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Hubungan Antara Amalan Pengurusan Keselamatan Dengan Kesedaran Keselamatan Dalam Kalangan Anggota Tentera Terhadap Konvoi Kenderaan Tentera Semasa Di Jalan Raya
Get PDFAmalan pengurusan keselamatan dan kesedaran keselamatan memainkan peranan yang penting dalam pencegahan kemalangan dan pembangunan budaya kerja selamat di tempat kerja. Kajian ini bertujuan untuk mengenal pasti hubungan antara amalan pengurusan keselamatan dan kesedaran keselamatan dalam kalangan anggota tentera terhadap konvoi kenderaan tentera semasa di jalan raya. Kajian ini menggunakan soal selidik dengan melibatkan 207 orang tentera daripada Batalion Ke-25 Rejimen Askar Melayu Diraja (RAMD) sebagai responden. Bagi pengumpulan data kaedah pensampelan berstrata yang tidak seimbang (disproportionate stratified sampling) dan pensampelan rawak (random sampling) telah digunakan. Analisis data-data kajian telah menggunakan Statistic Package for Social Science (SPSS) version 27 for Windows. Analisis deskriptif menunjukkan tahap amalan pengurusan keselamatan yang diamalkan oleh pasukan adalah pada tinggi manakala tahap kesedaran keselamatan
dikalangan anggota tentera adalah tinggi. Analisis korelasi menunjukkan komitmen pengurusan, latihan keselamatan, penglibatan pekerja, peraturan dan prosedur keselamatan serta dasar mempromosikan keselamatan mempunyai hubungan yang
signifikan dengan kesedaran keselamatan. Manakala analisis regresi menunjukkan bahawa komitmen pengurusan, dasar mempromosikan keselamatan dan penglibatan pekerja dapat mempengaruhi kesedaran keselamatan. Justeru, komitmen pengurusan adalah sangat penting dalam program keselamatan pekerjaan serta membudayakan cara kerja selamat di tempat kerja keselamatan. Selain itu penglibatan pekerja dalam aktiviti keselamatan pekerjaan perlu dipertingkatkan agar wujud komunikasi serta maklum balas yang baik dengan pihak pengurusan
Relationship Between Safety Management Practices and Safety Performance in the Defence Artillery Regiment
Get PDFThis study investigates the relationship between safety management practices and safety performance within the Air Defence Artillery Regiment, a subject that has received limited attention in existing literature, particularly within the Malaysian
Army. The organization experiences a notable but unreported accident rate not reflected in SOCSO statistics. Enhancing occupational safety within the Army poses challenges despite the existence of adequate safety legislation, as the Malaysian Armed
Forces are not governed by OSHA 1994 (Act 514). Utilizing instruments developed by Vinodkumar and Bhasi (2010), this study investigated whether four key factors management commitment to safety, safety training, employee involvement in safety, and safety communication and feedback are related to the safety performance of Air Defence Artillery personnel. These independent variables were evaluated for their impact on safety performance among 343 military personnel at Bera Camp, Pahang. The analysis revealed a positive relationship between these four factors and safety performance. Each factor management commitment to safety, safety training, employee involvement in safety, and safety communication and feedback are significantly contributed to improving safety performance. The findings suggest that emphasizing these variables can enhance the safety culture within Army units, boost soldiers’ safety performance, and reduce injuries and accidents
Safety Management Practices and Radiation Safety Awareness Among Malaysian Air Defence Artillery Radar Course Students
Get PDFThis study aimed to determine the relationship between safety management practices, such as Management Commitment, Safety Training, Operator's Involvement, Safety Communication and Feedback, Safety Rules and Procedures, and Safety Promotion
Policies, and radiation safety awareness among students of the Malaysian Air Defence Artillery Radar Course. A total of 148 questionnaires were distributed to respondents selected using simple random sampling from a population of 230 students in the radar course. The data obtained from the questionnaires were analyzed using correlation analysis with the Statistical Package for Social Science (SPSS) Version 27. The study aimed to fill a knowledge gap in understanding how the safety management practices influence radiation safety awareness in a specific context. In this study, strong positive correlations were found between safety management practices such as management commitment, safety training, and operator involvement and radiation safety awareness
among ADA Radar Course students, highlighting the critical role these practices play in enhancing radiation safety awareness. Despite some limitations, the study contributes to the understanding of the relationship between safety management
practices and radiation safety awareness among students in this specific context
The impact of the Shariah announcement on the stock prices
Get PDFThis research investigates the impact of Shariah compliance announcements on stock prices in Malaysia from 2019 to 2023. Utilizing event study methodology, the study examines Average Abnormal Return (AAR) and cumulative average abnormal returns (CAAR) to assess stock prices reactions surrounding these announcements. The findings reveal significant negative abnormal returns before the announcements and notable positive abnormal returns afterward. The study highlights the volatility and behavioural patterns in stock prices associated with Shariah delisting announcements, providing critical insights for investors, fund managers, and policymakers regarding the implications of Shariah compliance in the Malaysian stock price
