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The purpose of this paper is to investigate work engagement as a mediator of the impacts of supervisor support and self-efficacy on quitting intentions, and examine self-efficacy as a mediator between supervisor support and work engagement.

Data were collected from 177 call center employees in Malaysia. The aforesaid linkages were tested through structural equation modeling.

As hypothesized, self-efficacy mediates the relationship between supervisor support and work engagement, while work engagement mediates the impacts of supervisor support and self-efficacy on quitting intentions.

Though work engagement is on the decline and employee turnover is on the rise, no attention has been given to investigating the impacts of supervisor support and self-efficacy simultaneously on call center employees’ work engagement and quitting intentions so far. Therefore, the study aims to fill in this void.

This study aims to explore employee green behavior in higher education institution (HEI) laboratories in the Kingdom of Bahrain.

A qualitative approach was used to explore the green behavior experiences of individuals working in HEI laboratories. In-depth interviews were conducted with nine participants selected via purposive sampling. Thematic analysis was performed on the collected data using ATLAS.ti 9 software.

The analysis of the collected data identified five themes related to the green behavior in HEI laboratories. These themes, ranked in descending order of frequency, are conserving, avoiding harm, transforming, influencing others and taking initiative. The conserving theme accounted for one-third of the subcodes, as did the avoiding harm theme. The final one-third of subcodes was distributed among the remaining three themes.

This study conducted virtual interviews and coincidentally interviewed only female participants. The findings contribute to the existing literature on the themes of green behavior among laboratory staff in HEIs and provide valuable insights for university managers and sustainability coordinators in shaping policies to promote environmentally friendly practices and address negative practices.

Despite existing studies on environmental practices in various workplace settings, the exploration of green behavior in HEI laboratories in the Kingdom of Bahrain from the employee perspective remains limited. This study presents a significant opportunity for researchers to explore sustainability in HEI laboratories and for policymakers to develop corresponding strategies.

The purpose of this study is to examine the impact of organizational practices on employee engagement based on 97 sample respondents from a multinational electronics firm that is based in Malaysia.

This paper uses a survey; SPSS and multiple regression analysis.

The three dimensions of organizational practices, namely organizational communication, reward and recognition and employee development, explained 43.2 percent of the variance in employee engagement. This study also evidenced the significant relationship between organizational practices and employee engagement.

This study contributes to the body of knowledge regarding the important influence of organizational practices on employee engagement. The management may use the findings to further enhance organizational practices that lead to more engaged employees.

The objective of this study is to examine the factors that contribute to workplace violence in one of the higher education institutes that is based in Malaysia.

The paper's approach is to use a survey, SPSS and multiple regression analysis.

The findings show that there is a positive significant relationship between the working environment and workplace violence, while the other factors, co‐worker relationship and management style, show no relationship with workplace violence.

The study will improve management understanding of which factors affect workplace violence. By increasing their knowledge on the above, this can assist the management to take preventive action to minimize workplace violence in the organization.

This study aims to examine the impact of supervisor support and to assess the moderating role of gender on employee work engagement in the context of the Malaysian hospitality industry.

Data were collected from a sample of 438 customer-contact employees in Malaysian upscale hotels and tested using the partial least squares technique.

The findings indicated that supervisor support positively influences work engagement and that this positive relationship was stronger for male employees than female employees.

The results highlight that supervisor support plays a critical role in fostering greater employee work engagement. In addition, different approaches need to be utilized by supervisors in supporting their male and female subordinates.

This study extends the existing literature by examining the role of gender in moderating the relationship between supervisor support and work engagement, especially within the context of a developing country (i.e. Malaysia), using structural equation modelling.

This study aims to examine the impact of specific human resource management practices on employees’ work engagement.

Data were gathered using surveys from a sample of 438 customer-contact employees attached to 34 upscale hotels throughout Malaysia and analyzed using partial least squares technique.

The findings showed that service training and performance appraisal have a positive and significant influence on work engagement. The proposed model was able to explain 16.2 per cent of the variance in work engagement.

The findings indicate that hotel authorities can enhance work engagement of their customer-contact employees by improving service training and refining performance appraisal practices.

This study is one of the few studies that focus on the specific effect of individual human resource management practices on work engagement, especially within the context of a developing country (i.e. Malaysia) using structural equation modelling.

The purpose of this paper is to examine the mediating role of organizational commitment (OC) on the relationship between human resource management (HRM) practices and employee engagement among banking employees in the context of an emerging economy namely Bangladesh.

The survey data include 383 employees from 30 private commercial banks in Bangladesh. For analyzing the data, structural equation modeling is employed with the bootstrapping method.

This study finds that HRM practices such as career advancement, employee participation, job security, performance feedback, rewards and recognition, training and development are the significant predictors of employee engagement. Results also identify OC as a partial mediator on HRM practices and employee engagement relationship which suggest that direct relationship of predictors and criterion variables are stronger than indirect association. More interestingly, findings indicate that the mechanism of black-box stage is not always work on the relationship between HRM practices and employee performance.

Exploring the role of OC on the relationship between HRM practices and employees’ behavioral outcome, i.e. employee engagement, is appeared as an initial effort in the academic literature. Furthermore, empirical research that examines the association of different organizational factors with employee engagement through OC is rarely been investigated. Thus, the findings of this study act as a strategic tool for the bank managers to design their organizational policies in such a way that fosters their employee’ level of engagement.

While existing research has explored the association between supervisor support and turnover intention among construction workers, there is a notable gap in the literature concerning the potential mediating role of work engagement in elucidating this relationship, warranting further investigation. The paper, hence, aims to examine the mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers.

Based on the quantitative research method, the hypothesis was tested. The data were collected from 144 construction professionals using a structured questionnaire. Observed variables were tested using confirmatory factor analysis, and the mediating role relationship was validated using hierarchical regression.

The outcome of this study shows a significant positive impact of work engagement and supervisor support on employee turnover intention. The study further showed that work engagement plays a mediating role in the connection between supervisory support and the intention to turnover and improve project and business performance. Turnover intention, on the other hand, negatively affects project and organizational performance.

By enhancing employee work engagement and perceptions of supervisor support, the findings of this study may aid construction organizations in making better judgments regarding the likelihood of employee turnover. The effectiveness of the project and the organization will likely be greatly impacted.

The results of this study provide supporting evidence and advance efforts at reducing employee turnover intention through work engagement and supervisor support in improving project and organizational performance.