Open University Malaysia Knowledge Repository: No conditions. Results ordered -Date Deposited. 2024-03-28T20:42:19ZEPrintshttp://library.oum.edu.my/images/New-Logo-Header.pnghttp://library.oum.edu.my/repository/2023-02-08T04:01:49Z2023-02-08T04:01:49Zhttp://library.oum.edu.my/repository/id/eprint/1532This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/15322023-02-08T04:01:49ZDirect and Indirect Relationship of Employee Engagement, Corporate Image, Employee Loyalty, and Business Performance among Private Business OrganizationsThis study is very crucial for private business organizations to achieve business performanceby formulating short and long-term strategies and plans to achieve the set businessperformance. The topic being studied is important for private organizations because it willallow organizations to improve their performance and business sustainability in the future.The purpose of this study is to measure the direct and indirect relationship betweenemployee engagement, employee loyalty, corporate image, and business performance. Thisstudy uses a quantitative approach by using primary data for data analysis. A total of 329clean data were used in data analysis using the Structural Equation Modeling (SEM)technique. This study uses Smartpls3 software to analyze multivariate data and the proposedhypotheses. Furthermore, model measurement and structural model assessment procedureswere also carried out by using Smartpls3. An assessment of construct reliability and validitywas done to confirm the existence of convergent validity and reliability. Then, discriminantvalidity is assessed by calculating cross-loadings and Hetrotrait-Monotrait (HTMT) ratios.Next, the inner model was assessed and from the results of hypotheses testing, it was foundthat employee engagement does not have a direct relationship with business performance,while employee loyalty and corporate image have a direct relationship with businessperformance. On the other hand, employee loyalty and corporate image have a significantmediating effect on the relationship between employee engagement and businessperformance. Findings from the analysis show that employee loyalty and corporate image areimportant mediators in the relationship between employee engagement and businessperformance. For future studies, it is suggested that other variables such as leadership style.Organizational commitment and peer influence are to be included in the model so that it will better perspective on the factors influencing the business performance of privateorganizations business performance.
Zahir Osman Rose Ruziana Samad Noral Hidayah Alwi Bibi Nabi Ahmad Khan2023-02-08T03:28:06Z2023-02-08T03:28:06Zhttp://library.oum.edu.my/repository/id/eprint/1531This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/15312023-02-08T03:28:06ZTax Evasion Behavior among Salaried Worker in Malaysia: A Socio-Psychological FrameworkThe purpose of this study is to determine the factors that may influence individuals in Malaysia to engage in tax evasion. Three independent variables (attitude, subjective norm, and perceived behavioural control), one mediating variable (tax knowledge), and one dependent variable (tax evasion intention) are included. This report will utilize a quantitative method of analysis, relying on primary data. This study evaluates the direct relationship between attitude, subjective norm, and perceived behavioural control with tax knowledge, and the direct relationship between tax knowledge with tax evasion intention. Primary data were utilized in this study and a survey questionnaire which was adopted and adapted from previous studies was used for data collection. 204 clean data were used in the data analysis by utilizing the structural equation modeling technique. SPSS software and Smartpls version 4 software will be used for the assessment of direct and indirect relationships and hypotheses testing of the model. This research will provide valuable information into how to deal with the intention of paid workers in Malaysia to engage in tax evasion behaviour. Initially, the construct validity and reliability were assessed in order to determine the measurement model's convergent validity. Next, the Hetrotrait-Monotrait (HTMT) ratios and cross-loading were used to evaluate and corroborate the discriminant validity. The structural model was then evaluated, and the results of the hypothesis testing show that attitude and subjective norm have a positive and significant influence on tax knowledge and that tax knowledge has a significant impact on tax evasion behaviour. (Abstract by authors) Noral Hidayah Alwi Zahir Osman Bibi Nabi Ahmad Khan2023-01-27T02:52:18Z2023-01-27T02:52:18Zhttp://library.oum.edu.my/repository/id/eprint/1527This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/15272023-01-27T02:52:18ZPsychological health of healthcare workers and national vaccination programme: A conceptual study -
Healthcare Workers and National Vaccination ProgrammeStress levels can be raised by psychosocial risks, which can lead to physical and mental health problems. Low motivation, exhaustion, anxiety, sadness, burnout, and suicidal ideation are all possible psychological responses. Malaysia has one of the highest COVID-19 immunisation rates in the world. Although this is a huge accomplishment, we must keep in mind that it adds to the taskforce's workload. Between January 2019 and May 2020, there were an average of two suicide deaths per day. The Royal Malaysia Police Force, on the other hand, reported that suicide rates had doubled in the first five months of 2021. A mass vaccination centre in Kuala Lumpur was closed on August 6, 2021, after over 200 medical staff and volunteers tested positive for the coronavirus. Fear is rising among healthcare workers as a result of a previous occurrence like this, and the current emergence of the Delta strain of the Virus, and now the Omicron, can only alarm the healthcare family. According to a study conducted by American International Assurance (AIA Vitality), majority of Malaysian workforce unable to get enough sleep. One out of every ten Malaysian representatives is nervous or discouraged, with the majority of them being in their twenties and thirties. As is the case during a pandemic, healthcare workers are overworked. They must deal with the effects of public misconception, face stress from relatives, fear of contracting the obscure illness and becoming a carrier of the illness, and now seek protection from the Personal Protective Equipment (PPE) and vaccinations to which they have adhered during vaccination programmes. Frontline workers' mental health issues, particularly burnout and fear, should be addressed by policymakers. Future national and organisational interventions must include providing adequate social support, building self-efficacy and resilience, and ensuring frontline work willingness. (Abstract by authors) Santhi Raghavan Ashwini M. Madawana2023-01-27T02:45:45Z2023-01-27T02:46:14Zhttp://library.oum.edu.my/repository/id/eprint/1526This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/15262023-01-27T02:45:45ZJob Satisfaction and the Healthcare Heroes: A ReviewThe global COVID-19 pandemic has pushed countries' health systems to breaking point, with previously unknown consequences for health professionals' job performance. While the COVID-19 pandemic has added stressors to healthcare workers' lives, it is unclear which factors will be the most valuable targets for interventions to reduce employee distress across the board. This article review compiles expressed thoughts on the multifactorial reasons for job satisfaction. The factors revolve around the scope of Burnout, Fear of Covid-19, Post Traumatic Stress Dysfunction (PTSD), lack of support and Resilience. It can be concluded that these scopes are interrelated and influence one's job satisfaction. Santhi Raghavan Ashwini M. Madawana2022-06-18T04:22:45Z2022-06-18T04:22:45Zhttp://library.oum.edu.my/repository/id/eprint/1441This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/14412022-06-18T04:22:45ZThe impact of night shift work on health and social life among technical employees in Global Rail Malaysia Sdn Bhd and Rapid Rail Sdn Bhd in MRT Kajang lineShift work is considered necessary especially to industries that provides 24/7 services to the
community. In particular, night shift can have negative impact on health and well-being of the
employees as it can cause disturbance of the normal circadian rhythms, causing significant