Impact of work from home on work life balance, work stress and job satisfaction employees
Get PDFThe purpose of this research is to investigate the relationship between work from home, work life balance, work stress and job satisfaction. This is a correlational study, as its objective is to analyse the relationship between different variables. The population for this study consists of employees those who have experience of working from home across Malaysia. This study used purposive sampling technique to choose the respondents. This study also used quantitative research approach with cross -sectional study. Besides that, data for this study were obtained by distributing questionnaire via google form to sample size of 201 employees. The response rate of this study is 91.36%, which has been used for further analysis. To examine the data Statistical Package for Social Science (SPSS) version 27 was used. The result of Pearson’s correlation analysis shows that there is a no correlation between work from home and work life balance. Also, no correlation found between work from home and work stress. However, work from home and Job Satisfaction revealed to show correlation. This study also has indicated on practical implication, theoretical implications and limitation while performing this stud
The effect of intrinsic motivation, extrinsic motivation and work environment on academicians’ job performance at public universities in Malaysia
Get PDFThe performance of academicians at public institutions is essential for institutional growth, impacting not only teaching quality but also research productivity, student engagement, and overall academic reputation. The main objective of this research is to study the effect of intrinsic motivation, extrinsic motivation and work environment on academicians’ job performance at public universities in Malaysia. The inconsistency of findings in past literature between the independent variable has prompted researchers to explain the inconsistency. The survey questionnaire was distributed online to academic staff of northern region public universities. Herzberg's Two-Factor Theory underpins the proposed theoretical framework. Herzberg's Two-Factor Theory states that employee motivation is driven by two elements: motivators (intrinsic variables such as success, recognition, and growth) and hygiene factors (extrinsic factors such as salary, work environment, and corporate laws). The model was tested utilizing Partial Least Squares Structural Equation Modelling (PLS-SEM) using data that was collected from 212 academicians from northern region public universities. The results show that intrinsic and extrinsic motivation has a significant relationship with academicians’ job performance, while work environment is found to be insignificant in academicians’ job performance. This study contributes to public universities building comprehensive motivating methods that meet intrinsic and extrinsic demands and optimise the work environment to improve job satisfaction and productivity among academicians
The influence of public service motivation and organizational commitment on job performance in Malaysian civil service
Get PDFCivil service reform in Malaysia highlights the need for motivated and committed civil servants to achieve improved job performance and enhance public service delivery. However, challenges persist in aligning individual motivation, organizational commitment, and job performance, particularly in the Malaysian context, where research on these dynamics remains limited. To address this gap, the study investigates how public service motivation influences organizational commitment and job performance, as well as the mediating role of organizational commitment in the relationship between public service motivation and job performance. A quantitative survey was conducted and the data were collected through an online survey distributed via social media platforms over six weeks, involving 290 Administrative and Diplomatic Officers. The findings indicate that public service motivation positively influences organizational commitment and job performance, while organizational commitment significantly predicts job performance, highlighting its critical role in driving performance. Furthermore, organizational commitment partially mediates the relationship between public service motivation and job performance, suggesting that motivation alone is not sufficient to enhance job performance without a corresponding sense of organizational commitment. These results contribute to the theoretical understanding of motivation and commitment by demonstrating their interconnected roles in influencing performance. Practically, the study underscores the importance of fostering both public service motivation and organizational commitment through targeted human resource strategies to improve performance outcomes. The findings offer valuable insights for policymakers and human resource practitioners aiming to enhance public sector efficiency and effectiveness
The impact of non-monetary rewards on employee retention in Malaysia SMEs
