The subjective well-being (SWB) concept specific to the elderly Orang Asli is still vague, with limited research. Understanding SWB can give a holistic picture of elderly Orang Asli’s well-being status because SWB considers individual evaluations and perspectives based on life experiences in various dimensions relevant to the elderly Orang Asli’s culture, language, belief system, and lifestyle. Therefore, this paper aims to explore the concept of SWB of elderly Orang Seletar. An exploratory case study research design is implemented in this qualitative study. 15 informants who participated in an in-depth interview session in Kampung Bakar Batu Perling, Johor Bahru, and aged 50 years old and above. Based on the findings of the study, there were seven major themes in discussing the concept of SWB which are (i) sufficiency; (ii) comfort; (iii) satisfaction; (iv) preference/favorite; (v) happiness; (vi) tranquillity and (vii) awareness. The finding of the study shows that there were eight domains of SWB of elderly Orang Asli Seletar which are (i) physical health; (ii) mental health; (iii) family and community; (iv) sea and nature; (v) culture preservation; (vi) basic needs; (vii) education; and (viii) spiritual. In conclusion, SWB should be the core element to determine the development of elderly Orang Seletar to ensure their thrive. From mainstream society’s eye, elderly Orang Seletar’s lives may be seen as inadequate and modest. However, it is different from what is felt by them.

This study employs logistic regression to investigate determinants influencing active living among elderly individuals, with “Active Living” (1 = Active, 0 = Inactive) as the dependent variable. Analysing data from 500 participants, findings reveal significant associations between active living and variables such as chronic conditions (OR = 0.29, p < 0.001), mental well-being (OR = 1.57, p < 0.001), social support (OR = 5.75, p < 0.001), access to parks/recreational facilities (OR = 2.59, p < 0.001), income levels (OR = 1.82, p = 0.003), cultural attitudes (OR = 2.72, p < 0.001), and self-efficacy (OR = 2.01, p < 0.001). These findings highlight the complex interplay of factors influencing active living among elderly populations. Recommendations include implementing targeted interventions to manage chronic conditions, enhance mental well-being, strengthen social networks, improve access to recreational spaces, provide economic support for fitness activities, promote positive cultural attitudes towards aging, and empower older adults through self-efficacy programs. Such interventions are crucial for promoting healthier aging and fostering sustained engagement in physical activity among older adults.

This article analyses the complex factors contributing to rising medical expenses, focusing on the senior citizen demographic in Malaysia. With the global aging population, notably in lower and middle-income countries, the study highlights the escalating medical and health insurance costs, driven by age, income source, modern healthcare, and geographical residence. The research draws on an extensive literature review, demographic analysis, and quantitative methods to examine these determinants. It critically analyzes Malaysia’s healthcare system, which operates on a dual-tier model, and the financial burden placed on senior citizens. The findings indicate that age, source of income, and geographical residence significantly influence medical expenses, whereas modern healthcare’s impact is not statistically significant. The study calls for government intervention, insurance industry adjustments, and private sector support to mitigate the financial strain on senior citizens. Recommendations include tax relief adjustments, National Health Insurance Scheme implementation, and employment sustainability for seniors. This research provides some recommendations to policymaking, the insurance industry, and academia by providing insights into managing the healthcare needs of an aging population sustainably.

This study aimed to gain insights into the attitudes and strategies of top management regarding workplace happiness within a semi-government organization in the United Arab Emirates (UAE). Six senior managers at the organization were interviewed to explore their perspectives on employee happiness and the initiatives implemented to enhance it. Thematic analysis of the interview transcripts revealed several key findings. Top managers demonstrated strong commitment and willingness to prioritize employee well-being through long-term research-driven improvements. A variety of strategies incorporating personal, organizational, and Human Resources Management (HRM) factors known to impact happiness were utilized. Religious considerations and empowerment initiatives respect personal values while fostering intrinsic motivation. Top leaders modeled strategic priorities through their conduct, emphasizing visible support. The organization balanced individual needs with organizational goals respectfully. The findings provide practical implications for optimizing retention and performance outcomes through dedicated strategic happiness efforts guided by empirical research. However, more extensive research across diverse populations could further advance understanding in this field.

Despite many investigations concerning antecedents of organizational commitment in the workplace, very few studies so far have analyzed the direct or indirect impact of HR change leadership role on organizational commitment via HR attribution. Therefore, given the reciprocal principle of social exchange theory, attribution theory and signal theory, this study formulated hypotheses and a model to test the relationships between included variables by employing the mixed-method approach. In-depth interviews were initially conducted to develop questionnaires to collect quantitative data. Employing PLS-SEM to analyze the data collected from 1058 employees working in 24 sustainable enterprises in Vietnam, the findings show that the degree of adopting HR change leadership role was positive, directly affecting organizational commitment. Also, both well-being and performance HR attribution play partially mediated roles in the relationship. The findings suggest that the organizational commitment depends on not only how the degree of adopting HR change leadership role is executed, but also how employees perceive and interpret the underlying management intent of these practices. In a sustainable context, adopting HR change leadership role plays a critical role in shaping employees’ interpretations of sustainable HR practices and their subsequent attributions. Besides, employees’ belief on why are sustainable HRM practices implemented has an influence on the organizational commitment that in turn contributes to the overall sustainable performance.