This study aimed to examine the mediating effect of spiritual intelligence (SI) on the relationship between emotional intelligence (EI) and employee creativity (EC) in a Malaysian statutory body organization. Quantitative methods were used in this study. Two hundred fifty questionnaires were distributed to employees. Of these, only 215 questionnaires were usable. Random sampling and partial least squares structural equation modeling (PLS-SEM) techniques were used in data analysis. The results of the analysis show that SI has an indirect effect on the effect of EI on EC in the organization studied. This aligned with Amran's (2008) finding that SI is capable of clearly expressing spiritual resources, values and qualities in improving daily tasks in organizations. However, there are limitations in this study. Firstly, data was collected only once throughout the study period. Secondly, the sample for this study was from one organization only. Finally, the method used to collect data was a questionnaire. Regarding managerial implications, SI has been proven to be effective in dealing with crises in organizational management. SI applies aspects of religious spirituality that are in line with Islamic views and the culture of life in Eastern societies, especially in China. Practitioners can use the results of this study to practice SI in organizations to reduce various problems in an organization.

"Research Aims: This study examines the mediating effect of psychological empowerment on the relationship between transformational leadership and employee creativity in a financial organisation in Peninsular Malaysia. Design/Methodology/Approach: Quantitative methods were employed in this study. Two hundred questionnaires were distributed to employees of Islamic financial institutions in Malaysia. Of these, only 153 questionnaires were usable. Random sampling and partial least squares structural equation modelling (PLS-SEM) techniques were utilised in data analysis. Research Findings: The results of the analysis showed that psychological empowerment had an indirect effect on the impact of transformational leadership on employee creativity in the organisation under study. Theoretical Contribution/Originality: The result aligned with Spreitzer's (1995) concept of self-motivation through increasing self-esteem and modifying resilience, which promotes motivational behaviour in organisations. Managerial Implication in the South East Asian Context: Transformational leadership has been shown to be effective in addressing crises in organisational management. Leadership that applies this concept is able to sustain the organisation and its competitiveness over time, especially in Asia. Research Limitation & Implications: During the duration of this research, the data were collected only once. The sample for this study was obtained from a single organisation, and the only method used to collect data was a questionnaire. In times of globalisation and economic turmoil, practitioners can use the findings of this study to practice transformational leadership to sustain and support the vision and mission of an organisation. Keywords: Transformational Leadership, Psychological Empowerment, Employee Creativity, Islamic Financial Institutions"

The generation gap is critical, especially when employees do not agree about some terms that affect their completion of tasks. This issue is debated in organizations, causing incompatibilities between human resource management and development structures. Hence, these constraints led this study to measure the differences shown by generations X and Y, and how they impact the relationship between psychological empowerment, employee performance, and organizational commitment. This research used questionnaires and in-depth interviews as the main procedures for collecting and obtaining data—196 items of data were received from the Malaysian Islamic Finance Agency. SmartPLS software was used to test the research hypotheses and the differences between the two groups are Gen X and Y (PLS-MGA). The results of the PLS-MGA test confirmed that, in the relationship of psychological empowerment and job performance alone, it was found there was a generational difference between X and Y (p-value < 0.05). However, while running the hypothesis test (using the bootstrapping test), it was found that both hypotheses are acceptable, which shows the relationship between psychological empowerment and job performance based on two different groups, namely Gen Y = t-statistic (10.961) and Gen X = t-statistic (11.993). Thus, H1 is supported. Meanwhile, the relationship between psychological empowerment and organizational commitment is based on two different groups, namely Gen Y = t-statistic (8.675) and Gen X = t-statistic (8.349), which means H2 is also supported. Consequently, it is hoped that the findings of this study will serve as essential guidance for employers in both the public and private sectors. Human resource management teams can use the findings to understand the natural complexity of psychological empowerment constructs in realizing the challenges and difficulties in predicting organizational goals, in terms of job performance and organizational commitment.

This study investigates the influence of family-related factors on individuals' entrepreneurial intentions. The study employs a quantitative approach to test these hypotheses, utilizing survey data collected from a diverse sample of potential entrepreneurs. Through statistical analysis, we assess the strength and nature of the relationships between family values, family support, and entrepreneurial intentions. Our findings are expected to provide valuable insights into the role of family in fostering entrepreneurial mindsets. This research has potential implications for entrepreneurship education, policy-making, and family-based interventions aimed at promoting entrepreneurship.

Transformation is a process of change that needs to be implemented by a leader in emphasizing the Islamic aspect in his leadership so that each of his followers is aware of the responsibilities and beliefs that are borne in performing the task. This study aims to measure the relationship between transformational leadership style, psychological empowerment, and employee creativity by applying the Islamic approach to managing organizations based on two position groups: professional management and implementing groups. This study uses 292 questionnaires obtained from employees working in Islamic financial institutions, Malaysia. Smart Partial Least Squares (SmartPLS) path model analysis was used to perform hypothesis testing and PLS-MGA. This study shows that transformational leadership has a positive and significant relationship to employees' psychological empowerment and creativity based on two different groups, namely the professional management group and the implementing group. Overall, this study confirms that transformational leadership is one of the important determinants of employee psychological empowerment and creativity. Further, discussions, implications, and conclusions are elaborated in this study.