In the 80s, Malaysia was one of the fastest developing countries with the introduction and development of mega-projects in the region. As reported by (Ibrahim et al., 2010), the construction industry plays an important role in the country's transition and its goal of becoming a developed country. It is expected that the Economic Transformation Program (ETP), the 11th Malaysia Plan (11 MP), and the 12th Malaysia Plan (12 MP), will transform Malaysia into one of the world's high-income nations. According to Olanrewaju et al. (2017), over the next 10 years, the country will need over one million construction workers. Olanrewaju et al. (2017) added that one of the Malaysian construction industry's biggest challenges is the lack of skilled labour. Mustafa Kamal et al. (2012) stated that the construction industry in Malaysia is still struggling with many problems and is associated with low quality, low productivity, unskilled labour, project delays, poor maintenance, non-conducting, and high on-site accident rates. The government aims to be a world-class, creative and knowledgeable solution provider for the Malaysian construction industry. To achieve the aim, the government, together with the CIDB, has made many efforts to upgrade the level of knowledge and skills among the construction players (Construction Industry Development Board Malaysia 2021). In the construction industry, 93% of registered foreign labourers with CIDB are unskilled labourers (Hisyam 2015). This was echoed by Hamzah et al. (2020) and Mohd Fateh et al. (2020), since most foreign labour comes from other countries, such as Indonesia, Bangladesh, and Myanmar, and is mostly unskilled labour. Many of them come from their county and only have basic construction knowledge. This issue has resulted directly in the lack of building expert labour in this country as work from these small nations has exposure to limited knowledge. The recruitment of low-salary foreign labour may ease the expenditure of the contractor, but it will not ensure the quality or even benefit of the Malaysian people.The rapid development of the construction industry causes the demand for labour to increase, and the lack of local participation cannot meet the demand. Labour is one of the most constrained challenges faced by the Malaysian construction industry as the nation relies too heavily on a large foreign labour workforce (Najib et al., 2019). In the Malaysian construction industry, skilled labourers such as bricklayers, carpenters, painters, electricians, welders, plumbers, plant operators, among others, form a large part of the site labour force whose input determines, to a great extent, the quality of the industry's product. The common problems of low-skilled labour participation in construction have been traced to the unfair salary of labour, poor safety in construction sites, lack of clear-cut career paths, diminishing skilled labour training programs, and delays in the schedule of work on-site (Hussain, Xuetong, and Hussain 2020). Lingard (2013) reported that around 60-90% o...

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This study aims to examine the role of organisational support as a moderator in the relationship between emotional intelligence, job engagement, and the work-life balance of Malaysian lecturers. A quantitative approach with a structured questionnaire was used for data collection and it was distributed to the randomly selected population of lecturers via their respective emails. The sample of this study consisted of 132 lecturers from public and private universities in Malaysia. Descriptive statistics and statistical inference were conversant in analysing the correlation and multiple regression using the Statistical Package for Social Sciences version 25.0. The finding concludes that an increase in emotional intelligence and job engagement further increases the ability of the lecturer to achieve a good work-life balance. The results also indicate that organisational support does not affect the relationship between emotional intelligence, job engagement, and work-life balance. Besides, the study failed to find the influence of organisational support as a moderator on the work-life balance among lecturers in Malaysia. The implication of the study is crucial for institutions and management to be alert to the situational needs of the lecturers to ensure work and life expectations are optimised without ignoring other variables.

Objectives/Scope This paper provides an overview of design, operation, and maintenance of Subsea High Integrity Pressure Protection System (HIPPS) and Subsea Automated Pig Launcher (SAPL) in a shallow water gas condensate field development offshore Sarawak, Malaysia. It will outline the key technical drivers for the subsea field architecture development and technology qualification programme that was undertaken to manage the risk and uncertainties with deployment and operation of new subsea technology. Methods, Procedures, Process The shallow water field hereby denotes as "Field K" is located approximately 200 km offshore Sarawak, Malaysia at water depth of around 80 meter. The field consists of two (2) subsea wells and is expected to deliver non-associated gas at rate of 200 MMscf/d to a Central Processing Platform (CPP), located approximately 5 km away from the wells. The field was initially planned to be developed using a wellhead platform but mid-way through the project, it was decided for Field K to be developed using Subsea Production System (SPS) with the following key requirements: - Meet production target of 200 MMscf/d Achieve production availability of 96% Diverless philosophy throughout the field life Utilize the procured 24 inch Carbon Steel (CS) pipeline with design pressure of 83 barg Implement safety protection system that complies to Safety Integrity Level (SIL) 4 requirement to safeguard downstream facilities from the wells Closed in Tubing Head Pressure (CITHP) of 240 barg. Operational pigging to be carried out every 3 months and intelligent pigging every five (5) year for the 24 inch CS pipeline Any new technology to be implemented shall reach minimum Technology Readiness Level (TRL) 5 as per API 17N prior to its installation. Results, Observations, Conclusions A subsea technology screening and gap assessment was performed using API 17N and Company Internal Standards, and it was decided for the field to be developed using two 7 in. horizontal subsea tree, with two unit of Subsea HIPPS on manifold and retrievable Subsea Automated Pig Launcher at Pipeline End Termination (PLET). The field commenced its operation in December 2012 and was able to meet all the field key requirements identified. It was also the first subsea shallow water field that was designed, build, and operated by the Company. The paper will also highlight the key lessons learned and best practices during design, operation and maintenance that can be shared with other Operators and Industry. Novel/Additive Information The paper will outline the design, operational consideration, and necessary technology qualification program for new/modified subsea technology i.e., Subsea HIPPS and Subsea Automated Pig Launcher prior to deployment.

Gender diversity in the corporate board is still an issue for certain countries including Malaysia. The Malaysian Code of Corporate Governance (MCCG) 2017 anticipates 30% of women to be on the corporate board. However, recently the number of women on board reported is still lower. This study aims to examine the perception of academician towards women on board (WOB). The survey questionnaires were sent among academicians. The result indicates that the academicians believe that the appointment of women on boards will improve and enhance the companies’ performance. There are equal opportunities for men and women to be in management positions. The finding of this study will assist the policymakers and companies especially in formulating women policy to support the national agenda.