The purpose of the current study was to investigate the determinants of small and medium manufacturing enterprises' export performance empirically in the context of Pakistan. The study adopted survey method to collect forty-five (45) responses from small and medium manufacturing firms through E-mail survey. The study produced four determinants of SME export performance, such as entrepreneurial orientation (EO), total quality management (TQM), business network (BN) and export market orientation (EMO). Thus, internal consistency reliability and discriminant validity were examined of the study instruments through panel expert's opinion and the small sample size was investigated using statistical software SPSS-21 and smartPLS-3. The results of the study confirmed that scale reliability and validity and moreover, current study found a positive relationship between TQM and SME export performance. On the other hand, the study also found insignificant relationship between EO, BN, EMO and SME export performance. Furthermore, the study recommended future study should validate the current study research framework on large sample size.

Purpose: The purpose of this paper is to propose a conceptual framework on the mediating influence of Work Engagement (WE) on the relationship between Person-Environment Fit (PE fit) and Adaptive Performance (AP) among nurses at the public hospitals in Malaysia. This paper is designed to focus on three PE fit dimensions, which are Person-Job Fit (PJ fit), Person-Group Fit (PG fit), and Person-Supervisor Fit (PS Fit) and its impact to employee’s adaptive performance by using Work Engagement as a mediator. Design/Methodology/Approach: This is a causal study that has used quantitative methodology to draw propositions about the phenomenon under study. Findings: The finding of the study is supported by two theories which are Theory of Performance (ToP) and Social Exchange Theory (SET). It is expected to produce significant relationship between PE Fit and AP by using a mediator of WE. Implications/Originality/Value: The contribution of the study delivers useful information and adds knowledge to the literature pointing to increase their employees’ performance in public sector. For a practical implication, deep focus should be given to the factors that can enhance employees’ performance especially in public sector to ensure the employees in their organization are fully fitted with their working environment, thus can deliver the best service to customers. Social implication from the study is the application of adaptive performance concept will promote a healthy and positive working environment that can contribute to positive and healthy life in social community and practice fast respond to reduce the patients’ complaints regarding staff performance in public hospitals.                                                             Keywords : Adaptive Performance, Work Engagement, Person Environment Fit, Person Job Fit, Person Supervisor Fit, Person Group Fit

The purpose of this paper is to propose a conceptual framework on the personality traits and adaptive performance of nurses working at the public hospitals in Malaysia. Current paper is intended to examine the relationship between personality traits using Big Five personality elements and its impact to adaptive performance. Moreover, five personality traits have been used as independent variables which are “openness to experience, emotional stability, conscientiousness, agreeableness and extraversion”. Adaptive performance acts as a dependent variable. The findings of the study are supported by the personality theories which is Affective Event Theory (AET). It is assumed to form significant relationship between the personality traits and adaptive performance. For a practical implication, intense focus should be stressed to the factors that can increase employees’ performance especially in public sector to assure the employees is performed well and can deliver the best service to customers. Social implication for this study is the application of adaptive performance will drive to harmonious working environment which can influence to healthy social life, and practice fast respond to reduce the patients’ complaints regarding staff performance in public hospitals.

Purpose: The purpose of this paper is to propose a conceptual framework on the key determinant of employee engagement. This paper is designed to study the three determinants that will impact on employee engagement. Three key determinants will be used as independent variables which are work environment, team and co-worker relationship, and organization well-being. Employee engagement acts as a dependent variable. Methodology: This is a causal study that has used qualitative exploratory methodology to draw propositions about the phenomenon under study. Findings: The findings of the study that supported by The Social Exchange Theory (SET) and The Leader-Member Exchange (LMX) were expected to produce significant relationship between work environment, team and co-worker relationship and organization well-being on employee engagement. Practical implication: A deep focus should be given to the factors that can enhance work environment, team and co-worker relationship as well as providing supportive organizational well-being to ensure the employees in their organization is fully engaged. Social implication: The determinant of employee engagement will promote a healthy and positive working environment that can contribute to positive and healthy life in social community.

Decision making is one of the primary functions of management. Making strategic decisions are important to achieve organisational efficiency and effectiveness. In the selection of projects, it is necessary for organisations to prioritise their projects due to limited resources. Therefore, the selection of projects that bring value and substantial impact on the organisation is very important to ensure that they can compete in the dynamic external environment and meet the goals and objectives. From the case study, the result suggests that the Analytical Hierarchy Process (AHP) method can contribute significantly to the identification of sources that need further clarification of attributes and criteria and at the same time it can provide a systematic analytical tool in making a group decision. This method allows the organisation to prioritize its projects based on certain criteria as it is a quantitative decision support tool. In conclusion, AHP is the best and efficient method for decision makers to consider all facts, weigh the pluses and minuses, reach, reevaluate and communicate their decisions.