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Factors affecting job performance among bank managers in Pakistan: The role of well-being and job autonomy
No full textEven though the importance of well-being in the workplace has been agreed upon, the theories for understanding its relationship with various workplace variables are still underdeveloped in the organizational setting, and organizations have neglected its importance in the workplace. Therefore, this study undertakes subjective wellbeing conceptualization at the level of employees that how the organizational and individual factors foster the job performance of bank employees in Pakistan by focusing on their workplace well-being. Specifically, this study examines the mediating role of well-being on the relationship between organizational factors (organizational virtuousness, perceived organizational support, extrinsic rewards) and individual factors (emotional intelligence) on job performance (in-role performance and extra-role performance). Job autonomy was also empirically tested for a potential moderating effect on the relationships between well-being and job performance. Organizational support theory and affective events theory were integrated to explain the possible relationship between the variables in the research model. Through quantitative inquiry, 416 survey responses were collected from bank managers of five large banks in Pakistan. They were selected using the disproportionate stratified random sampling technique. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to analyze the data and test the hypothesis. Statistical results reveal that well-being is an essential psychological mechanism through which organizational and individual factors influence in- and extra-role performance. The results show that conceptualizing well-being in terms of work-related well-being can be more important for understanding its relationship with several workplace variables. Furthermore, the bootstrapping results found significant moderation of job autonomy in the relationship between well-being and in-role performance but did not find any moderation of job autonomy in the wellbeing and extra-role performance relationship. Finally, this study discusses the theoretical, methodological, practical implications and suggestions for future research
Safety Climate and Safety Performance in Malaysia’s Construction Industry
Get PDFMalaysia's construction sector plays a noteworthy role in the economic expansion and advancement of the nation. Nonetheless, due to its high accident and fatality rate, the
construction sector is among the riskiest in the world. This sector is among the riskiest
in the world. This study aims to identify the relationship between safety climate and
safety performance in Malaysia’s construction industry which include of management
commitment and employees’ involvement in health and safety, safety enforcement and
promotion, applicability of safety rules and safe work practices and safety consciousness and responsibility. Construction personnel across Malaysia were given a series of questionnaires to complete in order to collect data for this study. The study employed the Statistical Package for the Social Sciences (SPSS) version 28.0 software to assess the acceptability of the hypotheses that were specifically designed for the investigation. The findings resulted in there is a positive relationship between management commitment and employees’ involvement in health and safety and safety compliance, management commitment and employees’ involvement in health and safety and safety participation, safety enforcement and promotion and safety compliance, safety enforcement and promotion and safety participation, applicability of safety rules and safe work practices and safety compliance, applicability of safety rules and safe work practices and safety participation, safety consciousness and responsibility and safety compliance and safety consciousness and responsibility and safety participation. All the independent variables influence the dependent variables (safety compliance and safety participation)
Hubungkait pekerjaan yang mengakibatkan gangguan otot dalam kalangan penoreh getah mukim Kenering, Gerik Perak
No full textThe Occupational Safety and Health Administration (OSHA) in the USA has defined work-related musculoskeletal disorders as disorders of muscles, bones and related tissues that have been empirically proven or suspected to be caused by workplace activities. The study covered three population groups, namely Kampung Tanjung Rambai, Kampung Tanjung Sejarah and Kampung Air Kelat in the district of Grik, Perak, and data collection from rubber tappers living in and around these villages. A total of 83 people who had lived permanently in these villages in the last ten years were selected for the survey. This area has the highest number of jobs for rubber tappers. The aim of the study is to determine the significant relationship between the risk factors for musculoskeletal disorders (MSDs) in rubber tappers. To collect data, questionnaires were distributed to the rubber tappers to answer and collected at the same time after they had answered the research questions. The analysis results for the use of muscles during tapping revealed six factors: forced movements, awkward body posture, awkward hand posture, awkward neck posture, awkward wrist posture and static and stable working posture, which have a high Cronbach's alpha value. The frequency with which the tappers adopted these six postures correlated with the overall pain level, with a correlation value of 0.05. This study is expected to provide knowledge to the rubber tappers and prevent them from suffering from repeated pai
