Understanding of intellectual capital’s influence on the firm performance has received immense interest in recent years. In this view, the impact of various intellectual capital components, including human, structural, and relational capital, on the performance of small- and medium-sized Malaysian manufacturing enterprises were examined. A correlation between intellectual capital and firm performance were established based on the mediating role of innovation capability. To achieve this goal, a stratified sampling method was used wherein 262 participants’ responses from the focused manufacturing firms were obtained and analyzed via the structural equation model (SEM) and resource-based view (RBV). Statistical tools like SPSS.v²⁵ and SmartPLS.v³ were used. The results showed that the relationship between intellectual capital and firm performance was strengthened due to the mediation of innovation capability, thereby gaining higher competitive advantages. It was asserted that the present comprehensive analyses may offer a useful information and guidance to the academics, owners/managers, and policymakers involving the impact of intellectual capital development towards improving the Malaysian SMEs performance.

The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the context of different countries and organisational settings. The theoretical and practical implications, research limitations and directions for future research are provided.

Apart from having specific knowledge, graduates are expected to possess a set of soft and hard skills to be employed. This study aims to identify soft and hard skills relevant to the future workforce in the electrical and electronic (E&E) industry based on two perspectives; academicians from public higher education institution (HEI) and E&E industry players. Further, the study aims to investigate skills gaps between two stakeholders. A total of 50 academicians and 31 industry players in Malaysia were surveyed using a structured questionnaire. Statistical analysis was performed using an independent t-test. In terms of soft skills, analytical thinking skills, communication skills, and discipline were more perceived by academicians, whereas decision-making skills, teamwork skills, and discipline were more favored by industry players. For hard skills, both players favored technology use, except for organizational capabilities which were perceived more by academicians while troubleshooting was favored more by industry players. This study contributes to the collaboration between public HEI and the E&E industry to address the skills gaps, which will benefit all stakeholders. This study focuses on the skills that are perceived more by both stakeholders.

HRMARS is well established journal publisher based in Pakistan. It is publishing prominent journals in social sciences since 2011.

HRMARS is well established journal publisher based in Pakistan. It is publishing prominent journals in social sciences since 2011.