Job performance becomes one of crucial issues and challenges faced by the organizations and it is related to employees’ performance. In conjunction with the issue, this study investigates the determinants of job performance among female employees in Malaysia. Respondents involved in this study were composed of 320 female workers selected from manufacturing, education, health and hospitality sectors. The data was collected through self-administered questionnaires by using a five-point Likert scale. The study uses two common statistical analysis, including the descriptive and inferential statistics analyses by assisting statistical software, namely the Statistical Package for Social Science (SPSS-20). The outcome shows that motivation, organizational climate, and time management significantly influenced female employees' job performance. Also, the organizational climate was a determinant factor affecting female job performance in Malaysia. Thus, the finding of this study will assist female employees and employers in understanding the factors that could affect their performance in the organization.

This study aimed to analyze the effect of employee satisfaction on employee performance, and the moderating role of organizational commitment in Jordanian Islamic banks. This study was conducted using a self-administered questionnaire distributed among employees from four different Islamic banks in Jordan. A total of 303 responses were collected and analyzed using SPSS and partial least square. A significant relationship was found between employee satisfaction and employee performance. There was also a significant effect of the moderating role of organizational commitment on the relationship between employee satisfaction and employee performance. One potential reason to support this relationship is that individuals who are satisfied with their performance tend to be happier and need a commitment from the organization to improve their work performance. The finding from correlation analysis shows that implementing the idea of organizational commitment illustrates the role that it plays in achieving employee satisfaction while doing their desired work. On the other hand, this suggests that increased organizational commitment in Jordanian Islamic banks increases employee performance significantly, which can enable each bank's management to achieve its targets, missions, and visions. The study is useful for the banking sector, financial institutions and other organizations in any country that seek improvements in employee performance.

Banks in Jordan are facing a crisis related to their employees, where it has recently become clear that employees are leaving their jobs in increasing numbers. Thus, this study examined the impact of the human resources management (HRM) practices (compensation, performance appraisal, promotion, and training & development) on employee’s turnover intention and the mediating role of career satisfaction. The survey questionnaire was gathered from 394 employees located in 25 banks in Jordan. The study used PLS-SEM to get the results and examine the hypotheses. The findings indicate that HRM practices (compensation, performance appraisal, promotion, and training & development) negatively impact employees’ turnover intention, and career satisfaction partially mediated the relationship between HRM practices (compensation, performance appraisal, promotion, and training & development) and employee’s turnover intention. The study recommends that banks in Jordan provide a high compensation, fair performance appraisal, fast promotion systems, sufficient training & development program and high level of career satisfaction to maintain the human element and reduce the employees’ turnover intention. Future studies may include other practices such as employee empowerment, teamwork, employment security information sharing, and job description.