The study underscores the paramount importance of meticulous population selection and sampling strategy in research design. Providing researchers with a comprehensive overview of population considerations and sampling methods, it offers a valuable resource for enhancing the robustness and applicability of research outcomes across diverse disciplines. Researchers discuss the unit of analysis, unit of observation, population of interest, target population, sampling framework, and sampling methods in light of employee work engagement in Malaysia. Simple random sampling, stratified random sampling, systematic random sampling, cluster sampling (single-stage, double-stage, and multi-stage), phase sampling (two-phase and multiphase), convenience sampling, purposive sampling, quota sampling, snowball sampling, and volunteer sampling have been discussed for selecting the appropriate sampling method for the research titled Revisiting of JD-R Theory and the effect of leadership style and meaningful work on employee work engagement among the full-time operational employee in Malaysia. According to the discussion on population and sampling methods, researchers use non-probability sampling, specifically convenience sampling techniques, based on the accessibility and availability of the full-time operational employees of successful organisations in Malaysia. Researchers and practitioners alike can leverage the insights presented in this review to make informed decisions about population selection and sampling methods, ultimately contributing to the advancement of credible and impactful research.

With the escalating environmental issues, the imperatives to mitigate greenhouse gas emissions and advance energy products through innovation, energy production, and consumption frequently result in environmental externalities. Conventional markets frequently struggle to address these external factors, resulting in market failures. Consumers are more aware of the environmental repercussions, regulatory mandates, and potential economic benefits of new energy vehicles (NEVs). Consequently, there has been a substantial surge in the demand for NEVs as alternatives to conventional vehicles. This study analyses the method by which innovative technology moves from the stage of purchase intention dissemination toward market adoption and explores strategies to expedite this process. Moreover, it examines how the intentions of customers to purchase ecologically friendly energy goods and their receptiveness to such products affect the expansion of the market. Further analysis indicates that the factors influencing consumers’ attitudes towards NEVs include the adoption of ecological innovation, awareness of environmental product knowledge, and perceived value of innovative, environmentally friendly energy products. The purpose of this study is to expand upon the existing literature on consumer demand, examining the influential factors that extend the Theory of Planned Behaviour (TPB) to enhance consumer intention through internal mechanisms. It explicitly focuses on these aspects, as well as perceived risk (PR) and perceived value (PV), to identify gaps in the literature and contribute to intentions to purchase NEVs in China. This study presents a thorough research framework for efficiently examining customer demand for comparable eco-friendly energy products. It investigates the potential influence of attitudes, subjective norms, perceived behavioural control, and environmental perceptions, specifically those concerning environmental knowledge and concerns. Moreover, personal factors such as attitude, normative beliefs, and perceived control beliefs were found to impact consumer attitudes towards NEVs. The key factor influencing purchasing intention was the attitude towards NEVs. Simultaneously, subjective norms did not have a direct effect on purchase intentions. However, social influence played a significant role in the decision-making process, with perceived behavioural control and subjective norms exerting considerable influence.

Individual knowledge is not necessarily easy to be accessed. In some situation individual may prefer to hoard his/her knowledge till there is a motivational factor that promote or influence his/her knowledge sharing intention. In the university, knowledge is intensively created and disseminated through research and publication. Academicians will play their roles as knowledge provider and then transfer and share their knowledge via teaching, presentation at seminar and conferences and through continuous research programs. In common, it is believed that people within this institution would adopt a proactive approach to the development and sharing their knowledge. However, evidence suggests that this is not every time and everywhere case. As Donate and Canales (2012) suggest that the approaches adopted by the universities could be perhaps quite passive, limited and inconsistent. This study is conducted to study motivation and willingness of academics in participating themselves in knowledge sharing activities. This study is conducted among the academician in a public university. The study used a qualitative method where lecturers were interviewed to understand their approaches and type of motivation that influences their involvement in KS activities

This study is grounded in a specific Eastern cultural region, undertaking a multidimensional exploration. We meticulously examined the intricate interplay between employee competitive attitudes (ECA) and behaviors (ECB), employee dynamic capability (EDC), and Competitive climate (CC), converging these factors to redefine the contours of Employee Digital Performance (EDP). The survey data for this study were collected from SMEs in four Chinese provinces: Shanghai, Guizhou, Guangdong, and Anhui. The analysis was conducted utilizing CB-SEM (AMOS) to analyze the newly conceptualized framework. The research findings unveil a profound reality: in the digital era, Technological Adaptability (TA), Employee Competitive Attitudes, Employee Competitive Behaviors, and Employee Dynamic Capabilities all exert positive influences on Employee Digital Performance. The study indicates that technological adaptability, as a forward variable of employee competitive attitude and employee competitive behavior, positively influences employees' competitive attitudes and behaviors. Employees possessing competitive attitudes and behaviors enhance their dynamic capabilities, thereby promoting employee digital performance. Furthermore, the research indicates that the Competitive Climate moderates Employee Competitive Behaviors, and Employee Competitive Attitudes drive Employee Dynamic Capabilities, enhancing Employee Digital Performance. In the process of Chinese SMEs striving for digital advantages, this research provides a distinctive perspective. It offers actionable insights into harnessing employees’ traits and capabilities within the continually evolving digital ecosystem.

Purpose: The current research aims to employ a meta-analytic approach to assess the strength and direction of relationships between proactive customer service performance (PCSP) and its key antecedents, along with the moderating role of national cultures (individualism/collectivism, long/short term and masculinity/femininity), measurement and time lag. Design/methodology/approach: Using data from 116 separate studies (total sample = 71,464), a quantitative meta-analysis was conducted, evaluating 23 different antecedents. The antecedents of PCSP were grouped into several domains, including job attitudes, job strains, leader behaviors, performance, family context factor, workplace factors, positive psychological states, emotional labor and individual determinants. Findings: Findings indicated that thriving at work had the strongest influence on PCSP, with mindfulness, service climate, work engagement and transformational leadership also showing strong effects. Moreover, the analysis confirmed that national cultures, measurement and time lag significantly moderated these relationships. Originality/value: This study represents the first comprehensive meta-analysis in management and organizational behavior research to consolidate and evaluate the associations between PCSP and its antecedents, while also testing the moderating effect of national cultures, measurement and time lag.

The utilisation of theory, the conceptual framework, the theoretical framework, and the research framework is frequently required to be clearly articulated in academic studies. However, these terms are often used interchangeably without a clear understanding of their distinctions. This scenario is complicated because the terms theoretical, conceptual, and research frameworks are employed differently in different research approaches. This article aims to define these concepts and explain their usage with two research approaches: the objectivist deductive approach, which goes from theory to data, and the subjectivist inductive approach, which goes from data to theory, together with a research framework. The theoretical framework provides the foundation of established theories and principles underpinning the study, offering a broad lens through which the research phenomenon is understood. The conceptual framework, derived from the theoretical framework, refines the understanding by delineating specific constructs and their interrelationships, serving as a guide to address the research objectives. Meanwhile, the research framework translates these constructs into operationalised variables and methodologies, facilitating the systematic collection and analysis of data. Together, these frameworks ensure the study's alignment with established knowledge while enabling methodological rigour and clarity in addressing the research problem. Furthermore, the integration of research, conceptual, and theoretical frameworks not only guides the logical flow of a study and strengthens its academic foundation but also enhances its potential to generate meaningful insights across diverse domains, including business innovation and strategy, international business and marketing, technology and operations management, corporate governance and ethics, human resource and project management, and entrepreneurship.