Norhafizah Abu Hasan

With the development of the new type of work arrangement, the way people work together has changed. As hybrid and remote work arrangements become more common, managing geographically dispersed teams will become more complex. Inclusive leadership has attracted increasing scholarly attention as a potential solution to these challenges. Limited research has examined how diversity, equity, and inclusion (DEI) affect the effectiveness of hybrid teams led by inclusive leaders. This conceptual paper adopts a literature-review approach to synthesize prior studies on inclusive leadership, DEI, and hybrid work. Based on the findings, inclusive leadership can improve the efficiency of hybrid teams by promoting diversity, fostering a sense of fairness among team members, and cultivating a strong sense of belonging. These conditions will promote cooperation among team members and contribute to better outcomes. This paper expands the study of leadership in a hybrid work model by proposing the idea of team DEI. The proposed framework can also help organizations establish high-performing work environments.

1. Over the past decade, scholars have extensively explored the benefits of inclusive leadership for individual, team and organizational outcomes, such as employee well-being, innovation and perfor...

This conceptual paper explores the influence of psychological contract fulfillment on turnover intention, mediated by thriving at work and job crafting. Grounded in Psychological Contract Theory and Self-Determination Theory, it proposes a conceptual framework to explain these dynamics. In today’s rapidly changing work environment, organizations face increasing difficulty in retaining skilled employees. The presence of high turnover rates has been demonstrated to have a deleterious effect on organizational stability and to result in the incurrence of considerable financial and operational costs for the affected institutions. However, existing literature lacks a comprehensive understanding of how psychological contract fulfillment, thriving at work, and job crafting interact to influence turnover intention. This paper, developed through archival research, draws on literature published between 2000 and 2025 from Web of Science, ProQuest, JSTOR, and Google Scholar. It posits that psychological contract fulfillment—employees’ perception of employers keeping their promises—directly reduces turnover intention. Moreover, thriving at work, characterized by vitality and learning, and job crafting, referring to employees’ proactive role redesign, are proposed as mediators that reinforce this effect. The findings are expected to contribute to more effective employee retention strategies and support organizational sustainability.

Artikel ini membincangkan mengenai stereotaip gender yang dialami oleh pemain e-sukan wanita. Isu mengenai stereotaip gender terjadi kerana e-sukan dikategorikan sebagai sukan yang didominasi oleh kaum lelaki kerana majoriti pemain terdiri daripada kaum lelaki. Bagi wanita yang memilih untuk menjadi sebahagian daripada industri e-sukan, mereka tidak dapat lari daripada elemen stigma, label dan seterusnya stereotaip hanya disebabkan gender mereka berbeza. Bagi menjawab isu ini, pendekatan kualitatif menggunakan temu bual mendalam telah dilakukan ke atas tujuh orang wanita yang terlibat aktif di dalam e-sukan. Informan tersebut dipilih melalui persampelan bertujuan dengan ciri-ciri spesifik iaitu wanita, terlibat di dalam e-sukan dan menjadi pemain bagi sesebuah pasukan/kelab e-sukan dan terlibat dalam permainan jenis berperanan berganda (MMOPRGs). Data dianalisis menggunakan analisis tematik dan dipersembahkan secara deskriptif dan naratif. Hasil kajian menunjukkan terdapat beberapa jenis stereotaip yang menjadi cabaran serta halangan kepada pemain wanita ini untuk terus berjaya di dalam kerjaya sebagai seorang professional ‘gamers’. Stereotaip gender seperti wanita tidak pandai bermain MMOPGRs, komen berbau seksis serta lucah juga pernah diterima, tiada komunikasi yang baik antara pemain lelaki dan wanita dan tanggapan bahawa wanita tidak sesuai bermain permainan tersebut kerana kebanyakan permainan berganda ini bersifat ekstrem, agresif dan maskulin. Ciri-ciri permainan tersebut lebih signifikan kepada lelaki berbanding dengan wanita yang seringkali dikaitkan dengan sifat feminin. Secara tidak langsung, tanggapan seperti itu sedikit sebanyak menyekat peluang wanita untuk bergerak lebih aktif dan maju di dalam e-sukan berbanding lelaki. Kata kunci: Wanita, e-sukan, sosialisasi, gender, stereotaip gender, sosiologi.