A substantial body of evidence supports Lerner and colleagues' 5Cs model of positive youth development (PYD) in the United States (U.S.). Nonetheless, it remains unclear whether the 5Cs can be used to identify positive development in the under-researched Asian contexts, such as Malaysia. Thus, this study examined the 5Cs of PYD (competence, confidence, character, connection, and caring) and their importance to purpose in life, hope, and well-being in a sample of emerging adult undergraduate university students in Malaysia. Data were collected from 400 participants from 15 Malaysian universities (132 males, 268 females; ages ranged from 18 to 26 years old, M = 22). A hierarchical multiple regression analysis indicated that two of the 5Cs of PYD (confidence and connection) as well as hope were important to explaining variation in well-being. The findings imply that there are strong links between PYD, especially confidence and connection, and well-being, while purpose in life and hope were indirectly related to the 2Cs (confidence and connection) of PYD and well-being. Therefore, mental health professionals are encouraged to review and redefine their treatment design to include confidence, connection, purpose in life and hope when working with Malaysian emerging adult university students.
Turnover among police officers poses a serious challenge to law enforcement agencies by affecting operational stability and public trust. While organizational culture and job satisfaction are key factors influencing turnover intention, their combined effects have not been widely studied in policing contexts. This study explores whether job satisfaction moderates the relationship between organizational culture and turnover intention among Malaysian police officers. Although both variables were significantly related to turnover intention, the moderation effect of job satisfaction was not statistically significant. A cross-sectional survey was conducted among 373 officers from various departments of the Royal Malaysia Police. Participants completed validated instruments measuring organizational culture, job satisfaction, and turnover intention. Data were analysed using Hayes' PROCESS Macro (Model 1) in SPSS to test for moderation effects through hierarchical regression. The analysis revealed that both organizational culture and job satisfaction were significantly and negatively associated with turnover intention, indicating that higher levels of these variables correspond to lower intentions to leave the organization. Officers who perceived stronger organizational culture and reported higher job satisfaction were less likely to express intent to leave. However, job satisfaction did not significantly moderate the relationship between organizational culture and turnover intention (p = .117), indicating that the influence of organizational culture on turnover intention remained stable regardless of satisfaction levels. The findings highlight the importance of fostering a supportive organizational culture to reduce turnover intention among police officers. While job satisfaction independently contributes to retention, it does not significantly alter the impact of organizational culture. These results suggest that efforts to improve retention in policing should focus on structural and cultural reforms in addition to enhancing job satisfaction.