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The paper aims to clearly differentiate knowledge sharing (KS) and knowledge transfer (KT) besides exemplifying their interconnections to minimize the current confusions in the knowledge management (KM) literature.

An extensive literature review method was used to analyse relevant literature on both KS and KT to clearly delineate their differences and their interconnections.

The paper found that KS is a subset of KT (using personalization strategy), whereas KT as a whole is a broader concept, if compared with KS. However, KS is not one of the immediate processes involved in KT (using codification strategy). The processes involved in KS and KT differ according to the strategy used (in KT) and perspective chosen (in KS). Other findings include KS (unidirectional) as reflective concept (viewed so far), whereas KS (bidirectional), KT (personalization) and KT (codification) as formative concepts.

The findings of this paper were based on the review of selected relevant articles only.

The paper will minimize the current confusions in the KM literature and will assist future researches on both KS and KT to ensure what these concepts entail to avoid construct underrepresentation.

As compared to previous attempts, the present paper has shown the interconnections between KS and KT, as well as the differences based on the two perspectives of KS (unidirectional/bidirectional) and the two strategies of KT (personalization/codification), and such effort is new in the literature.

This study aims to examine the relationship between talent development environment (TDE) variables of job focus and long-term development with the and workplace adaptation (WA) of Malaysian professional returnees as mediated by the organisational support.

A total of 130 respondents who are Malaysian professional returnees participated in this study. The hypotheses formulated for this study were tested using partial least square-structural equation modelling version 3.

The mediation analysis has revealed a significant relationship between job focus and long-term development on WA via organisational support. Six out of seven hypotheses were accepted. The finding also indicates that the long-term development construct has a strong impact on the WA of Malaysian professional returnees.

This study focused only on professional returnees from selected sectors of the National Key Economic Areas in Malaysia.

Organisational support mediating WA should be capitalised on by human resource development practitioners in public and private sectors to assist professional returnees in their WA through the talent development approach specifically on job focus and long-term development.

The findings from this study extend the knowledge of WA in the context of professional returnees in a developing country, Malaysia. The integration between the selected TDE variables and WA with the mediating function of organisational support adds new insights into the process of WA.

This paper aims to examine the influence of two organizational factors, namely, organizational justice and organizational culture, on organizational identification as perceived by employees following merger and acquisition (M&A) in Malaysia.

The study, which adopts the Social Identity Theory as its theoretical foundation, was conducted among employees from selected Malaysian organizations that had undergone M&A from 2009 to 2016. Data were obtained from 302 respondents and analysed using Structural Equation Modelling procedures.

The results reveal that interactional justice and four dimensions of organizational culture contribute significantly to organizational identification, with a determination power of 61 per cent.

The study offers practical insights to human resource managers in strengthening organizational identification as perceived by employees after an M&A by considering the crucial role of interactional justice and organizational culture.

There have been few investigations that link employees’ perceptions of organizational justice and culture with post-merger organizational identity. This study theorizes on human issues in M&A and enriches the Western literature on organizational identification by providing insights from an Asian (Malaysian) perspective.

The research is limited in terms of respondents who were employed in M&A organizations in the Klang Valley areas in Malaysia. The scope is also limited to an examination of two groups of organizational factors, namely, justice and culture, that lead to organizational identification. Implications to managing human resources from the perspective of organizational development are discussed.

The purpose of this paper is to investigate the influences of cultural intelligence, feedback-seeking behavior and shared vision as a mediator on bi-directional knowledge transfer involving expatriates and host country nationals (HCNs).

This paper integrates the signaling theory, the social capital theory and the anxiety and uncertainty theory in investigating the relationships between predictors and knowledge transfer in a bi-directional manner. The participants of the study were 125 expatriate-HCN pairs of MNCs and local organizations in the areas of Klang Valley, Malaysia.

Shared vision was found to significantly mediate the influences of cultural intelligence and feedback-seeking behavior on knowledge transfer as perceived by the respective respondents.

Co-existence between expatriates and HCNs leads to many organizational outcomes including knowledge transfer. This paper additionally provides theoretical and practical implications to human resource practices.

The purpose of this paper is to examine the conceptualization of knowledge transfer and technology transfer to seek answers to the question: Why should an organizational manager need to know the difference between knowledge transfer (KT) and technology transfer (TT)?

An extensive literature review method was used to identify and analyze relevant international publications. The literature sources are categorized as follows: literature on KT only, literature on TT only and literature on comparative analysis on KT and TT. The conceptualization of KT and TT is based on signaling theory.

The authors identified differences between KT and TT based on six dimensions, namely knowledge versus technology characteristics, usage of KT and TT in national development, sender versus receiver, intra-firm versus inter-firm transfer, foreign direct investment (FDI) and workers’ mobility.

This is a conceptual analysis that should contribute to the existing literature by comprehensively reviewing the processes of KT and TT based on selected research conducted worldwide as well as suggest practical guidelines to organizational managers in managing KT and TT.

This review could shed new insights for future researchers to validate and examine the identified differences between KT and TT so that managers could make use of the findings to manage KT and TT successfully in their organizations.

