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<p>This paper examined the relationship between the Big Five factors (openness to experience, conscientiousness, extraversion, agreeableness and neuroticism) and employees' voice behavior among employees of SME in Penang. The independent variables are the Big Five factors while the dependent variable is employees' voice behavior. The hypothesized relationship between the Big Five factors and employees' voice behavior is based on a logical argument that those who demonstrate Big Five factors would be positively and negatively related to employees' voice behavior to their superior. The theories that support the theoretical framework are the theory of individual difference in task and contextual performance. A total of 292 questionnaires were distributed to employees of a small-medium enterprise in Penang. A total of 108 usable questionnaires were returned yielding a usable response rate of 74%. The collected data were analyzed statistically using multivariate statistics. Factor analysis, reliability analysis, descriptive analysis, correlational analysis, and regression analysis were used as the bases of analyses. The results only indicated that agreeableness and neuroticism among the five independent variables were significantly related to employees' voice behavior, but positively significant, which did not support the hypotheses of the study. Therefore, all the hypotheses were not supported by the study results.</p>

Employee commitment to the organization is influenced by management support. Management support is to ensure a better work culture in an organization because management plays an important role in terms of physical and emotional employees. This paper explores the organizational factors, namely leadership styles, promotions, workloads, and workplace facilities in regards to organizational commitment among navy personnel in a naval base. A self-administered questionnaires have been deployed among navy personnel in getting their responses on leadership styles, promotions, workloads, workplace facilities, and organizational commitment. The implication of the study can be seen that naval personnel will give the commitment to the organization if the leader's leadership styles, workload, and facilities in the workplace are given and provided. The results show a significant relationship between leadership styles, workplace facilities, and workloads with organizational commitment; but promotion opportunities show insignificant with organizational commitment. Interestingly, naval personnel states that workloads have no impact on their organizational commitment. On the other hand, naval personnel also states that leadership styles, workloads, and workplace facilities have impacts on their organizational commitment.

The paper explores the social media dependency and work-related attitudes about religiosity as a mediator among employees in public and private organizations. Not many studies explore the above variables especially in the context of Malaysian employees. Self-administered questionnaires were distributed among employees in the public and private organizations in the selected major cities in the country. Data analyses are conducted using SPSS, namely reliability analysis, correlation analysis, regression analysis, and mediation analysis. Interestingly, the paper only discovers religiosity has a positive impact on work-related attitudes among employees in public and private organizations. Unfortunately, the other hypotheses are not supported and no mediation of religiosity on social media dependency and work-related attitudes was discovered. Further analysis is conducted on religiosity as moderator; the result also shows no moderation of religiosity on social media dependency and work-related attitudes. Discussions on the results are elaborated accordingly.