1,720,969 research outputs found
Quality of Work Life and Job Performance Among Malaysian Executives in The Electrical and Electronics Industry in Selangor
Full text linkThis study was to determine the relationships of selected variables, namely career
satisfaction, career achievement, career balance, organizational climate and
organizational constraint in predicting the quality of work life (QWL) and their
relationships to job performance.
The survey research provided a method of empirical verification utilizing stratified
random sampling to determine the relationships between variables at the time of
study. The sample consisted of 475 executives from the electrical and electronics
industry. The selection of respondents involves a complete list of electrical and
electronics companies registered with Malaysian Industrial Development Authority
(MIDA). The quantitative data were subjected to various descriptive-correlation statistical analyses, multiple regression, mediation anaIyses, and structural equation
modeling.
In this study, the findings support the relationship between the independent variables
and QWL. All the variables explained 79.1% of QWL, thus presenting a good model
of the significant exogenous variables and fairly accurate. QWL is a significant
predictor in determining Job Performance. However, the effect of the QWL as a
mediator between the exogenous variables and Job Performance is not found. The
results show that the executives are satisfied with their level of quality of work life,
career achievement, career satisfaction, and organizational climate but not in terms
of career balance and the organizational constraints they faced in the organization.
Future research suggestions were advocated, in particular, the replication of this
study to other population. Further work is also needed to develop and identify
avenues and constructs for quality of work life and career related development
within the organization as a relatively young fiel
Development and distortion of Malaysian public-private partnerships - patronage, privatised profits and pitfalls
No full textThis article examines the politicisation of systemic patronage and privatised profits in the development of Public-Private Partnerships (PPPs) in Malaysia. Issues associated with inadequate regulatory frameworks, control, accountability and poorly managed risks, demonstrate that much more effective reforms are required to reduce further pitfalls, to protect public interests and to uphold the integrity of the public service and government. The adoption of a transparent procurement and evaluation system will be a challenging task if public and investor confidence is to be built up and strategic partnerships in the complex web of governance and administrative relationships in the governance of PPPs are to be developed effectively. Finally directions of reform and lessons learnt are suggested
Digital economy: A paradise or threat in the new norm?
Full text linkThe digital economy is exponentially expanding into every aspect of our lives and industries with sensors, mobile, cloud and big data. This work-in-progress paper will be discussed in 2 parts. Part One will examine the digital firms, fintechs that leverage their capability and large customer base in the digital financial services that include Grab and GoJek and the associated services of digital wallets in Malaysia and neighbouring countries who are “enablers” in the digital economy or “disrupters” in a conventional economy with the growing pool of tech-savvy consumers and rising tide of digital economy and underpinning consumption.
In Part Two, can the digital economy protect the safety, security and privacy of its customers and citizenry? Herein lies the problem – disruptive digital technology, cyberattacks, compromising data breach committed by hackers and fraudsters that could lead to cybercriminals and associated activities of identity theft and so forth. How does the government keep pace with the rapid change and continuing digital disruption in compliance within the legal requirement as innovation is exponentially experienced? This paper will illustrate the security condition of the digital economy risks and the preparedness in facing them as both business and personal risks in Malaysia and global comparison, wherein possible, including existing policies in reinforcing defense in the new norm
Impact of intellectual capital on organizational performance: Evidence from a developing country
No full textIntellectual capital has been much discussed in developed nations for organization's value creation. In a competitive market, intellectual capital proved to be a source of a competitive advantage for organizations. However, this study is conducted to anticipate the potential effect of intellectual capital in the context of a developing country. The central objective of this research is to hypothesize the mediation effect of knowledge process capability between intellectual capital dimensions and organizational performance. Survey method is applied for data collection. Data is collected from 154 large manufacturing industries in Pakistan. The analysis is performed via partial least square (WarpPLS 5.0). The outcome of this research revealed that knowledge process capability mediates with all dimensions of intellectual capital. Among the dimensions of intellectual capital, relational capital has the strongest effect on knowledge process capability and organizational performance. The present study advances knowledge by applying intellectual capital effects on organizational performance in a developing country. This study added new insights for the HR managers and policy makers of developing countries to disseminate such concepts to their respective organizations
Grim consequences of workplace traditional bullying and cyberbullying by way of mediation: A case of service sector of Pakistan
No full textVarious studies have been conducted to measure bullying incidence and prevalence in multiple organizational settings based on a variety of methods and research design. Nonetheless, these studies indicate that bullying is a devastating and crippling problem that should be addressed in relation to its adverse effects and implications. This study identified several gaps in the literature when expanded specifically to the service sector of Pakistan, where the problem of bullying is prevalent. This research endeavored to fill in the aforementioned gaps by precisely focusing on organizational climate as a cause of bullying (based on frustration–aggression theory and social interaction approach), technology in relation to cyberbullying, and effects on employee health. Hence, this study contributes to the emergent discussion in identifying the debilitating outcomes of bullying. Results indicated the significant negative relationship of organizational climate and workplace bullying and the grim consequences on employees' health in the form of psychological, physiological, and emotional health distractions. © 2019, Blue Eyes Intelligence Engineering and Sciences Publication. All rights reserved
Measuring and enhancing organisational creative climate, knowledge sharing, and innovative work behavior in startups development
No full textPurpose: The purpose of this paper is to examine the role of the organizational creative climate, knowledge sharing and innovative work behavior in startups development. This study also aims to discover the R square, predictive relevance and effect size of the developed model. Design/methodology/approach: A quantitative method was used, and a total of 352 usable questionnaires were collected from employees at startups particularly in services sector in Malaysia. The structural equation was developed to explain the complicated relationship between organizational creative climate, knowledge sharing and innovative work behavior. The results of hypothesis were analyzed using structural equation modeling – partial least square (SEM-PLS) test. Findings: The results indicate that organizational creative climate significantly influence innovative work behavior (H1), organizational climate positively affects knowledge sharing (H2) and knowledge sharing significantly influence innovative work behavior (H3). In addition, the results also show that the R square values of innovative work behavior is weak (R2 = 0.067), while the predictive relevance value demonstrating the model has sufficient predictive relevance. Further, the results of effect size show medium effect for organizational creative climate and knowledge, while the remaining indicates small effect size. Practical implications: This study provides a comprehensible and clear understanding on how organizational creative climate and knowledge sharing play important role in fostering the individual innovative work behavior in Malaysian startups. Originality/value: Research on the significance of organizational creative climate, knowledge sharing and to innovative work behavior particularly in the startups context has not been sufficiently explored. This study shed new light to the startups eco-system stakeholders in stimulating individual innovative work behavior through the practices of sharing information as well as the creative climate and innovative elements in the entrepreneurial activities. © 2019, Emerald Publishing Limited
China's Left-behind Children (Liu-shou-er-tong): Development and Challenges for the Future
Full text linkThis article analyses the left-behind children (LBC/Liu-shou-er-tong) phenomenon resulting from rural-urban mobility, focusing on their well-being and the problems faced. It demonstrates the current development, challenges and direction of social development as a result of this unprecedented phenomenon in Wuxi County, Chongqing. Interviews and semi-structured questionnaires were utilized in this research, which covered town and village schools, and individuals from NGOs as well as government departments. A brief concluding section draws together local government initiatives and programmes, offering a few general and interesting observations on the solutions using five models
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey
No full textThe aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses' demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses' job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed' a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses' job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service
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