The public sector is usually viewed as a formal and hierarchical organization. However, they need to improve the quality of their work to solve community matters satisfactorily. This study examines the mediating role of the motivation to learn in the relationship between sustainable environment training and knowledge transfer. This study is a cross-sectional study, using survey questionnaires to collect data from public servants at different divisions/departments in public organizations. SmartPLS was utilized to evaluate the quality of the study instrument and subsequently test the study hypotheses. The structural equation modeling test indicated that sustainable environment training affects knowledge transfer. Hence, the motivation to learn mediates the effect of sustainable environment training on knowledge transfer. Practitioners can utilize these findings to comprehend the diversity of perspectives on motivation to learn and to design a training program master plan that can increase employee motivation to succeed and maintain organizational strategies and goals in the global competition and organizational sustainability era.

A review of the recent studies about tertiary education student development reveals that when mentors do not practice effective relationships in mentoring programs regardless of how well designed the mentoring programs are, the goals will not be achieved. Even though many studies have been done, the role of mentoring relationships as a vital predicting variable is largely ignored in the tertiary education mentoring research literature. Hence, the current study is done to investigate the effect of mentoring relationships on mentees’ success. A cross-sectional method is used to collect survey questionnaires from undergraduate students in teaching-based universities in Sarawak. The SmartPLS is utilized to assess the quality of the study instrument and test the research hypotheses. The findings of the SmartPLS path model analysis reveal that implementation of comfortable communication and sufficient support by mentors in structured and unstructured mentoring activities has been an important antecedent of mentees’ career and leadership development. Thus, this finding may be used as significant guidelines by practitioners to understand diverse paradigms of mentoring relationship construct and planning collaborative and developmental mentoring programs to prepare mentees to become potential leaders in the 21st century of global market challenges and difficulties.

Background and Purpose: The quality of interactions between service providers (employees) and patients in the course of providing everyday services may have a major impact on patient attitudes, according to a thorough evaluation of several recent quality management studies released in the 21st century. The relationship has been extensively studied in public and private healthcare organizations, but little is known about the role of interactional quality as a key antecedent in army hospitals. The purpose of this study is to investigate the connection between patient attitudes and interactional quality. Methodology: The study adopted a cross-sectional research design, with 212 self-administered questionnaires collected from patients in an army hospital in the Federal Territory of Kuala Lumpur, Malaysia, using a purposive sampling technique. The SmartPLS was used to evaluate the measurement model and to test the structural model. Findings: According to the findings of structural equation modelling, interactional quality attributes, namely responsiveness, assurance, and empathy were significant predictors of patient attitudes such as satisfaction and loyalty. Contributions: To sustain and improve the service performance of the organisational sample, this study offers crucial advice, that is quality of interaction between employees and patients is built according to responsiveness, assurance, and empathy. The competence of employees to practice this interaction in delivering daily services can enhance patients’ satisfaction and loyalty. Practitioners may utilize to comprehend various perspectives on interactional quality. These recommendations can also be used to improve patient relationship management programmes. Keywords: Interactional quality, patient satisfaction, patient loyalty, army hospital. Cite as: Ismail, A., Mokhtar, A. Jamil, A. H., Ibrahim, N. S., Rino, Hussin, T., & Tajuddin, A. (2024). Interactional quality as an antecedent of patient attitudes: Evidence from an army hospital in the Federal Teritory of Kuala Lumpur. Journal of Nusantara Studies 9(2), 80-105. http://dx.doi.org/10.24200/jonus.vol9iss2pp80-105

People-oriented leadership is well recognized as a nontoxic leadership genre that can create a conducive working environment and foster employees to realize organizational strategies and objectives. Extant published studies have revealed that the effect of people-oriented leadership on career satisfaction is indirectly affected by proactive behavior. Although many studies have been examined, the mediating role of proactive behavior has been rarely discussed in organizational leadership research. By focusing on these factors, this study aims to examine the relationship between people-oriented leadership, proactive behavior, and career satisfaction. A survey method is used as the research strategy, which allows the researchers to use a cross-sectional research design to collect data from employees at Islamic state agencies in Klang Valley, Peninsular Malaysia. SmartPLS was employed to assess the quality of the measurement model and test the structural model. The confirmatory factor analysis results confirmed that the measurement model met the validity and reliability standards. The structural equation modeling results indicate that worker proactive behavior acts as a significant mediating variable between people-oriented leadership and worker career satisfaction. Hence, this study offers important implications for practitioners, theory, and practice. In terms of theoretical contribution, the mediating effect of proactive behavior between people-oriented leadership and career satisfaction is consistent with the notion of Model of Proactive Motivation. The notion of this theory has been supported by previous studies, which revealed that the effect of people-oriented leadership on career satisfaction is mediated by proactive behavior in Western and Asian countries. Regarding the robustness of the research methodology, the measurement scale met the validity and reliability criteria. This may lead to accurate and reliable research results. Further, the findings can be used to guide employers, senior management, managers, and supervisors to understand diverse perspectives on proactive behavior construct and consider proactive behavior in developing, organizing, and leading employees to improve career well-being. These efforts may lead to higher organizational competitiveness and performance in the 21st century of global competition.