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The purpose of this study is to explore the challenges faced by married women professionals in the private sector and the factors affecting their decisions in leaving the workforce.

A qualitative approach was used in this study. Data were obtained using a purposive sampling method in selecting ten married women professionals based on the inclusion criteria for this study. Semi-structured interviews were conducted and the whole interview sessions were audio recorded. Thematic analysis using the constant comparative method was used in interpreting the data.

The findings of this study revealed that majority of the married women professionals leaving workforce are affected by “pushed out” factors such as workplace inflexibility, long working hours, high volume of work than “opt-out” factors, which focus on the biological and psychological “pulls” that lure women back into their traditional roles of motherhood. Most of the married women professionals interviewed had no intention to return to the workforce and had lost confidence to join back the workforce.

This study involved married women professionals in the private sector only. As a qualitative study, it limits to voice and views of these particular subjects only and could not be generalised to other group of women.

The findings from this study shall enlighten all parties involved such as women professionals, HR managers and private sector organisations in strategies and plan of action towards minimising the talent drain of women professionals.

This paper offers new insight into debating the opt-out or pushed out factors influencing married women professionals’ decisions in leaving the workforce. It provides voice and views of women professionals who faced a predicament in making a decision about their career development.

Compared with the extensive research on knowledge management in the Western context, relatively little research has emerged in Asia. This study aims to report an investigation of the predictors of knowledge-sharing behaviour (KSB) of Malaysian public service administrators.

Surveys were designed based on established instruments and yielded 231 responses from administrators of various managerial grades.

The findings indicated that KSB was predicted by intrinsic motivational factors, time availability and organisational socialisation. Further, the findings showed that affective commitment towards the organisations is the key intermediate factor to enable intrinsically motivated administrators to engage in KSB.

This study examined motivational factors among the public sector administrators only. Thus, it limits the findings generalisation to other groups of employees such as from the private sector and non-governmental organisations.

The findings of this study shall enlighten organisations particularly the public sector organisations, in strategies and plan of action towards enhancing and advancing knowledge management practice among employees.

This paper offers new insight into the significance of intrinsic motivational factors which enhanced with employees’ commitment to fostering KSB in organisations.

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.

The purpose of this paper is to examine the influence of generation Y’s career establishment strategies on self-directedness career and to determine the moderation effect of gender on the relationship.

Data were collected from 188 full-time employees from different functional areas and departments of selected MNCs in Malaysian Electrical and Electronic Industry. Partial least squares structural equation modeling was used to examine the influences of establishment strategies and the moderating role of gender on self-directedness career.

Findings show that there are significant positive relationship between career strategies and self-directedness career at career establishment stages of generation Y. There is a significant difference between males and females in career establishment strategy (i.e. creating career opportunities) and self-directedness career.

This paper explains self-directedness career based on the review of related career literatures whereby some may not specifically referring to Generation Y.

Such insights are useful for HRD practitioners dto develop relevant HRD interventions to assist individuals and organizations in career development.

This paper offers new insight into the predictors of self-directedness career and the moderating role of gender on the relationships.

This study aims to examine the influence of person–environment fit on decent work expectations and the mediating role of career preparedness in the relationship between person–environment fit and decent work expectations.

Structural equation modeling analysis was used to examine the relationships based on 356 economically disadvantaged college students (M_age = 20.3 years, SD = 1.27, 71.9% female) from several Chinese universities.

The result confirmed that person–environment fit significantly influenced decent work expectations directly and indirectly through career preparedness. A new contextual support (i.e. person–environment fit) was identified on decent work outcome expectations and the learning mechanism underlying the effect of this predictor.

This study significantly contributes to the literature by addressing the gaps within the social cognitive model of career self-management, specifically by exploring the under-researched role of person–environment fit as a key antecedent of decent work expectations. By doing so, it expands the understanding of how alignment between individual attributes and work environments influences career outcomes. Additionally, the study establishes a comprehensive framework that integrates person–environment fit, career preparedness and decent work expectations, providing a novel perspective for future research and practical applications in career development.

