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Pengaruh faktor psikososial terhadap burnout dalam kalangan paramedik di hospital negeri Kelantan
No full textBurnout among paramedics in Malaysia is an issue that is getting more and more attention, especially with the high work pressure in the health sector. Burnout among workers, including the health sector, has become a research topic that is gaining more and more attention in Malaysia, especially among paramedics. Those working in emergency services are reported to face high levels of burnout, with symptoms of emotional exhaustion, depersonalization (feeling alienated from work), and reduced personal achievement. The stress of emergency situations and excessive workload are the main causes. Therefore, a cross-sectional study was conducted to investigate the level of burnout and the relationship between job demands, work pressure and social support with burnout among paramedics in the state of Kelantan. This study uses a quantitative method by distributing a questionnaire containing 76 questions, which consists of instruments selected to measure burnout, job demands, work pressure and social support to 108 respondents in the Emergency and Trauma Department from 2 large specialist hospitals in the state of Kelantan, namely Raja Perempuan Zainab II Hospital, Kota Bharu and Sultan Ismail Petra Hospital, Kuala Krai. These two hospitals were chosen as study locations due to the highest number of patient arrivals in the state of Kelantan. The results of the survey found that the level of burnout among paramedics in hospitals in the state of Kelantan is moderate. In addition, there is a significant relationship between job demands and job stress with burnout. However, there is no significant relationship between social support and burnout. Therefore, in order to control the effects of job demands and work pressure, this study suggests the implementation of the Total Wellness and Health Promotion (TWHP) program, because it can provide a more holistic approach to paramedics in curbing the problem of burnout from continuing
The language of leadership : Exploring Malaysian student leaders' word choices and styles
Get PDFEffective leadership hinges on strategic communication, incorporating both verbal and non-verbal cues that empower leaders to inspire collaboration, manage conflict, and influence others. In Malaysian boarding schools, student leaders navigate multicultural settings where cultural norms, societal expectations, and academic pressures shape their communication styles. Despite the complexity of these environments, research on how these factors influence student leadership communication remains limited. This study explores how Malaysian student leaders utilize language, particularly word choice, inclusive expressions, and linguistic framing, to foster collaboration, influence peers, and manage conflicts within their distinctive institutional contexts. Guided by Goffman’s framing theory, this study collected data through focus group discussions and interviews with student leaders from selected Malaysian boarding schools. Findings reveal that student leaders adapt their language styles to promote inclusivity, maintain harmony, and assert authority. They employ culturally appropriate language, frame their messages to support conflict resolution, and use non-verbal cues such as tone modulation and body language to enhance peer engagement and strengthen their leadership presence. This study contributes to leadership training programs by highlighting the importance of inclusive communication, cultural sensitivity, and effective framing techniques. It offers practical recommendations for youth leadership development and cross-cultural communication strategies within the context of Malaysian boarding school
The effects of fatigue and stress on job performance among security personnel at Dubai International Airport: Moderating effect of selection, optimizing and compensation strategies
Get PDFAirport security personnel are faced with a high risk of stress and fatigue, among other Performance continuity was essential for the General Directorate of Residency and Foreigners Affairs (GDRFA) in Dubai, necessitating the integration of Human Resource Management (HRM) practices and organizational resilience strategies. This study highlighted how HRM policies enhanced the organization's adaptability and resilience, ensuring long-term success and sustained performance. The GDRFA of Dubai has experienced challenges in maintaining performance continuity due to its static and conventional training approaches, which failed to incorporate new trends in employee development, thereby hampering the organization's ability to adapt to rapidly changing conditions and ensure long-term success. Although advanced training programs have been introduced, however it has not been widely adopted across all departments, resulting in inconsistent implementation and benefits. Hence, the objective of this study was to investigate the effect of HRM on performance continuity within the GDRFA of Dubai. The study further investigated the mediating effect of organizational resilience between HRM and performance continuity. This quantitative research employs a cross-sectional design using a questionnaire as the research instrument. The researcher distributed 540 questionnaires to the respondents, out of which 364 questionnaires were found usable for analysis. The data was analysed using Analysis of Moment Structures- Structural Equation Modelling (AMOS-SEM). Fifteen hypotheses were formulated and tested. The results supported nine hypothesised relationships, which were significant and positive. Specifically, the findings imply that chain of command, delegation span of control and organizational resilience had a substantial influence on the continuity of performance. The study found that the mediating effect of organizational resilience does not significantly mediate the relationship between work specialization and authority with performance continuity, while it does significantly mediate the relationships with chain of command, delegation, and span of control. Theoretically, this study contributed to the use of Resource-Based View (RBV) Theory in studying the context of HRM and organizational resilience in enhancing the performance continuity of GDRFA of Dubai. From a practical point of view, this study found that adopting flexible HRM strategies and enhancing organizational resilience are important strategies that can be considered by the government, regulatory authorities, councils and the management of the GDRFA of Dubai for future performance continuity
