationship between innovative work behaviors (opportunity exploration, idea generation, idea promotion, idea realisation & reflection) and subjective career success among employees in selected private organisations at Kuching, Sarawak. A quantitative research design was utilized for this study. Data were collected by simple random sampling with 123 completed questionnaire were successively collected. The findings of this study were analysed using Pearson Correlation Analysis and Multiple Linear Regression (Stepwise). Results revealed that there are statistically significant relationship between(opportunity exploration, idea generation, idea promotion, idea realisation & reflection) and subjective career success. Furthermore, result show that idea realization is the highest significant predictor towards subjective career success. The findings of this study provide significant information for HRD practitioners emphasise to establish an environment that support innovation in order to make the greater experience of subjective career success.

The objective of this study is to identify the perceptions of Generation Y employees regarding work-life balance practices. As increasing numbers of Generation Y enter the workforce, questions regarding how they perceive work, family and self-related issues, challenges and coping strategies in balancing personal and professional commitments became issues of interests for employers. This study uses interviews to collect data from six informants in Generation Y and the data were analyzed through content analysis. The results indicate that Generation Y employees do indeed have issues and challenges with balancing work and family. However, unlike the older generation of employees, Generation Y employees perceive managing work-life balance only through segmentation or separation strategies. This particular finding indicates that if organizations want to attract and retain these employees they should adapt a strategy specifically designed to target this employee group.  Keywords: Gen Y; work-life balance; issues and challenges; coping strategies; segmentation