Factors related to turnover intention among academicians in private higher education institutions
Get PDFThe main objective of this study is to identify the factors influencing turnover intention among academics in private higher education institutions in the state of Selangor, Malaysia. Independent variables examined were polychronicity, pay satisfaction, and workoad. A total of 391 questionnaires were distributed to the academics for data collection while only 334 datasets were returned. Multiple regression analysis was conducted to analyse the data. The regression model confirmed the significance of pay satisfaction, polychronicity, and workload in predicting turnover intention. Of the three factors, workload was found to have the most significant impact on turnover intention. As predicted, there is an inverse correlation between academics’ pay satisfaction and their turnover intention. The results of this research offer important new insights on the aspects related to pay satisfaction, polychronicity, and workload, as well as the turnover intention. The findings of this study provide theoretical ramifications to the existing body of knowledge, particularly in the domain of turnover intention. The findings of this research also provide relevant practical implications that employers in private higher education institutions may adopt in their strenuous efforts to conserve academic talents as well as to retain a stable and productive academic workforce. Most importantly, based on the research results, effective measures can be taken by the relevant parties to curb the high turnover rate problem in the private higher education institutions
Work engagement among generation z in Malaysian private sectors
Get PDFIn today’s rapidly changing environment, having an engaged workforce creates a competitive advantage for any organization. Organizations with excellent work engagement reported high growth in earnings compared to those that reported low work engagement levels. In fact, disengaged employees cost an organization as they become less productive. However, having an engaged workforce is considered the most management challenge facing by the organizations. Therefore, this study is conducted with the intention to capture factors that might influence work engagement among generation Z employees. The study examines the direct relationship between work-life balance, social support, rewards, ethical leadership and work engagement. A total of 217 questionnaire were distributed online using Google form through
organization’s representative after permission was granted to conduct the study. Response rate was 100%. In this study, hypotheses for direct effect were tested using multiple regression analyses. Results showed that only rewards and ethical leadership was found significantly positively related to work engagement. The findings indicate that work engagement among generation Z employees can be increased if the
organization is able to provide with attractive rewards and to have leaders who have high ethical values. Interestingly, social support was found significantly negatively related to work engagement. The findings indicate that work engagement tend to reduce when social support received is high
The Relationship Between Work Life Balance, Work Motivation and Employee Engagement Towards Job Satisfaction: A Study Among Aviation Workers in Malaysia
Get PDFWith today's market competition, every company will do their best to protect its assets, particularly those that are vital to the aviation sector. Thus, the primary objective of this research is to investigate the relationships between work life balance, work motivation and employee engagement towards job satisfaction among aviation workers in Malaysia. A total of 183 respondents were involved in this study via quantitative research method and the data were examined by utilizing the Statistic Package for Social Science (SPSS). The results of study reveal that work life balance, work motivation and employee engagement have a significant correlation with job satisfaction with (r = 0.501, p = 0.001), (r = 0.464, p = 0.001) and (r = 0.653, p = 0.001). However, the study concludes that only work life balance, and subscales of employee engagement (vigor and dedication) is a significant predictor and contributor to job satisfaction among aviation workers in Malaysi
The relationship between human resource management practices and employee retention in federation of Malaysian manufacturers