alterations of sleep and biological functions including disturbances to eating habits, which in
long run can increase the risk of hypertension, diabetes and obesity. Employees working on
night shift have more difficulties to lead a healthy social life with many of them found difficult
to be there for their families especially when it comes to social gatherings among family
members. After some time, this will affect the marital relationship, care of children and social
contacts. The aim of this paper is to analyse whether the night shift work has any impact on the
health and social life of technical employees in Global Rail Sdn Bhd and Rapid Rail Sdn Bhd
in MRT Kajang Line. To analyse the data in this study, SPSS Statistics 21 was used. The
findings conclude that night shift has significant influence to sleep deprivation and obesity
among the respondents. This study could help the MRT or rail industry in designing policies
and creating cultures that could encourage their employees to lead a better healthy lifestyle and
health regime so that the night shift does not lead to negative impact to the employees’ health
and social life. (Abstract by author) Badrul Hisham Bahari2022-02-09T05:55:12Z2022-02-09T05:55:12Zhttp://library.oum.edu.my/repository/id/eprint/1393This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/13932022-02-09T05:55:12ZThe Relationship between Organizational Culture and Employee Performance in Malaysian Commercial Banking Sector: The Role of Self-Efficacy as a MediatorThis study examines the mediating effect of self-efficacy on the relationship between organizational culture and employee performance in Malaysian commercial banking sector. The variables under study are organizational culture, self-efficacy and employee performance. The data collection approach used a web-based questionnaire that was generated and distributed to 450 commercial banks’ employees in Klang Valley, Malaysia. The 321 collected data were analyzed by using Partial Least Squares-Structural Equation Modelling (PLS-SEM) technique to analyze the proposed research hypotheses. The results showed that self-efficacy significantly mediates the relationship between organizational culture and employee performance in Malaysian commercial banking sector. The findings of this study contribute extensive inputs into the human resource management theory and enlarge the emergent literature on employee performance in Malaysian commercial banking sector. (Abstract by authors) Wang Yuxin Zahir Osman Valliappan Raju Siew Poh Phung2021-08-10T00:57:31Z2021-08-10T00:58:03Zhttp://library.oum.edu.my/repository/id/eprint/1383This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/13832021-08-10T00:57:31ZGeneration Y employees in the banking sector in Malaysia: social needs, intention to stay and perceived organizational support By year 2025, 75% of the workforce will be Gen Y employees. This study examined the
influence of social needs on the intention to stay by Gen Y employees in the banking sector in
Malaysia. The mediation role of perceived organizational support between the two constructs
was examined. In this quantitative study, primary data was collected from a sample of 470
respondents. The examination concluded that higher level of social needs had a positive and
significant influence on intention to stay. This study further revealed that perceived
organizational support partially mediated the relationship between social needs and intention
to stay. Due to the expected rise of the Gen Y workforce in future, this study will give
organizations a better understanding and knowledge of Gen Y social needs and provide them
the right tools to collaborate and find the right solutions. (Abstract by authors) Zabedah Othman Jugindar Singh Kartar Singh Raemah Abdullah Hashim2021-06-19T05:50:15Z2021-06-19T05:50:15Zhttp://library.oum.edu.my/repository/id/eprint/1356This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/13562021-06-19T05:50:15ZEmployees’ Tenure and Length of Service and Performance: A Case Study on the
Moderating Role of Psychological Empowerment among Supervisors
Employee productivity is extremely crucial in today’s business environment. In order to achieve
high productivity, companies need to have a team of high performing employees. This empirical study
explores the influence of employees’ tenure in an organisation together with their academic background in
the relationship towards improving and enhancing their performance. The study also looks into whether
psychological empowerment has any influence on the relationship between their tenure and academic
background and performance. Respondents for this research were from the supervisory staff from
Malaysia’s glazed ceramic tile industry. The results of the study have shown that employees’ academic
background and their tenure at their organisations have an influence on their performance but in the presence of psychological empowerment, both demographic variables do not improve performance. (Abstract by authors) Sanjeev Janardhanan Santhi Raghavan2021-05-15T23:44:10Z2021-05-29T08:49:10Zhttp://library.oum.edu.my/repository/id/eprint/1338This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/13382021-05-15T23:44:10ZKnowledge Workers Job Performance: An Examination
of Career Values, Perceived Organizational Support and
Career SatisfactionKnowledge workers help organizations improve productivity and gain competitive advantage
in the market. Since organizations have realized the importance of knowledge workers in
organizational development, management has been focusing on the knowledge workers’ job
performance, which ultimately improves the organizational performance. The purpose of this
study is to investigate the mediating effects of the knowledge workers’ career satisfaction
Business and Management Horizons
ISSN 2326-0297
2017, Vol. 5, No. 2
14
among career values, perceived organizational support and job performance. In this regard,
data was collected from 284 knowledge workers working in Saudi Arabian organizations and
it was analyzed using regression and Sobel test. The result of the analysis explain that career
satisfaction play a key role in knowledge workers’ job performance, and work as mediator
between career values, perceived organizational support and the knowledge workers’ job
performance. The findings of this study will be helpful for top management and HR
professionals to manage the knowledge workers’ job performance. Furthermore, the
mediating role of career satisfaction contribute to the body of knowledge and offer future
researchers opportunities to investigate other factors, which influence career satisfaction of
knowledge workers. This study also discussed some limitations which could be an avenue for
future research. Research on Saudi Arabian knowledge workers has never been done before.
Therefore, this study explores the effects of career values, perceived organizational support
and career satisfaction on Saudi Arabian knowledge workers’ job performance. (Abstract by authors) Muhammad Awais Bhatti Ariff Syah Juhari Shishi Kumar Piaralal Niriender Kumar Piaralal 2021-04-25T10:54:45Z2021-05-28T00:01:14Zhttp://library.oum.edu.my/repository/id/eprint/1323This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/13232021-04-25T10:54:45ZHubungan antara Punca Stres Kerja dan Tahap Kemurungan dalam Kalangan Penjawat Awam Kumpulan Sokongan Hospital MiriKajian ini bertujuan untuk mengkaji hubungan antara punca stres kerja dan tahap kemurungan dalam kalangan penjawat awam kumpulan sokongan yang bertugas di Hospital Miri. Stres kerja sering terjadi apabila keperluan kerja tidak sepadan dengan kebolehan, sumber dan kehendak pekerja dalam organisasi. Ianya memberi kesan dan impak ke atas psikologi dan fisiologi manusia. Kajian berbentuk tinjauan survei kuantitatif ini merangkumi penyertaan 363 orang responden yang terdiri daripada kakitangan kumpulan perkhidmatan sokongan pelbagai penjawatan dari gred 1 hingga gred 40 antaranya Jururawat, Penolong Pegawai Perubatan, Penolong Pegawai Farmasi, Juru X-ray, Jururawat Masyarakat, Pembantu Perawatan Kesihatan, Pembantu Tadbir dan pelbagai lagi penjawatan perkhidmatan kumpulan sokongan. Alat kajian menggunakan borang soal selidik telah digunakan untuk mengukur tahap Stres dan Kemurungan yang merangkumi Penilaian Punca Stres Melalui Tanggapan Pekerja, Depression Anxiety and Stress Scales (DASS-21) dan Inventori Kemurungan Beck (BDI-II). Dapatan kajian ini telah dianalisis dengan menggunakan analisis statistik diskriptif Crosstabulation dan Kolerasi Pearson untuk menguji kesignifikan serta mengesahkan hubungan antara pemboleh ubah yang digunakan. Secara keseluruhannya faktor tidak cukup kakitangan untuk membuat tugasan merupakan tanggapan punca stres kerja yang paling tinggi iaitu 33.90% (n = 123) diikuti oleh suasana kerja yang tidak selesa 28.40% dan gaji yang tidak mencukupi 27%. Sejumlah 53.20% (n = 193) responden mengalami keterukan stres kerja yang sederhana manakala 8.50% (n = 31) pula berada pada tahap keterukan stres kerja yang tinggi dan selebihnya berada pada tahap rendah (n = 139). 