A significant number of studies suggest that both international cooperation (IC) and English proficiency (EP) greatly assist internationalization of higher education (IHE). Yet, more evidence is required to confirm their relationship. Hence, this paper intends to investigate whether any association prevails between IC and EP, and if so, how both domains facilitate IHE.

This study employed a qualitative approach to examine how IC and EP potentially influence each other, as well as the way they shape IHE.

The main key finding reported in this study is that IC plays a significant role in internationalization efforts, with English serving as a critical medium.

The findings suggest that although IC can positively influence EP and the overall level of IHE, the newly built undergraduate institutions (NBUIs) in China should be careful not to fall into the dual traps of number-crunching and income-generation instruments. NBUIs in China may consider changing their IC strategies and seek to join some authoritative or high-reputation networks in other developing countries to expand their horizons.

This study contributes to the literature on IHE by exploring the connections between IC and EP and how they affect IHE, thus providing insights into advancing institutional internationalization. It is achieved through expanding institutions' IC or joining international networks while overcoming linguistic barriers.

The purpose of this paper is to examine the effects of organizational-related variables and the moderating role of career strategies on protean career among employees.

Research data are gathered from a sample of 306 employees in 18 electrical and electronics multinational corporations (MNCs) in Malaysia. Partial least squares structural equation modeling (PLS-SEM) is used to examine the influences of organizational-related factors and the moderating role of career strategies on protean career.

The results demonstrate that organizational-related variables, namely, employability culture and mentoring are viewed as potential predictors of protean career. There are significant moderating effects of career strategies on the relationship between both employability culture and mentoring toward protean career among employees.

This paper provides an empirical framework to explain protean career based on the review of career-related literatures.

The findings provide implications to both organizations and human resource development practitioners on new career trends of protean career. Practical interventions are suggested to assist individuals and organizations toward protean career development.

This paper offers new insight into the predicting factors of protean career and its moderating role on career strategies.

The purpose of this paper is to examine the direct and indirect relationships between individual-related factors and environmental-related factors with the knowledge sharing behaviour through the mediating role of self-efficacy among successful farmers in selected states in Malaysia.

The research used survey method and included 241 participants from Johor, Negeri Sembilan and Selangor. The analysis was conducted using the partial least square structural equation modelling to achieve the research objectives.

The findings indicate that individual-related factors (e.g. enjoyment in helping others, training and prior experience) and environmental-related factors (e.g. social support and trust) have significant influence on the knowledge sharing behaviour. The results also reveal that self-efficacy mediates the relationships between prior experiences (individual-related factor), social support, trust (environmental- related factor) and the knowledge sharing behaviour.

Agriculture officers should emphasize on farmers’ personal and social factors to encourage the knowledge sharing behaviour among the agriculture communities of successful farmers.

The research yields a theoretical framework that outlines the potential of six key factors in explaining the knowledge sharing behaviour among successful farmers. The factors can be considered in developing structured knowledge-sharing programs.

This paper aims to identify the role of organizational and individual factors in predicting the research performance of academics when job crafting is a mediator variable and organizational culture is a moderating variable.

This study was conducted by collecting responses from academics at five Malaysian research-based universities. The sample size was 273. Standard questionnaires were used to collect the data. The data were analyzed using partial least squares structural equation modeling.

The most significant predictors of research performance were organizational culture, individual effort and professional development, whereby job crafting was most optimally predicted by work engagement and transformational leadership. While organizational culture moderated the relationship between transformational leadership and research performance, the mediating role of job crafting was insignificant between work engagement and research performance.

The findings have important implications for human resource development practitioners (HRD) in terms of improving overall academic research performance. Practical interventions are suggested to assist academics in enhancing their performance. This study highlights how academic performance can be managed more effectively.

The findings extend the HRD literature in higher education and offer a framework that enhances the understanding of the organizational and individual factors that influence academics' research performance within a specific context of research universities in a non-Western context.