This quantitative study explores the influence of organizational culture on the turnover intentions of millennial employees within multinational corporations (MNCs) in Penang, Malaysia. As millennials increasingly comprise a substantial portion of the workforce, their turnover rates have significant implications for organizational efficacy. The research examined the relationship between key elements of organizational culture—namely employee empowerment, work-life balance, and reward systems—and millennials’ decisions to stay with or leave their employers. Data were gathered through a questionnaire distributed to 183 millennial employees in the Penang MNC sector, employing a random sampling approach and utilizing Google Forms for submission. The survey instruments were based on established scales from prior research to ensure robustness and relevance. The findings indicate that all the studied variables significantly affect turnover intentions, with employee empowerment emerging as the strongest predictor, followed by work-life balance, and then reward systems. These results underscore the critical role of organizational culture in shaping millennial turnover intentions. The study’s insights can guide MNCs in Penang to implement strategic initiatives aimed at fostering a positive work environment that emphasizes empowerment, balance, and appropriate rewards, thereby enhancing employee retention within this pivotal demographic. While this study provides detailed insights specific to the Malaysian context, its findings may serve as a preliminary reference point for MNCs in similar regional contexts, suggesting further research to explore the applicability of these insights globally.

Under the concept of independent maintenance proposed by the Meteorology, Climatology, and Geophysics Agency (BMKG) for operational equipment, a thorough analysis of its management processes is necessary. Leadership involvement at various levels can affect maintenance outcomes, impacting sustainability. This research creates a thinking model that connects responsible leadership (RL) with sustainable performance (SP) through agile organization (AO) mediation and maintenance management implementation (MMI) in the management of leading operations equipment. The method used was a survey of 366 respondents who were BMKG employees, and explanatory analysis was analyzed based on descriptive statistical analysis using SmartPLS. The research results show that the third hypothesis proposed is acceptable, and the two mediator variables are partial mediation. The discussion of the study results shows some theoretical and practical implications for achieving the goals of SP, where organizations should encourage RL behavior that can implement current practices regarding AO and MMI. The test results show that AO and MMI have a significant role as mediators in encouraging the influence of RL on SP. This study is the first step in examining the relationship of RL to SP using AO and MMI mediation. Furthermore, this model can be developed and analyzed in other sectors or fields to increase knowledge.

This article aims to analyze the role of the Medan City Religious Harmony Forum (FKUB) in shaping harmony in digital literacy-based virtual communities. FKUB has a central role as an institution that ensures that the aspirations and interests of religious communities can be accommodated effectively. In addition to making real improvements, FKUB also initiated its moderating role through the digital realm. This research adopts a qualitative method using a phenomenological approach. Primary data was obtained through interactions with key informants, while secondary data sources involved articles, books, reportage related to the context of the research theme. Data collection was conducted through interview, observation, and documentation techniques. Data analysis used the Miles and Huberman analysis model with the steps of data coding, data presentation, and conclusion drawing. The results showed that FKUB initiated digital literacy-based religious moderation through two development communication models. The first model is a linear model where FKUB acts as a community educator. The second model is a participatory model that is usually uploaded on Instagram, FaceBook and Youtube social media. This model allows the community to comment and have two-way communication with the FKUB. Both models are oriented towards creating collective intelligence as an indicator of building virtual harmony. Through digital literacy-based development communication, FKUB can be a mediator in meeting the Sustainable Development Goals (SDG’s), namely: Peace, justice and strong institutions, as well as promoting equality and reducing inequality.

This study delves into the nuanced impact of leadership styles on state-owned enterprises (SOEs) performance in Northeast China. It aims to discern how transformational, transactional, and authoritative leadership approaches influence organizational outcomes, framed within the context of sustainable leadership theory. Employing a quantitative methodology, the research analyzes survey data from employees across various SOEs to assess the relationship between leadership styles and company performance, including aspects such as job satisfaction, employee motivation, and operational efficiency. The findings reveal a clear dichotomy: transformational and transactional leadership styles positively correlate with improved performance metrics, fostering an environment of innovation, motivation, and job satisfaction. Conversely, authoritative leadership is shown to detrimentally affect these same metrics, potentially hindering organizational growth and employee morale. This research contributes to the broader discourse on leadership and organizational performance by highlighting the critical role of leadership style in enhancing the sustainable development of SOEs, particularly within China’s socio-political and economic fabric. Practical implications suggest a shift towards more adaptive, employee-centered leadership approaches to spur performance and sustainability in SOEs. The originality of this study lies in its specific focus on the Chinese context, offering insights into the leadership dynamics within SOEs and proposing actionable strategies for fostering leadership that align with sustainability and organizational excellence principles.

In the past twenty years, market dynamics have had a substantial impact on different industrial sectors, ultimately influencing their level of competitiveness. The field of operation management in terms of halal logistics has gained considerable attention and recognition among scholars and researchers in the academic community, as evidenced by the growing body of literature in the field of management. This article presents a bibliometric examination of scholarly literature pertaining to the halal supply chain in the domain of business. In addition, bibliographic material is organized and analyzed through the utilization of software tools such as VOSviewer, R Studio, and Microsoft Excel. A comprehensive analysis was conducted on a dataset comprising 278 scholarly papers that had been indexed by Scopus. The process of identifying and categorizing relevant research on the topic was carried out using certain criteria, including journal publications, articles, authorship, and geographical origin. The results suggest a significant rise in scholarly investigations carried out in this specific domain during the previous two decades. Our study also acknowledges several countries as the most productive domains of halal supply chain studies. It is imperative to recognize, though, that scientific advancement continues in this field, as well as in all other areas of study, and that data undergoes significant changes over time. This article examines potential avenues for future research, incorporating quantitative analysis and collaborative inquiry undertaken by researchers.