5% daripada keseluruhan responden dalam kajian ini mengalami Tahap Kemurungan yang Teruk dan Sangat Teruk, 9.90% berada pada Tahap Anxieti yang Teruk dan Sangat Teruk manakala pekerja yang mengalami Tahap Stres Teruk dan Sangat Teruk pula ialah sebanyak 4.10%. Dapatan kajian ini telah mendapati terdapat hubungan korelasi positif yang kuat dan signifikan antara punca stres kerja dan tahap kemurungan penjawat awam kumpulan sokongan di Hospital Miri iaitu r = +0.413 (p = 0.000). Jika pekerja itu sendiri gagal untuk mengawal stres kerja mereka maka ini akan memberikan kesan psikologi yang tidak diingini sama ada kepada pekerja mahupun organisasi. Oleh itu punca stres kerja dan kesan psikologikal penjawat awam perlulah mendapat perhatian yang serius daripada majikan dan organisasi kerana ianya akan memberi impak dan kesan berpanjangan kepada perkhidmatan yang disediakan. Kerjasama dan sokongan semua pihak terutamanya antara rakan sekerja dan organisasi itu sendiri perlulah ditingkatkan untuk memastikan masalah ini dapat ditangani dengan lebih efisen. Diharap lebih banyak lagi kajian yang sedemikian akan dijalankan oleh pengkaji – pengkaji lain pada masa akan datang untuk mengenal pasti faktor punca stres kerja dan kesan psikologikal pekerja serta usaha meningkatkan lagi kepentingan kesihatan mental dalam sektor awam mahupun sektor swasta. (Abstract by author) Jonathan Bin Wilibrode2021-04-24T02:01:36Z2021-05-27T23:46:04Zhttp://library.oum.edu.my/repository/id/eprint/1318This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/13182021-04-24T02:01:36ZKomunikasi dalam Organisasi dan Keberkesanan Membuat Keputusan di Jabatan Penguatkuasaan Majlis Daerah Sabak BernamKajian ini adalah bertujuan untuk merungkai tentang kemahiran komunikasi dalam organisasi bagi menentukan keberkesanan membuat keputusan dalam kalangan kakitangan Jabatan Penguatkuasaan Majlis Daerah Sabak Bernam (MDSB). Kajian penyelidikan mengambil kira faktor demografi iaitu jantina, umur, etnik, dan tempoh berkhidmat. Terdapat beberapa faktor yang boleh dikaitkan dalam kajian ini iaitu, faktor keberkesanan komunikasi, faktor emosi dan faktor komunikasi lisan. Sampel kajian ini terdiri daripada 50 orang kakitangan Jabatan Penguatkuasaan Majlis Daerah Sabak Bernam (MDSB). Kajian ini adalah berbentuk kuantitatif yang menggunakan borang soal selidik untuk mengumpul data. Borang soal selidik yang digunakan dibahagikan kepada empat bahagian iaitu Bahagian A mengandungi latar belakang responden, Bahagian B faktor keberkesanan komunikasi, Bahagian C faktor emosi dan Bahagian D faktor komunikasi lisan. Kesemua faktor tersebut diukur berdasarkan kepada Skala Likert. Dapatan kajian menunjukkan bahawa majoriti kakitangan Jabatan Penguatkuasaan Majlis Daerah Sabak Bernam (MDSB) sangat bersetuju komunikasi secara lisan sebagai keutamaan dalam proses penyampaian dan penerimaan maklumat dengan mudah, jelas dan tepat. Penyelidik mencadangkan agar pihak pengurusan mengambil langkah lebih proaktif dengan memberikan pendedahan melalui pelbagai kursus dan latihan berkaitan kemahiran komunikasi dan pengurusan emosi bagi melahirkan kakitangan yang produktif dan inovatif. (Abstract by author) Mohd Saiful Syafiq Ahmad2021-04-23T22:43:34Z2021-05-27T23:21:49Zhttp://library.oum.edu.my/repository/id/eprint/1317This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/13172021-04-23T22:43:34ZThe Importance of Internal and External Communication in Increasing Knowledge and Loyalty of Employees in Qi MalaysiaMany organizations in Malaysia today face difficulties in retaining employees since they are unable to identify the factors that contribute to both the increase of employee knowledge on the company and loyalty towards the company. This study goes on to identify how with internal and external communications, and organisation can increase its employee’s knowledge on the company in a positive way and these better-informed employees are then more inclined to be loyal to the company. In QI Malaysia, there is at least one resignation a month and employees hardly know much about the organisation. The aim is to identify if the internal and external communications carried out did in fact help increase employee knowledge about the company and boost their loyalty in a quantitative method. The employees selected for this research received a survey form to fill independently. They were encouraged to complete the questionnaire during their break time or after work. From the response of the survey, we can understand and conclude that employees of QI Malaysia favour timely, frequent and more personal communication through internal communications and external communications methods. They are happy to know that through the internal communications that they are remembered by the company top level management and that their company is portrayed as an employer of choice, leading to individuals they know wanting to work in QI Malaysia. As recommendation, it is suggested that more content about the company is sent out through both internal and external communication of choice, in this case, mass mails being internal communication channel and Facebook as the external communication channel as most employees are engaged here. With more related contents through these two platforms, it will encourage engagement that will increase employee knowledge and loyalty towards the company. (Abstract by author) Elvina Stephanie Fernandez2021-04-23T22:39:31Z2021-05-28T00:31:48Zhttp://library.oum.edu.my/repository/id/eprint/1316This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/13162021-04-23T22:39:31ZStress at Workplace for Shift Staff (Petronas Sabah Auxiliary Police)In this project paper, the objective is to identify factor that influence stress at workplace for shift staff of PETRONAS Sabah Auxiliary Police and their stress level. There are 12 respondents participated in this project paper, where there are three parts of questions in the questionnaire. The first part of the questionnaire consists of variables such as gender, age, marital status and duration of service. Meanwhile for the second and third part of the questionnaire consist of five and ten questions with Likert scale of five and ten. For the identifying stress level questionnaire, it refers to the American Institute of Stress (AIS) survey question which stress at workplace. To analyse the data from the questionnaire, several test such as reliability test, descriptive analysis, bivariate correlation test, paired-sample t-test and one-way ANOVA test were used to for this project paper by using Statistic Package for Social Science (SPSS) software. From the analysed data, the highest score for factor that influence stress at workplace is lack of communication between colleague and superior. On the other hand, there are two highest score for stress level amongst the respondent are able to handle stress well and moderately well. Through bivariate correlation test, both question's analysed data shows a strong relationship between question 3 and 5 for the factor that influence stress and question 6 and 9 for identifying stress level. However, for determining any significant differences between variable, factor influence stress at workplace, paired-sample t-test and one-way ANOVA test were used. Through both test, there are significant difference between age, gender and marital status with the highest score factor that influence stress at work place. In conclusion, it is recommended to provide one-to-one discussion between company and workers regularly in order to understand and help their work. (Abstract by author) Suzalina Rusli2021-04-22T00:54:34Z2021-05-27T23:41:27Zhttp://library.oum.edu.my/repository/id/eprint/1315This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/13152021-04-22T00:54:34ZTahap Kecerdasan Emosi dan Kepuasan Kerja dalam Kalangan Penjawat Awam di