Examining The Relationship of Work Environment, Supervision, and Promotion on Job Satisfaction in A Pharmacy Company in Klang Valley
No full textAmidst the bustling evolution of Malaysia's retail pharmacy sector, uncovering the keys to employee satisfaction stands as an imperative quest, with factors like work environment, supervision, and promotion emerging as pivotal determinants. While job
satisfaction has garnered considerable attention, the intricate relationships between these variables remain less understood, necessitating further investigation. This study aims to address this gap by examining how the work environment, supervision, and
promotion impact job satisfaction among employees of a pharmacy company in the Klang Valley. Employing a quantitative approach, a survey research method was utilized, administering self-administered questionnaires to 160 individuals within employee of retail pharmacy in Klang Valley. The analysis was conducted through Partial Least Squares Structural Equation Modelling (PLS SEM) with Smart PLS 4 software. The findings reveal significant relationships between promotion, work environment, and job satisfaction, as well as a notable correlation between supervision
and job satisfaction. This study confirms three hypotheses, emphasizing the pivotal role of work environment, supervision, and promotion in enhancing job satisfaction within pharmacy companies in the Klang Valley. The implications of these findings extend to practical insights for improving employee retention and satisfaction, thus contributing to the broader discourse on organizational management and employee well-being in the retail pharmacy industry
The Relationship Between Leadership Styles And Organizational Performance Of Smes In Nigeria
Get PDFLeadership is a critical factor in the success of Small and Medium-sized Enterprises (SMEs), particularly in Nigeria's complex business environment. This study explores how different leadership styles impact SME performance in Nigeria. Through structured surveys, it examines the influence of transformational, transactional, and laissez-faire leadership on key performance indicators such as revenue growth and employee satisfaction. Initial findings suggest that transformational leadership fosters
innovation and engagement, while transactional leadership improves operational efficiency. Laissez-faire leadership also shows promising outcomes. These insights offer valuable implications for SME owners, policymakers, and consultants seeking to enhance organizational performance. Additionally, the study sets a foundation for future research on leadership dynamics in SMEs across developing economies, contributing to a deeper understanding of factors influencing small business growth and
sustainability
The influence of job stress, workload, and burnout on job satisfaction among paramedics in the emergency department of southern cluster hospital in Johor
No full textJob satisfaction is something that needs to be taken seriously in the field of work, as it can impact an employee's overall performance. Job stress, workload, and burnout have been mentioned in previous literature as negative triggering factors that can influence job satisfaction. The purpose of this descriptive quantitative cross-sectional study was to determine the relationship between job stress, workload, burnout, and job satisfaction among paramedics in the Emergency Department (ED) of Southern Cluster Hospital in Johor. There are four instruments used in this study for data collection. The Minnesota Satisfaction Questionnaire (MSQ) Short Form Scale was used to determine job satisfaction data. The Perceive Stress Scale-10 (PSS-10) was applied to measure job stress level data. The NASA Task Load Index (NASA-TLX) was used to obtain data about workload, and the Copenhagen Burnout Inventory (CBI) was used to measure burnout data. The research data was obtained from the questionnaires that were distributed and answered by 108 respondents to the study. The data was analysed using the Pearson correlation test. The analysis result showed that job stress, workload, and burnout had a strong negative correlation and were significant with job satisfaction. While the regression test showed job stress contributes the most to job satisfaction, Further studies on the variables that may influence job satisfaction among paramedics in the ED are recommended to determine the problems and interventions to be taken. Proactive measures such as promoting work-life balance and offering comprehensive support programmes by the management team may increase job satisfaction among paramedics in the ED
Factors Influencing Job Performance Among Employees In The Energy And Resource Service Sector In Klang Valley
Get PDFJob performance has become a paramount concern for organizations worldwide, given its pivotal role in influencing organizational effectiveness and competitiveness in the era of
