This study aimed to examine the effect of health consciousness, knowledge about healthy food, attitudes toward healthy food, subjective norms, and perceived behavioural control on the intention to consume healthy food, which subsequently affects the consumption of healthy food among Malaysian young adults. The current study also examined the moderating effect of perceived barriers on the association between intention to consume healthy food and the consumption of healthy food. This study adopted a cross-sectional design and collected quantitative data from 1651 Malaysian young adults (between the age of 18 and 40 years) by sharing a Google form link through social media. The findings reveal that health consciousness, knowledge about healthy food, attitude toward healthy food, subjective norms, and perceived behavioural control had a significant positive effect on the intention to consume healthy food. Findings also show that the intention to consume healthy food has a significant positive effect on the consumption of healthy food among Malaysian young adults. Furthermore, the findings reveal the positive and significant mediating effect of the intention to consume healthy food and the significant moderating effect of perceived barriers on the association between the intention to consume healthy food and the consumption of healthy food. The multi-group analysis revealed that the effect of perceived barriers on the consumption of healthy food and the moderating effect of perceived barriers were significantly higher among urban respondents. Health and agriculture policymakers should focus on the attributes of healthy eating practices and their health benefits to promote the mass adoption of healthy food among Malaysian young adults.
Due to the higher attrition rate in higher education institutions (HEIs), the attraction and retention of top talents in higher education have become a challenge for human resource (HR) professionals. The primary area of discussion among business executives and HR professionals is how top talent can be retained and maintained. Thus, the purpose of this study is to examine the impact of human resource management practises (HRMPs), oraganisational reputation (OGR), occupational prestige (OPP) and work-life balance (WLB) on turnover intention (TOI) of the academics working in HEIs. The study also aims to examine WLB as a mediator and job opportunity (JBO) as a moderator of the relationships mentioned above. Data collected through an online survey from 466 respondents were analysed using partial least square structural equation modelling. The findings of the study showed that OGR, OPP and WLB were negatively related to TOI. However, the impact of HRMPs on TOI was not direct; instead, it was mediated by WLB. The findings also demonstrated that WLB significantly mediated the relationship between OGR and OPP. Furthermore, the results also confirmed that JBO significantly moderated the relationship between WLB and TOI. The findings of the study provide guidelines for a comprehensive retention strategy and a holistic model of academics TOI that can assist HR professionals, policymakers and management in developing an effective strategic recruitment and retention plan.