Kota Kinabalu : Satu Tinjauan AwalKajian ini bertujuan untuk mengenal pasti tahap psikologi dan prestasi kerja penjawat awam. Selain itu, kajian ini juga bertujuan mengenal pasti tahap kecerdasan emosi dan kepuasan kerja dalam kalangan penjawat awam di Malaysia. Pemboleh ubah kajian ini adalah kecerdasan emosi, kepuasan kerja serta jantina. Seramai 200 orang responden pelbagai gred jawatan dalam perkhidmatan awam terlibat dalam kajian ini. Pemerolehan data menggunakan teknik persampelan rawak mudah. Manakala reka bentuk kajian ini adalah bentuk deskriptif jenis tinjauan. Data-data mentah diproses menggunakan statistik deskriptif dan inferensi dengan berbantukan perisian SPSS versi 23. Statistik yang digunakan adalah min, peratus, sisihan piawaian dan Ujian t. Dapatan kajian akan dibincangkan secara empirikal berdasarkan hasil ujian statistik dan setiap satunya akan dipaparkan dalam bentuk jadual dan graf. Di akhir kajian ini nanti akan dikemukakan cadangan –cadangan kajian masa depan. Cadangan adalah berdasarkan dapatan hasil kajian yang dilaksanakan yang akan memberi gambaran yang lebih jelas kepada pengkaji-pengkaji akan datang untuk menjalankan kajian dalam bidang yang sama. (Abstract by author) Mohd Azizul Rosun Khan2020-10-19T14:06:52Z2020-10-19T14:06:52Zhttp://library.oum.edu.my/repository/id/eprint/1253This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/12532020-10-19T14:06:52ZEmployee Turnover of Quantity Surveying Firms in MalaysiaEmployees are important stakeholders in any firm. There is a trend of a high employee turnover rate in many firms in the construction industry. However, there is lack of emphasis on the reasons of employee turnover especially in the quantity surveying (QS) firms in Malaysia. The purpose of this paper is to examine the factors that contribute to turnover and its impact to the quantity surveying consultant firms. The data was collected by distributing survey questionnaires to employees of QS firms to obtain their views on the subject matter. From the analysis, the factors that caused employee turnover were established. Three quarters of respondents replied that their firms are experiencing staff turnover and the most significant impact to the firms is that they are losing their experienced quantity surveyors. In addition, QS staffs are dissatisfied to their current salary and this factor causes them to seek for a higher pay in other firms or places.(Abstract by authors) Habizah Sheikh Ilmi He Xue Qi Mariatul Liza Meor Gheda 2020-10-12T03:43:26Z2020-10-12T03:43:26Zhttp://library.oum.edu.my/repository/id/eprint/1249This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/12492020-10-12T03:43:26ZEmployer branding and employee engagement of furniture retailer in Klang ValleyThe paper discussed on the relationship between employer branding and employee engagement among employees in selected furniture retailers in Malaysia. This study also looks into the state of employees’ engagement and gender differences in their engagement towards their organization. Furniture retailing falls under the retail trade industry that contributed about RM35.7 billion to Malaysia GDP in 2017 with expected growth of 8.7 percent. However, the industry suffers an average yearly employee turnover rate of 13 percent. Amid this high turnover, the raising question is can popularity of employers’ branding can result in employee engagement leading to their retention in the organisation. 350 respondents were chosen randomly and 120 (30%) respondents had given feedback on the personally administered questionnaires. The result revealed that there is significant relationship between employer branding and employee engagement. The study also indicated that work challenging is the most important variable which led to drive the employee engagement. Consequently, there is significant difference between male and female in terms of engagement. Organisation, hence may consider leveraging employee engagement which may lead to retaining their employees. Future research may consider researchers to pursue a longitudinal method of research design across a variety of firm-sizes and industries that would be more significant in making generalizations. (Abstract by authors) Raemah Abdullah Hashim Mohamad Azlan Mohamad Nor 2020-09-01T06:40:03Z2021-11-11T06:28:59Zhttp://library.oum.edu.my/repository/id/eprint/1232This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/12322020-09-01T06:40:03ZIndirect Relationship between Leadership Style, Organisational Commitment and Academic Employee Performance in Malaysian Online Distance Learning InstitutionsThe purpose of this study is to investigate the mediating effect of
organizational commitment on leadership style and employee performance
relationships in Malaysian online distance learning higher institutions. To
analyse the causal relationships among organisational commitment,
leadership style and employee performance, the Structural Equation Model
was adopted. The model utilises the Partial Least Square procedure on data
collected from a survey that yielded 206 usable questionnaires. The results
showed that leadership style enhances organisational commitment in
Malaysian online distance learning higher institutions. It also revealed that
organisational commitment mediates the relationship between leadership style
and employee performance. It is vital to do the research utilising experimental
design by using longitudinal data in Malaysian online distance learning higher
institutions via vigorous measures. The findings suggest that the relationship
between leadership style and employee performance may reside in the
influence of organisational commitment on employee performance, and that
organisational commitment plays a crucial role in the Malaysian online
distance learning higher institutions. This research is one of the first known
efforts to use the bootstrapping technique to test the significance of the
mediation effect in Malaysian online distance learning higher institutions. (Abstract by authors) Zahir OsmanSin Chun Loo Raemah Abdullah Hashim Norsiah Aminudin2020-07-19T07:51:17Z2021-09-04T10:43:32Zhttp://library.oum.edu.my/repository/id/eprint/1223This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/12232020-07-19T07:51:17ZRelationships Between Job Related Competency, Communication Competency, Agreeableness, Job Satisfaction and Intention to Stay in Spa Industry Among Spa Therapists in MalaysiaThe emergence of the spa industry had created job and economic opportunities formation,
specifically for the tourism industry to lead as discussed in the 2012 Global Spa and
Wellness Summit in Bali. The spa industry has contributed more than $106 billion in the
wellness tourism globally, and had generated more revenue than any other sector in the
tourism industry. In Malaysia, the spa industry has increased to over 200% since 2002
and has the potential to continously grow. Under the Malaysian Economic
Transformation Program (ETP), the spa industry is earmarked as one of the twelve
initiatives budgeted for tourism development. However, the industry is not without its
problems. Besides competition from other tourism sectors and also from neighbouring
countries, the spa industry in Malaysia needs to address issues which include the shortage
of therapist expertise and providing excellent service. It was reported that the “lack of
talent” in the spa industry is caused by high staff turnover when compared with the other
services in the tourism industry. Only a few studies were conducted on the matter through
its contribution to the industry, while holistically, the human capital development is
equally important in supporting the tourism industry in Malaysia. This study explores
factors that consists of job satisfaction, job related and communication competencies and
agreeableness among spa therapists which may influence their intention to stay. The
research methodology for this study explained the research design that includes sampling,
questionnaire design, data collection procedures, proposed research framework, and
techniques of data analysis. The sample technique chosen for this study is
disproportionate stratified random sampling method. A self-administered methodology
approach were deployed to collect data of the respondents comprised of spa therapists
who work with registered hotels and resort spas in Malaysia. A small scale data collected
during the pilot test of this study has been analysed for the validity and reliability test.