Get PDFNowadays, employee retention has become a critical challenge for organisations, especially in the context of SMEs in Malaysia. As monetary rewards have slowly lost their power of influence to retain employees in one organisation, followed by the change in working patterns and employee behaviour in the workplace, non-monetary rewards now play a crucial role. Therefore, this study sought to identify the impact of non-monetary rewards towards employee retention in Malaysian SMEs, particularly in flexible working arrangements, career development, recognition, and fringe benefits. In order to examine the relationship between flexible working arrangements, career development, recognition, and fringe benefits with employee retention in Malaysian SMEs, quantitative research through the distribution of questionnaires to eight Malaysian SME companies has been conducted. A sample size of 165 participants who worked in the eight selected SME companies was involved in this research to provide their opinions and insights by referring to their experiences in current work. Furthermore, the SPSS system was used to conduct data analysis, including preliminary tests, descriptive, correlation, and regression analysis. After the analysis, the findings suggest that career development and fringe benefits have a positive impact towards employee retention in Malaysian SMEs, while flexible working arrangements have a reverse relationship. For recognition, it was found to be not significant in this study. On top of that, among the two independent variables that contribute to a positive relationship, career development stands as the most significant influence towards employee retention. Finally, from the results obtained, it hopes to provide valuable insights to the HR practitioners in SME companies a focal point to be emphasized in order to better retain their employees and thus reduce turnover costs
The role of employee engagement, satisfaction, and flexible work arrangements in enhancing employee retention
Get PDFEmployee retention has become an increasingly critical issue in today's competitive business environment, particularly within industries that experience high turnover rates, such as the manufacturing sector. Retaining talent is particularly challenging among younger employees, who often seek improved career opportunities, work-life balance, and job satisfaction. This study aims to explore the role of employee engagement, satisfaction, and flexible work arrangements in enhancing employee retention within the manufacturing sector in Penang, Malaysia. These variables have been identified in existing literature as potential drivers of retention, but their effects have been underexplored in the Malaysian context, particularly within the manufacturing industry. A sample of 300 employees from four distinct manufacturing companies in Penang was selected using a disproportionate stratified random sampling technique to ensure diverse representation across various departments and job levels. Data were collected through a self-administered survey, using well-established scales to measure each of the study variables. Descriptive statistics were employed to summarize the demographic data, while multiple regression analysis was conducted to determine the strength and nature of the relationships between the independent variables (employee engagement, satisfaction, and flexible work arrangements) and the dependent variable (employee retention). The results of the analysis revealed that while employee engagement, satisfaction, and flexible work arrangements are associated with employee retention, their influence is relatively weak. These findings suggest that, while important, these factors alone do not strongly drive retention in the manufacturing sector. Instead, a wider array of intrinsic factors such as personal growth, career development opportunities, and meaningful work and extrinsic factors such as competitive compensation and organizational culture may play more significant roles. This highlights the complexity of employee retention, which is influenced by multiple interconnected elements beyond engagement, satisfaction, and flexibility. This study contributes to the growing body of knowledge by examining these relationships in the context of the Malaysian manufacturing sector a context that has received limited attention in retention studies. The results underscore the importance for organizational leaders and policymakers in Malaysia to adopt a more holistic approach to talent retention, considering both intrinsic and extrinsic motivators to address the multifaceted nature of employee turnover. Enhancing retention strategies not only reduces turnover rates but also boosts organizational performance and supports long-term sustainability in the highly competitive manufacturing industry
The impact of counselling services, employee well-being and workplace behaviour on workplace productivity in debt collection agency in Malaysia
No full textThis study investigates the impact of counselling services, employee well-being, and workplace behaviour on workplace productivity at Titan Recovery Sdn. Bhd., a debt collection agency in Malaysia. The research aims to evaluate how these factors influence productivity and provide actionable recommendations for improving workplace outcomes. Adopting a quantitative approach, the study utilized surveys to gather data from employees of Titan Recovery Sdn. Bhd., with the data analysed using descriptive statistics and regression analysis. The findings indicate that counselling services have a moderate positive relationship with workplace productivity, while employee well-being demonstrates a significant positive impact. Additionally, workplace behaviour exhibits a strong correlation with productivity. These results emphasize the need to prioritize fostering employee well-being and cultivating positive workplace behaviours as critical strategies for enhancing productivity, alongside leveraging counselling services as a supportive resource. This research offers valuable insights into the role of human resource strategies in improving productivity within the debt collection agency. It underscores the importance of promoting employee well-being and constructive workplace behaviours to achieve sustainable organizational succes