technological advancement. Recognizing this crucial aspect is essential for organizational success amid the forces of globalization, this study aimed to investigate factors influencing job performance. Specifically, this study examined the influence of training and development, reward and recognition, and proactive personality on job performance. To achieve the research objectives, a survey using questionnaires was conducted among employees in the energy and resource service sector in Klang Valley. A total of 107 responses were gathered and data was analysed using SPSS version 29. The findings reported that training and development has a significant and positive impact on job performance. Nevertheless, other factors have no significant influence on job performance
among employees in the sector understudy. In terms of theoretical implications, this study added to the body of knowledge of the respective variables understudy and Social Exchange Theory. As for practical ramifications, the findings from this study serve as a
guideline and reference for employers in the energy and resource service sector, especially human resources departments, in developing measures to enhance job performance
A study on work pressure, moral support and lifestyle towards burnout among healthcare workersin emergency department government hospital Negeri Sembilan
No full textThe phenomenon of burnout experienced by employees in an organization is not a new thing in the world of work. It is often associated with professional services. In fact, the problem of burnout experienced by an employee has received the attention of psychologists with various research results showing the negative effects that arise because of burnout will cause employee commitment to be affected and result in great losses to an organization. The aim of this study was to analyse the effect of work pressure, moral support, lifestyle on burnout. This study was conducted at Emergency & Trauma Department Hospital Tuanku Jaafar Seremban Negeri Sembilan, Malaysia. The sample of this study consists of 130 healthcare professional who were randomly selected. Data were collected through questionnaires that distributed by face to face . The data were analysed using various statistical techniques such as reliability analysis, descriptive analysis, correlation analysis and regression analysis. Based on the regression results, there was a clear indication that work pressure and moral support was negatively related to burnout. On the other hand, lifestyle were positively related to burnout. The findings of the study provide some new insights on the impact of work pressure, moral support and lifestyle on burnout. Implication of the study proved that lifestyle affects the burnout factors that may contribute to a decrease in motivational support for the employees to continue working which eventually jeopardize the working drive and job reputation. This unconvincing commitment may cause the organization fail to provide full support to the employee thus may contribute to job resignation. In return, the organization will also be significantly affected by the labour shortage
The Relationship Between Islamic Work Ethics And Job Satisfaction Among Employees At Kumpulan Risda Holdings
Get PDFThis research aims to examine issues related to the level of job satisfaction among employees of Kumpulan RISDA Holdings. The main objective of this research is to identify any relationship between Islamic Work Ethics through four (4) dimensions: effort, teamwork, honesty, accountability and job satisfaction. The research is conducted using a quantitative method where data is collected through a set of instruments. Instruments were used to get feedback from respondents. This research sample consists of staff at KRH where 250 respondents were involved in this research. The research findings found that there is a positive relationship between effort, teamwork, honesty, accountability and work satisfaction. This shows that employees are satisfied to work in Kumpulan RISDA Holdings. This research has provided a clearer understanding of the factors that influence job satisfaction in KRH. The results of this research have benefited organisations especially management in knowing and measuring the level of satisfaction of their employees
Determinants Of Job Satisfaction Within Hybrid Work Settings In Klang Valley
Get PDFThe implementation of flexible work arrangements (FWA) has sparked inquiry into its effects on job satisfaction. This study explores this relationship within Klang Valley, Malaysia context, examining the impact of FWA and job characteristics on job
satisfaction. Employing a quantitative methodology, structured surveys were administered to the targeted population, comprising hybrid workers in Klang Valley, to gather data for the study. Results indicate a significant positive relationship between job characteristics (including skill variety, task identity, task significance, autonomy, and feedback) and job satisfaction. Additionally, a significant positive relationship between FWA and job satisfaction was observed. These findings carry significant implications for both organizations and employees. Embracing FWA can enhance job
satisfaction, leading to increased productivity and organizational success. Understanding the influence of job characteristics within FWA allows organizations to tailor strategies to optimize job satisfaction. Limitations include potential response bias and the cross-sectional design's inability to establish causality, suggesting the need for longitudinal research and exploration of additional variables. Overall, this study contributes to understanding the dynamics of flexible work arrangements and job characteristics in shaping job satisfaction among employees, offering insights for
human capital management strategies in an evolving work environment