The results of the study revealed that only communication competency has a significant
positive direct relationship with intention to stay. In contrast, job related competency and
agreeableness have insignificant direct relationship. However, job satisfaction mediated
the relationship between job related competency, communication competency and
agreeableness and intention to stay among spa therapists in Malaysia. In future, this study
can be carry out by considering other type of position in spa industry, to strike a balance.
Longitudinal studies also been proposed in order to have a better understanding of
behaviour of spa therapist over a long period of time. Other suggestion, future study can
investigate the possible use of other motivational factors as a moderating variable.
Similarly, this study suggests future study to investigate the possible use of other
personality factors such as conscientiousness, neuroticism, openness to experience, and
extraversion as well with other competencies variables as the independent variables. (Abstract by Author) Nor Fairuz Syazana Nor Fauzi2020-07-14T02:35:01Z2021-09-04T10:50:34Zhttp://library.oum.edu.my/repository/id/eprint/1216This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/12162020-07-14T02:35:01ZThe Mediating Effects of Motivation and Job Satisfaction Between Organisational Citizenship Behaviour and Organisational Climate of Primary School Teachers in Kuala TerengganuIn view of the deteriorating performance demonstrated by 80% of Malaysian schools, quality
issues in school systems has taken the centre stage of discussion by policy-makers and
administrators on how best to uplift Malaysia’s performance in TIMSS and PISA from the
bottom three to the top three of participating countries by the year 2025 (Malaysian Educational
Blueprint, 2013-2025). Despite Malaysia is having many excellent teachers, a 2011 research
discovered that only 50% of lessons were conducted in an effective manner (AKEPT, 2011).
This may be attributed to not only pedagogical factors but also psychological factors (such as
motivation, satisfaction, and organisational citizenship behaviour) are having influence on the
attitudes and behaviours of teachers. Thus, it is imperative to investigate teachers’ organisational
citizenship behaviours, job satisfaction and motivation as these factors have strong implications
on their teaching performance as it will consequently affect the students’ academic achievements
and in the long run affect the school organisational climate. Hence, this study examined the
mediating effects of motivation and job satisfaction between teacher organisational citizenship
behaviour and organisational climate as well as the determinants of effective organisational
climate using Structural Equation Modeling (SEM) analysis via AMOS and SPSS. The
computations yielded multiple variable relationships which depict the role of mediating variables
within a logical path analysis framework. A survey research design was used to conduct a study
on a sample of 500 teachers selected from public primary schools in Kuala Terengganu.
Quantitative data were collected by using survey questionnaire. The results of the study indicated
that teacher job satisfaction was the main predictor of their school organisational climate with
substantial contributions from teacher perceived organisational citizenship behaviour, age and
tenure. It was also found that teacher job satisfaction and motivation mediated the relationship
between teacher organisational citizenship behaviour and school organisational climate. Thus, it
is hoped that the findings of this study will add to the field of knowledge on the determinants of
organisational climate. (Abstract by Author) Goh, Chew Ee2020-07-13T03:38:57Z2020-07-13T03:38:57Zhttp://library.oum.edu.my/repository/id/eprint/1210This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/12102020-07-13T03:38:57ZFactors Influencing Employee Work Performance in the Water Utility Industry in the State of SelangorClean water is essential for health and well-being. Everyone has the right to access clean drinking water for their basic needs. However, in 2013, WHO and UNICEF reported that a total of 1.3 billion people did not have access to safe water. Malaysian government has embarked on water sector reformation effort and constitutional amendment to make the water utility industry sector more efficient as well as to improve the customer orientation of service provision. Although the supply of treated water has achieved a relatively high standard, unfortunately, the Non-Revenue Water (NRW) rate is currently at 35 percent which is considered as a major inefficiency in water industry that must be addressed. Therefore, the aim of this study is to examine the factors influencing the employee work performance in water utility industry. This study will explore the factor of organisational commitment, transformational leadership, job characteristics among employees of water utility industry which may influence the employee work performance with the mediating effect of employee engagement. Studies have examined the relationship between these factors but there is no clear and comprehensive answer especially in relation to work performance in the water utility industry. A self-administered approach is deployed to collect data from 455 respondents comprising of the executive and non-executive employees of Pengurusan Air Selangor Berhad. The findings revealed that factors of organisation commitment and transformational leadership had no significant relationship, while job characteristics was confirmed to have a significant relationship with employee work performance in water utility industry in the state of Selangor. The findings also revealed that all other three indirect hypotheses used in this study were supported. These provide evidences on the role played by employee engagement as a mediator variable between organisation commitment, transformational leadership and job characteristics with work performance among the employees of water utility industry. Future study should consider conducting longitudinal and qualitative studies to re-examine the dynamic nature of the effects of organisational commitment, transformational leadership, job characteristics and employee engagement on employee work performance to provide further insights regarding the probable outcome. This approach will also enable future researchers to get deeper insights and understanding of the problem setting. (Abstract by Author) Zainuddin bin Othman2020-06-21T07:49:22Z2020-06-21T07:50:16Zhttp://library.oum.edu.my/repository/id/eprint/1204This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/12042020-06-21T07:49:22ZPengaruh Organisasi Kesatuan dan Sikap Majikan Terhadap Keberkesanan
Kesatuan dalam kalangan Pegawai-Pegawai Kesatuan Sekerja
(The Influence of Union Organisation and Employer Attitude towards Union Effectiveness
among Union Officials)ABSTRAK
Kajian lepas yang dilakukan mendapati organisasi kesatuan mempunyai hubungan yang signifikan dengan keberkesanan kesatuan. Walau bagaimanapun, masih kurang kajian yang dilakukan untuk melihat pengaruh pengantara dan penyederhana hubungan di antara kedua-dua konstruk tersebut. Sehubungan itu, kajian ini bertujuan untuk menguji peranan sikap majikan sebagai pengantara dan jenis kesatuan sebagai penyederhana. Seramai 676 responden iaitu pegawai-pegawai kesatuan sekerja di negeri Selangor dan Wilayah Persekutuan (Putrajaya dan Kuala Lumpur) terlibat sebagai subjek dalam kajian yang dipilih menggunakan teknik pensampelan rawak berstrata. Data dianalisis dengan menggunakan analisis pengesahan faktor (CFA) dan model persamaan struktur (SEM) dengan menggunakan program AMOS 21. Analisis laluan yang dilakukan mendapati organisasi kesatuan dan sikap majikan mempengaruhi keberkesanan kesatuan secara signifikan. Organisasi kesatuan mempengaruhi sikap majikan secara signifikan. Walau bagaimanapun, sikap majikan dan jenis kesatuan bukan pengantara dan penyederhana masing-masing. Kajian ini juga membincangkan limitasi serta cadangan untuk kajian pada masa hadapan.
Kata kunci: Keberkesanan kesatuan; organisasi kesatuan; sikap majikan; jenis kesatuan
ABSTRACT
Past studies have pointed to the fact that union organisation form a significant relationship with the union effectiveness. However, there has been a paucity of studies on the role of the mediator and moderator among the constructs. In relation to this, this study aims to test the employer attitude as the mediator and the role of the type of union as the moderator among the constructs. A total of 676 respondents who are trade union officials in Selangor and the Federal Territory (Putrajaya and Kuala Lumpur) were selected as the subjects in the study, where the selection was made via the stratified random sampling technique. Data were analysed using the confirmatory factor analysis (CFA) and the structural equation model (SEM) using AMOS 21 program. The path analysis conducted showed that the union effectiveness was significantly influenced by union organisation and employer attitude; employer attitude was significantly influenced by union organisation. However, the results also found that employer attitude and type of union were not the mediator and moderator respectively. This study also discussed the limitations and suggestions for future research.