This paper explores the interpretation of career progression of a group of men and women engineers in a large industrial organization in Malaysia. Data were gathered through in‐depth interviews with 20 engineers about their subjective‐career experience. They were senior engineers selected from four operating units of the organization. The career‐history data indicate that the interpretation of career progression of these engineers is grouped into four themes, namely, the importance of technical and managerial career ladders, engineering career from the perspective of gender, influence of structural change on career, and the importance of personal and organizational factors as well as opportunities affecting career progression.

This study aims at investigating the relationship between the quality of working life and career engagement of cancer survivors and the mediating role of the effect of disease and treatment.

A cross-sectional study was conducted on 400 cancer survivors in Malaysia. The participants, aged between 18 and 40, were Malaysian citizens undergoing follow-up sessions at the Kuala Lumpur General Hospital and the National Cancer Institute of Malaysia. Data were analysed using descriptive statistics, Pearson’s correlation coefficient and regression analysis that implemented Baron and Kenny’s method for mediation were used for analyses.

The effect of treatment and disease was found to significantly mediate the relationship between quality of work-life and career engagement of cancer survivors.

The instrument for this study was a self-reported questionnaire, with participants responding to specific items on a five-point Likert scale under the supervision of the researchers. As results from the survey were subjective in nature, the bias in the participants could not be eliminated completely. This study was also limited to the two main parameters, namely, quality of working life and career engagement and a mediator, namely, effects of the disease and treatment. Moreover, as the survey was conducted in only two hospitals in the Klang Valley area, the results cannot be generalized to other cancer survivors in other regions of Malaysia.

The results of this study indicated that the mediating role of the effects of disease and treatment on the relationship of the quality of working life subscales with career engagement. Practical implications, cancer survivor consciousness of the effects of disease and treatment is very important and should be addressed and could be notable to improve the quality of working life.

This study gives valuable insight to managers and practitioners by investigating the relationship between the quality of working life and career engagement and mediates by the effects of disease and treatment. The findings highlight the challenges cancer survivors face on their return to working life. The findings also highlight the need for management to take steps to help cancer survivors cope with career engagement for better work performance.

This paper seeks to investigate barriers faced by women in acquiring higher positions in a Malaysian multinational oil company.

Data were obtained through a survey involving 78 executive women in the Malaysian oil company. A structured questionnaire was used to gather data. The study used gender role theory, which argues that women are viewed and treated unfavourably when they do not act according to their expected gender roles.

Shows family structure and women's commitment to the family are the most significant barriers perceived by the executive women. This research reveals that women in various job positions do not differ in their perceptions with regard to barriers they face for career progression.

The study was conducted among executive women in one company only, hence it cannot be generalized to other oil companies in Malaysia.

Provides evidence on family‐, organizational‐ and societal‐related barriers to career progression. The organization should aware of these barriers as they will affect women's professional development.

This is a first study of this nature conducted in a large oil company which focuses on women‘s barriers to career progression.

This exploratory study aims to investigate how the role of the CSR manager is influenced by his orientation to corporate social responsibility (CSR) responsibilities, his attitude and competency.

The study involved 112 managers of CSR-implementing companies in the Klang Valley, a highly industrialized region in Malaysia. They were chosen based on a systematic random sampling technique.

The study found that the level of role, orientation and competency of CSR managers was high, whereas that for attitude was moderate. Further, regression analysis results showed that the managers’ orientation to economic and ethical responsibilities as well as competency significantly influenced their role in CSR with an explanatory power of 20.1 per cent.

The study was cross-sectional in nature. Nevertheless, it involved a sample of company managers from a selected location in the country. The predictor variables were limited to orientation to economic, legal, ethical and philanthropic responsibilities; attitude; and competency.

The study highlights the importance of personal qualities of the manager and also the manager’s role in promoting community development CSR. These findings should be capitalized on by managers and other practitioners in CSR.

The study findings contribute to research on CSR that is viewed from the perspective of corporate image being projected by the role of CSR managers, as influenced by their CSR orientation, attitude and competency. Recommendations for CSR and human resource development practice and future research on the predictors of the role of CSR managers are proposed.

Gender empowerment measure (GEM) is an assessment about inequalities between men's and women's opportunities in a country. The concept of empowerment can be explored through three interrelated dimensions: agency, resources and achievements. Agency refers to processes by which choices and abilities are made, resources are the medium through which agency is exercised and achievements are the outcomes of agency. Specifically, this paper seeks to examine an indicator of GEM specifically in the achievements in politics based on data from selected developed and developing countries.

A GEM indicator based on percentage of female parliamentarian taken from secondary sources such as United Nations Development Programme was used in the analysis of empowerment. The developed countries were represented by Norway, Australia and Japan; while the developing countries are Malaysia, the Philippines and China.

There are variations in the achievement indicator in terms of percentage of female parliamentarians in the two groups of countries. Reasons for variations are explained.

Although the analysis was limited to the secondary data of the selected countries only, the results may have valuable implications to women's studies and human resource development practitioners particularly at institutional and policy‐making levels of the respective countries.

GEM is a concept which is lacking in terms of definition. Thus, the study could contribute to a fuller understanding of one of the GEM indicators, inevitably towards constructive solutions to improve the participation of women in public function.