Get PDFThis study is conducted to examine the relationship between employee retention and human resource practices which are employee empowerment, performance appraisal and compensation. Employee retention is a critical concern for organisations seeking to maintain a competitive edge in today’s dynamic business environment. For employers, knowing how to retain employees is wiser than to prevent them from quitting jobs. The main idea of this research is to explore and investigate on the human resource practices that affect employee retention such as employee empowerment, performance appraisal and compensation in Federation of Malaysian Manufacturer (FMM). These three human resources practices were chosen based on the main issues selected during the exit interview conducted. This quantitative study uses a questionnaire to collect data from employees based on simple random sampling. A total of 123 questionnaire were distributed in hardcopies form to all FMM employees. At the end of data collection period a total of 100 questionnaire been return. The results shows that all the three variables (employee empowerment, performance appraisal and compensation) are significant and has a positive influence on employee retention. The findings from this study are adequate to be used as references by companies and this also can help the management especially human department to aware and take all the necessary steps to retain employees
Kesan kepimpinan keselamatan terhadap prestasi keselamatan dalam kalangan pekerja sektor kemudahan (pembersihan)
No full textSafety leadership is increasingly advocated as the foremost strategy for fostering safety behavior and consequently reducing workplace injury rates. This study explores the influence of supervisory Safety Leadership in terms of Safety Coaching, Safety Concern, and Safety Monitoring on Safety Performance among public cleaning workers. Safety Performance is measured by leading indicator namely Safety Behaviour and lagging indicators which is Accidents. This quantitative study involved 221 respondents from XYZ company who responded to an adapted questionnaire derived from prior research. Data analysis was carried out using Partial Least Squares Structural Equation Modeling (PLS-SEM), revealing that Safety Leadership in terms of Safety Coaching, Safety Concern, and Safety Monitoring significantly influence Safety Behaviour. Additionally, Safety Coaching and Safety Monitoring also significantly influence accidents among cleaning workers. This study which underpinned by Social Exchange Theory and Theories of Accident Causation provides valuable empirical evidence for safety practitioners and policymakers, supporting their endeavors to enhance safety performance in the public cleaning sector. Moreover, these findings pave the way for further academic research in occupational safety and health within high-risk industrie
Determinants of effective telecommuting practices among family business companies in China
Get PDFThe transformation of the field of human resource management is mainly through telecommuting, which acts as a trigger that changes the traditional concept of work. This is because of the impact of the technology boom and the issue of COVID 19 which leads to new work practices through the internet. This study explores telecommuting work practices by focusing on three important factors namely technology and equipment, communication and work environment. Through a qualitative study by interviewing nine managers from three companies who have experience practicing telecommuting in their employment affairs. The findings confirm the symbiotic relationship between technology quality and telecommuting success, emphasizing adaptability and accessibility. Effective communication emerges as the basis for bridging geographical divides, with clarity, regularity, and team culture playing a key role. The impact of the work environment extends beyond physical considerations, emphasizing the need for a balance between autonomy and organizational support. The practical implications emphasize strategic investment in technology, a comprehensive communication strategy, and the creation of a supportive work environment. This study also contributes to new human resource management practices by providing a basis for understanding the evolving nature of telecommuting, empowering organizations to make informed decisions in shaping a flexible and productive workforce
Extension of theory planned behaviour towards customer intention to use Takaful products
No full textTakaful is one of the insurance industries that shows the increasing demand from year to year. Takaful industry started its operations in 1984, and until 2023 the Takaful industry in Malaysia is listed as the third best Takaful industry in the world. A report from the Malaysia Takaful Association (MTA) shows that in year 2021 recorded an increase in market share of 14.8% compared to year 2020. The rapid development of technology is an advantage for the community to obtain information and news regarding the Takaful industries easily and quickly. In Malaysia there are 15 Takaful companies operated according to the shariah law. Therefore, this study was conducted to analyse the factors that influence the intention of customers to participant in Takaful products. This study was conducted using quantitative approach through online questionnaires to alumni from universities in Jordan. A total number of respondents answers this questionnaire is 108 respondents, and their answers were analysed using SPSS version 29. The results show that attitudes, subjective norms, perceived behavioural control and facilitating conditions have a significant and positive relationship to customers' intentions to use Takaful products. This study has empirically contributed to the theoretical and practical implications in understanding the expectations of customers' intentions to use Takaful products. The implications of this study are also expected to contribute to academics and Takaful industry as reference materials and to generate ideas for improve the quality of Takaful products