Keywords: Union effectiveness; union organisation; employer attitude; type of union
Balasubramaniam A. Tarumaraja Fatimah Wati Halim Fatimah Omar Sarah Waheeda Muhammad Hafidz2020-04-11T09:21:38Z2020-04-11T09:21:46Zhttp://library.oum.edu.my/repository/id/eprint/1194This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/11942020-04-11T09:21:38ZRelationship between Leadership Styles and Affective Commitment among Employees in National Anti-Drugs Agency (NADA)Purpose: The objective of this study is to investigate the relationship between different leadership styles, specifically Islamic, authentic and transformational leadership with affective commitment in National Anti-Drugs Agency (NADA). Design/Methodology/approach: This study used quantitative research approach and a total of 373 completed samples were collected. The respondents were asked to evaluate their supervisors' leadership styles and their affective commitment towards the agency. Descriptive and regression analysis were conducted and the questionnaire was adapted from past studies. Findings: The results revealed that all the leadership styles if analyzed individually have significant relationships with affective commitment. On the other hand, when multiple regression analyses were conducted to investigate the relationship of the overall three different leadership styles on commitment, the results indicated that the R2 and Beta values denoted a stronger relationship with affective commitment. Practical Implication: This study suggests that if all the leadership styles of transformational, Islamic and authentic leadership were amalgamated the revelation of achieving higher employees' affective commitment will be realized. Thus, managers or leaders who are required to develop effective strategies and competencies should possess all the qualities of the transformational, Islamic and authentic that would benefit the organization in reducing employee turnover and improving customer satisfaction. Originality/value: There is a growing aspiration among researchers to study on what types of leadership style that is most suited to public organization. This research thus, examines the leadership style that would help increase the affective commitment of its employee in order to accomplish the agency vision. There is limited empirical study in this domain. [ABSTRACT FROM AUTHOR] Raemah Abdullah Hashim Bushro Ahmad Azahari Jamaludin2017-05-21T23:46:35Z2017-05-21T23:46:35Zhttp://library.oum.edu.my/repository/id/eprint/1094This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/10942017-05-21T23:46:35ZGen Y’s Needs and Intention to Stay in the Banking Sector, Mediated by Perceived Organizational SupportPrevious studies have shown that banks in Malaysia play a critical role in generating spillover effects to
other sectors and creating new industries for the economy. However, in today’s competitive corporate
environment, especially in the banking sector, retaining their highly skilled and knowledgeable employees
is still one of their biggest challenges. Despite numerous perks, rewards and benefits given to the Gen Y
employees, pastscholars have found that the employers were still not able to retain them. Gen Y are known
for their technological and internet expertise, however, they are seemed to be outspoken, not loyal, and
unable to stay long in an organization. Therefore, the aim of this concept paper is to determine the impact
of social, emotional and learning needs towards the intention to make Gen Y employees stay in the banking
sector in Malaysia. Incapable of retaining the Gen Y employees will make employers incur severe losses in
terms of money, rapid recruitment, training and career succession planning. Therefore, to maintain high
quality, competent and knowledgeable employees, we must understand the Gen Y’s intention to stay with
regard to their social, emotional and learning needs. Consequently, we can plan and implement
contemporary human resource functions related to this young generation effectively, in order for them to
perform their duties diligently and how they could be retained in the banking industry. (Abstract by authors) Zabedah Othman Raemah Abdullah Hashim Zulaika Zakariah2017-05-21T23:42:10Z2017-05-21T23:42:10Zhttp://library.oum.edu.my/repository/id/eprint/1093This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/10932017-05-21T23:42:10ZA Qualitative Study on Job Satisfaction among Blind and Visually Impaired EmployeesStudies related to job satisfaction among employees with Blind and Visual Impairments (BVI) had been
given less attention by researchers either locally or internationally. The objectives of this study were to
investigate how employees with BVI perceived their job satisfaction, examine factors that lead to job
satisfaction and causes of job dissatisfaction. A total of 12 respondents working in public sector, semigovernment,
private and NGO in the Klang Valley took part in this qualitative study. The data
collected were through semi-structure and phone interview. Overall, the results demonstrated that BVI
employees generally satisfied with their work. The research finding also indicated that factors which
could lead to job satisfaction were relationships with colleagues, salary, benefits, recognition, physical
conditions at work place, and working conditions within the company., Finally, the study found that
causes of job dissatisfaction include feeling lonely and isolated; the management likes to see their
disability rather than their abilities, no promotion opportunities, co-workers felt that they just need a job
and salary, and no training is given. (Abstract by author)Huey Siew Wong2016-01-26T03:12:16Z2016-01-26T03:12:16Zhttp://library.oum.edu.my/repository/id/eprint/1042This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/10422016-01-26T03:12:16ZEmployer Satisfaction Survey on OUM Graduates; July 2014Employer Satisfaction Survey on OUM Graduates; July 2014
Presented during MJPAU 1/2015, 13 Jan 2015
Latifah Abdol Latif2015-09-04T07:14:21Z2023-01-16T07:25:51Zhttp://library.oum.edu.my/repository/id/eprint/1037This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/10372015-09-04T07:14:21ZThe Role Of Lifelong Learning In Human Capital Development:
The Malaysian BlueprintThe introductory line “lifelong learning is the third pillar in human capital development” is the resounding and definitive statement from the Blueprint on Enculturation of Lifelong Learning for Malaysia (2011-2020). Unveiled in November 2011, the Blueprint represents the country’s first manifest address of this increasingly important component in the nation’s educational agenda. As the country braces herself for 2020 – a landmark year when we hope to achieve developed nation status, lifelong learning and the education of working adults and the labour force play a crucial role in any initiative leading to national development and economic progress. This is the fundamental reason behind the enhancement of human capital development – ensuring a knowledgeable and skilful workforce is a crucial factor for a robust and competitive economy. Now more than three years since the unveiling of the Blueprint, acculturating lifelong learning in Malaysia is still an ongoing process and there is much for all education stakeholders and other relevant agencies must accomplish in order to help Malaysia achieve her national aspirations. Such strategies to further the cause of lifelong learning include reviewing our current nationwide status; learning from global examples; and leveraging on various approaches to learning, including open and distance learning (ODL) and work-based professional development. This keynote address will describe lifelong learning and human capital development in the Malaysian context as well as introduce the Blueprint as an important document in this agenda. This paper will also introduce several global examples in lifelong learning that can help guide Malaysia to greater success in acculturating lifelong learning and ensure that this educational agenda can be translated into tangible outcomes. Finally, this paper will also briefly share some of the lifelong learning initiatives put forth by Open University Malaysia (OUM) with the hope of contributing to the overall development of the nation’s human capital. Anuwar Ali2015-04-15T03:57:45Z2015-04-24T00:16:21Zhttp://library.oum.edu.my/repository/id/eprint/1025This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/10252015-04-15T03:57:45ZRelationship of individual and organizational factors and employee performance : moderating effects of psychological empowerment in the ceramic tile industry (Abstract and Table of content only)
