No abstract

Generational diversity plays an important role in many aspects of organizational functions including Human Resource Management (HRM). However, studies are limited to proving this role. Management understanding of the effects of generational diversity and HRM practices is very important because it can foster a positive work environment that can encourage a competent employee to remain with the organization. To achieve the objective, this study utilises descriptive research design and the data was gathered through survey questionnaires comprised of 272 non-academic staff from Malaysian Private Higher Learning Institutions (PHLIs). Results revealed that the participants moderately agree with their intention to stay in the organisation. However, generational diversity was found as not having any significant effect on the relationships between the HRM practices dimensionsperformance appraisal, training, and selection, and intention to stay. Efforts to increase the non-academic staff intention to stay should focus on enhancing the organisation's training and performance appraisal system.

The aim of this study is to examine the relationship between leaders’ interpersonal communication skills and nurses’ innovative behaviour. Moreover, innovative behaviour is essential for nurses in today’s dynamic healthcare systems whereby, the interpersonal communication skill has become an increasingly important factor in enhancing innovative behaviour. This study is based on the conceptual framework of interpersonal communication skills, innovative behaviour, and perceived trustworthiness. Using stratified sampling technique, questionnaires were distributed to 246 nurses’ grade U29 in three public state hospitals in the northern region of Peninsular Malaysia. Since this is a correlational study, a quantitative research method is employed to determine the existing relationship between the variables. Findings indicated that the head nurses implemented moderately all the five components of interpersonal communication skills. The existence of perceived trustworthiness was found to improve the interaction between both parties to transform nurses to generate innovation in their work. The study concluded that interpersonal communication skills are required to be implemented by leaders in enhancing nurses’ innovative behaviour.

Despite its wide acceptance as a theoretically important element in an organisation, organisational justice and generational diversity are neglected research areas, especially within the higher learning institutions context. Thus, this study intends to fill the knowledge gap by investigating the moderating roles of both variables towards the Malaysian Private Universities HRM practices and the administrator's retention. Two hundred seventy-two university administrators took part in the study, and empirically, the results obtained indicated that training, performance appraisal, selection, justice - management practices and distributive justice – reward are influential determinants of university administrators' retention.   Keywords: Organisational Justice; Generational Diversity; HRM Practices; University Administrators Retention eISSN: 2398-4287 © 2022. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open access article under the CC BYNC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians/Africans/Arabians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: https://doi.org/10.21834/ebpj.v7i20.3451

The Covid-19 pandemic has had a profound and unanticipated impact on the hospitality business globally. In particular, employees who work in quarantine repatriation programs face detrimental challenges during the pandemic, which may result in well-being crises. This study explores employees' fear of Covid-19, mental health, and intention to leave the hotel when the repatriation program was conducted in Indonesia. 82 repatriation hotel employees were examined through an online questionnaire to assess the study framework. This study found that employees' fear of Covid-19 significantly impacted employees' mental health, and mental health strongly affected employees' turnover. However, the turnover intention was not correlated with employees' fear of Covid-19. While only a few studies have been discussed for this program, these findings contribute to tourism and hospitality studies in the context of quarantine repatriation programs provided by the government during pandemics. Hotel managers urgently need to implement sustainable encouragement programs to reduce employee mental health issues to mitigate anxiety, depression, and stress.