Turnover intention has a significant impact on the productivity, efficiency and commitment of bank employees, which in turn affects the overall profitability of the banking sector each year. Therefore, job satisfaction plays a crucial role in increasing employee satisfaction and thus reducing turnover intention. This conceptual paper examines the determinants of job satisfaction which are performance appraisal, training and development and compensation that affect turnover intention in the Malaysian banking sector with job satisfaction as a mediating variable. It was found that adequate performance appraisal, training and development, and compensation in line with employees' preferences can significantly increase overall job satisfaction and reduce turnover intention in advance.

To address the pervasive challenges of resource inefficiency and static management in the hospitality sector, this study proposes a novel management framework that synergistically integrates Model Predictive Control (MPC) with Green Human Resource Management (GHRM). Methodologically, the framework establishes a dynamic closed-loop architecture that cyclically links environmental sensing, predictive optimization, plan execution and organizational learning. The MPC component generates data-driven forecasts and optimal control signals for resource allocation. Crucially, these technical outputs are operationally translated into specific, actionable directives for employees through integrated GHRM practices, including real-time task allocation via management systems, incentives-aligned performance metrics, and structured environmental training. This practical integration ensures that predictive optimization is directly coupled with human behavior. Theoretically, this study redefines hospitality operations as adaptive sociotechnical systems, and advances the hospitality energy-saving management framework by formally incorporating human execution feedback, predictive control theory, and dynamic optimization theory. Empirical validation across a sample of 40 hotels confirms the framework’s effectiveness, demonstrating significant reductions in daily average water consumption by 15.5% and electricity usage by 13.6%. These findings provide a robust, data-driven paradigm for achieving sustainable operational transformations in the hospitality industry.

When a company is wound up, employee compensation is recognised, but it usually occupies a vulnerable position. Although most insolvency systems grant priority to unpaid wages, termination benefits, and accrued employment entitlements, substantive recovery often remains uncertain due to asset insufficiency and interactions with secured creditor claims. This article examines how judicial interpretation mediates the relationship between formal priority and actual recovery in corporate insolvency. The study adopts a doctrinal and comparative case law approach based on the analysis of leading insolvency decisions in Malaysia and Australia. The findings indicate that courts in both jurisdictions consistently uphold statutory hierarchy but differ in their interpretive engagement with employee vulnerability and asset characterisation. Australian cases more often involve questions of circulating assets, receivership, and estate scope, and operate within a framework supplemented by the Fair Entitlements Guarantee (FEG) scheme. Malaysian courts generally adopt a more formalist interpretive posture within insolvency distribution law, where employee recovery remains more directly dependent on statutory priority and the sufficiency of the insolvent estate. The article contributes to comparative insolvency scholarship by clarifying how interpretive choices and structural constraints shape employee protection in practice.