The Malaysia ceramic tile industry is facing many challenges which include competition from cheap imported tiles from China, increasing costs to procure raw materials as well as the continual increases in natural gas prices, hence causing the production costs to be very high which will have an impact on the industry’s survival. Therefore, one way to boost productivity in order to reduce the labour costs is to have a team of high performing employees. For this reason, this research was initiated to study the factors that could optimize individual employee performance in this industry. Factors that had an influence on employees’ performance in this research were divided into two categories, the first being the independent variables or organisational factors consisting of rewards, procedural justice, organizational culture and psychological empowerment and the second category were the individual factors or demographic factors consisting of employees’ academic background and their tenure at their organizations. Psychological empowerment was also studied to see if it could moderate the relationship between rewards, employees’ academic background and their tenure at their organizations, and employee performance. Based on the factors above, 10 research hypotheses were developed to study their relationships with employee performance. The respondents, totalling 600 employees, were from the supervisory level as they play a significant role in the success or failure of any organization. Questionnaires were given to all respondents and the response rate was 39 %. The completed questionnaires were analysed using SPSS version 20. The results obtained showed that all the independent variables and demographic factors influenced individual employee performance. However, when all the variables were combined together, rewards and employees’ academic background were unable to influence employee performance. The study also found that psychological empowerment did not moderate the relationship between employees’ tenure and their performance. The theoretical implication of this study was that expectancy and goal setting theories were observed by the respondents. The practical implication to employers is that the respondents highlighted the importance of feeling psychologically empowered in order to perform well on their job. The limitation of this study was that it only looked at the supervisory level in the ceramic tile manufacturing sector. Therefore, future research could consider different levels of management and different industries to determine whether if there is any similarity with the results from this study. Besides, this research considered psychological empowerment as a variable and did not study the impact of the four cognitions separately. [ABSTRACT BY AUTHOR]
Sanjeev V. Janardhanan2015-04-15T03:10:01Z2021-09-05T05:20:50Zhttp://library.oum.edu.my/repository/id/eprint/1024This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/10242015-04-15T03:10:01ZInfluence of growth need strength on the relationship between predictors and job satisfaction among state registered nurses at selected General Hospitals (Abstract and Table of Content)The psychological well-being for State Registered Nurses [SRN] is determined to a large extent by that person’s satisfaction with the individual experience of job satisfaction. Therefore, the purpose of this study is to determine the influence of Growth Need Strength [GNS] between predictor variables consists of individual attribute (self-esteem), job-related variables (job characteristics and career salience), non job-related variables (overall life satisfaction, family satisfaction and work-family conflict) and job satisfaction among 390 of SRN’s at selected General Hospitals. After stratified random sampling, descriptive statistical was used to describe the population in this study and analyses the respondent’s level of job satisfaction. Pearson correlation indicates there is significant relation between study variables except the components of self-esteem and work-family conflict with GNS. Based on six hypotheses, the major findings in this study indicate that for the result of linear regression showed that all predictor variables significantly influence job satisfaction. On hierarchy regression result, GNS does not play moderating roles between individual attribute variable and job satisfaction also job related-variables and job satisfaction. However, GNS moderates the relationship between non job-related variables and job satisfaction. The finding of the study contributes in the specific area of literature, theory and also in research design. The results of this study suggest that the GNS as moderator have played significant important role between predictor variables and job satisfaction. The implication of this study that the policy maker should not instead of merely focusing on individual attribute and job-related variables as the only factors for SRN’s to be concerned about, indeed they also must pay attention to other factors, such as the selected non – job related variables as potential sources of providing a much better conducive working environment and by incorporating policies that can improve job satisfaction. [ABSTRACT BY AUTHORS] Mohammad Nizam Sarkawi2012-11-01T03:10:58Z2012-11-01T03:10:58Zhttp://library.oum.edu.my/repository/id/eprint/841This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/8412012-11-01T03:10:58ZEmpowerment, job satisfaction and organizational commitment: a
comparative analysis of nurses working in Malaysia and EnglandAims To examine the relationships between nurses empowerment, job satisfaction
and organizational commitment in culturally and developmentally different societies.
Background Employment and retention of sufficient and well-committed nursing
staff are essential for providing safe and effective health care. In light of this, nursing
leaders have been searching for ways to re-engineer the healthcare system particularly
by providing an environment that is conducive to staff empowerment, job
satisfaction and commitment.
Methods This is a descriptive correlational survey of 556 registered nurses (RNs) in
two teaching hospitals in England and Malaysia.
Results Although the Malaysian nurses felt more empowered and committed to
their organization, the English nurses were more satisfied with their job.
Conclusion The differences between these two groups of nurses show that
empowerment does not generate the same results in all countries, and reflects
empirical evidence from most cross cultural studies on empowerment.
Implications for nursing management Nursing management should always take into
consideration cultural differences in empowerment, job satisfaction and commitment
of nursing staff while formulating staff policies. Nora AhmadNelson Ositadimma Oranye2012-08-01T06:30:52Z2013-07-18T07:58:26Zhttp://library.oum.edu.my/repository/id/eprint/729This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/7292012-08-01T06:30:52ZEmployee involvement in decision makingSau Chun Suen 2012-07-31T04:04:27Z2015-09-10T02:27:49Zhttp://library.oum.edu.my/repository/id/eprint/730This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/7302012-07-31T04:04:27ZSupervisory communication, job satisfaction and its relationship among employees in the automotive industry Rashida Mat Rani2012-07-31T03:49:18Z2013-06-12T08:38:52Zhttp://library.oum.edu.my/repository/id/eprint/731This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/7312012-07-31T03:49:18Z Relationship of organization's benefit and compensation scheme with employee productivity and loyalty Shazreel Anuar Sharifudin2012-07-19T07:25:59Z2013-05-15T02:11:52Zhttp://library.oum.edu.my/repository/id/eprint/717This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/7172012-07-19T07:25:59ZEvaluating the Effectiveness of a Training Program Using the Four Level Kirkpatrick Model in the
Banking Sector in MalaysiaEmployee training and development are becoming an increasingly important function of HRM as they
help organizations to enhance human capital and compete in a rapidly changing business world. Millions
of USDs have been spent on employee training programs and it is a challenge for the HR department to
justify each USD invested. This paper aims to evaluate the effectiveness of employee training programs
in the banking sector in Malaysia. Using the Kirkpatrick’s four levels of evaluation model, this paper
specifically examines: (i) the reactions of the employees to the training programs; (ii) the level of
employee’s learning; and (iii) the employee’s transfer of training. A sample of 36 employees who attended
the Intermediate Central Banking Course was selected through the stratified sampling method. Training
feedback questionnaires, pre and post tests, face-to-face interviews, learner development plan reports
and behavioral surveys were used to evaluate the effectiveness of the training. The study revealed that
the training conducted had resulted in evidence to three of the four levels of Kirkpatrick’s model. The
reactions to the training received on average 4 of the 5-point Likert scale. Pre and post test to determine
learning resulted in an average increase in knowledge of 11.4 percent. The results for employee
performance revealed overall positive feedback on the face-to-face interviews and behavioral surveys
conducted as well as about 68 percent indication of transfer of training to the workplace. The findings
therefore, help the HR department to furnish evidence to the organization, as well as stakeholders and
continue to make employee training and development a strategic management agenda. (Abstract by authors) Rosmah Mohamed Arni Ariyani Sarlis Alias2012-02-09T05:56:52Z2013-05-20T04:19:43Zhttp://library.oum.edu.my/repository/id/eprint/685This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/6852012-02-09T05:56:52ZHow to access and administer the selection interview?It is common that many employers have no idea as to what to do when Orang Kurang Upaya (OKU) candidates come for job interviews. As a result, they just simply entertained them and always end up with unfavorable outcome. Perhaps, some employers are really interested to hire OKU staff but they are not able to materialize this due to the psychological barriers as well as lacking experience in handling OKU applicants. On the other hand, OKU candidates also wish to secure jobs but are always unsuccessful because they are not performing during the interview. Therefore, both parties, employers and OKU alike, need proper guidance. They need more information on how to make use of available tools to assess the capabilities and the abilities of OKU candidates. The problem is that there are so many tools such as application forms, CV, psychological tests, interviews, reference letters etc. what and which tools are more practical and reliable as well as valid? Therefore, this paper will discuss with you concerning how employers can use the interview as an effective predictor of OKU candidates’ performance. This paper will also discuss how employers can conduct interview sessions effectively and what are needed in order to be prepared for interviewing OKU candidates. Then, it will also provide some useful guidelines to OKU candidates on interview matters. (Introduction by author)Huey Siew Wong2011-12-23T07:35:54Z2013-05-16T02:27:54Zhttp://library.oum.edu.my/repository/id/eprint/677This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/6772011-12-23T07:35:54ZFaktor-faktor penentu stres dalam kalangan guru-guru : kajian di sekolah rendah mubaligh di Kuala LumpurKajian ini adalah bertujuan untuk mengenal pasti tahap stres berdasarkan faktor
demografi (jantina, umur, bangsa, kelulusan akademik, status perkahwinan dan
pengalaman mengajar) serta menentukan faktor-faktor yang menyebabkan stres dalam
kalangan guru-guru di sekolah sekolah mubaligh di Kuala Lumpur. Terdapat tujuh faktorfaktor
penentu stres yang dikaji termasuklah bebanan tugas, karenah pelajar, kekangan
masa, hubungan dengan ibu bapa pelajar, hubungan sesama rakan sekerja, penghargaan
dan sokongan, dan kekurangan sumber. Seramai 186 orang guru dari 14 buah sekolah
telah dipilih secara rawak (multistage cluster) bagi mewakili populasi. Data yang
diperolehi dianalisis menggunakan statistik deskriptif (min, kekerapan dan peratus) dan
statistik inferensi (Ujian-t, Ujian ANOVA dan Regresi Berganda). Dapatan kajian
menunjukkan bahawa tahap stres dalam kalangan responden berada pada tahap yang
sederhana. Hasil kajian juga menunjukkan bahawa terdapat perbezaan yang signifikan
terhadap tahap stres dalam kalangan responden dari aspek bangsa. Faktor hubungan
dengan ibu bapa pelajar, dan penghargaan dan sokongan didapati mempunyai perbezaan
yang signifikan terhadap stres guru-guru. (Abstract by author) Fazura Mohd Noor2011-12-23T01:12:12Z2013-05-17T03:03:50Zhttp://library.oum.edu.my/repository/id/eprint/676This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/6762011-12-23T01:12:12ZThe impact of motivational factors on employee commitment in the oil and gas industry in MalaysiaThis quantitative research aims to examine the impact of recognition, career development,
work-life balance and benefits on employee commitment. This includes the objectives as
follows: (1) To identify the employee perception with regards to recognition, career
development, work-life balance, benefits and employee commitment (2) To examine the
relationship between recognition and employee commitment (3) To examine the
relationship between career development and employee commitment (4) To examine the
relationship between work-life balance and employee commitment and (5) To examine
the relationship between benefits and employee commitment. Maslow Theory, Aon
nd Expectancy Theory as well as past
literatures were used to support the research hypotheses. Survey data was collected from
108 employees through convenience sampling of a multi-national oil and gas company.
SPSS Version 17 was used to analyze the data. The reliability test was conducted using
Cronbach Alpha and data was analyzed using descriptive statistics such as frequency
distribution and inferential statistics, namely Pearson Correlation, Multiple Regression,
ANOVA and Co-efficient. The Pearson Correlation Analysis revealed that: (1) There is a
low and significant relationship between recognition and employee commitment (r=0.259)
(2) There is a low and significant relationship between career development and employee
commitment (r=0.258) (3) There is a moderate and significant relationship between
work-life balance and employee commitment (r=0.403) and (4) There is a moderate and
significant relationship between benefits and employee commitment (0.571). The
Adjusted R Square of 0.430 from Multiple Regression Analysis shows that 43.0% of
employee commitment can be explained by recognition, career development, work-life
balance and benefits. The Multiple Regression Analysis also shows that work-life balance
and benefits are the strongest predictors of employee commitment with Beta Co-efficient
of 0.338 and 0.410 respectively. Limitations, implications and suggestions are also
discussed. (Abstract by author) Yasmin Mohamad Nor2011-12-22T07:27:30Z2021-06-01T06:33:12Zhttp://library.oum.edu.my/repository/id/eprint/671This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/6712011-12-22T07:27:30ZA study of the impact of the empowerment on employee performance in the automative industry in MalaysiaThis research aims to investigate the relationship between empowerment and
employee performance in the Malaysian automotive industry. It also aims to examine
the influence of empowerment on employee performance and to identify which of the
four (4) dimensions of empowerment has the greatest influence on employee
performance. The four dimensions of empowerment, namely meaning, competence,
self determination and impact, are the identified independent variables, with employee
performance as the dependent variable. Each of the dimensions of empowerment was
tested to determine its relationship with employee performance. Questions on
empowerment were adopted from Spreitzer (1995) 12-item questions on meaning,
competence, self determination and impact. The questions on performance were
adapted from Carly Webster’s (2006) empirical study on “An empirical analysis of
the relationships between the interactive use of performance measurement systems,
creativity and performance: the intervening role of psychological empowerment”.
The questionnaires were sent to 107 companies. A total of 89 respondents from 21
companies participated in the survey. The participating companies represented a
return rate of 19.6% of the invitations sent to 107 companies. Six (6) hypotheses
were developed and tested using Pearson Correlation and Regression Analysis. The
findings indicate that employees in the automotive industry find that empowerment
strongly influences employee performance. There is significant correlation between
the dimensions of empowerment and employee performance. They feel that when
they are empowered with autonomy, freedom and opportunities to influence decision
making in their jobs or organisation, their performance will improve significantly.
The implications of these findings are discussed and suggestions for future research
are also identified and proposed. (Abstract by author)Pooi Chin Kok2011-12-22T06:10:41Z2013-05-16T00:52:24Zhttp://library.oum.edu.my/repository/id/eprint/668This item is in the repository with the URL: http://library.oum.edu.my/repository/id/eprint/6682011-12-22T06:10:41ZThe relationship between job satisfaction and job performance among employees in Tradewinds Group of CompaniesThis study tries to determine the level of job satisfaction & job performance and to
identify the relationship between job satisfaction components (which are pay, promotion,
the work itself, supervision, & co-workers) and job performance among employees of
Tradewinds Group of Companies. The study was conducted among 115 respondents in
Tradewinds Group of Companies in Klang Valley. In this study, the whole population
method was used. The study revealed that there was a positive relationship between job
satisfaction components which were promotion, work itself, supervision and co-workers
except for pay towards employee job performance. There was a significant difference
between position and job performance. It proved that job satisfaction dimensions (pay,
promotion, work itself, supervision and co-workers) can contribute to 17.8 percent (%) to
increase the job performance in the organization. (Abstract by author) Anuar Hussin