69 research outputs found
Factors affecting employee turnover intention among generation Y workers in fast-food industry / Nurfarahanim Mohammad Fariz and Fadilah Puteh
No full textIn a more advanced technology era, employees remain an important asset and component in operating an organization. However, employee turnover is still a prevalent problem, although most organizations implement appropriate action to prevent employees from quitting their jobs (Arshad & Puteh, 2015). The turnover rate among Gen Y also known as Millennials employees is higher as opposed to Gen X (Hassan et al., 2019; Othman et al., 2017; Queiri et al., 2015). Employee turnover brings negative implications to the organization in terms of expensive HR costs involving processes in replacement employees that leave the organization (Alkahtani, 2015). The National Employment Returns (NER) reported a 20% of turnover rate for the years 2018 and 2019 in various sectors. In addition, accommodation and food activities, a subsector in the service industry shows the highest turnover rate with 30% and 45% in 2018 and 2019 respectively. This means that nearly one in every two employees in the sector quit within a year (Institute of Labour Market Information and Analysis (ILMIA), 2019). The fast-food restaurant is one of the important contributors to Malaysia's economic growth (Bakar, Anuar, Alias, & Mohamad, 2017). Beverages and accommodations, subsectors under the service industry which represent hospitality is the essential economic contributor globally as well as in Malaysia (Kamaruddin & Shamsudin, 2021); are greatly affected by employee turnover (Abo-Murad & AL-Khrabsheh, 2019; Shah & Beh, 2016). Therefore, reducing employee turnover is the main priority, as it disrupts the growth of Malaysia’s economic landscape
The effects of viral messages on netizens’ emotions / Suhaila Sulaiman and Fadilah Puteh
No full text2020 is the kick start for a new norm in life for all people worldwide. Covid-19 has triggered people to live in a digital world. Face-to-face communication has been replaced with video call and texting applications. E-commerce has overtaken physical business and shopping whereas online banking and services have become more convenient than walk-in banking services. Many government services have also provided online systems to reduce physical contact among clients. These changes force a major transition from manual to online services to occur especially in communication. One of the communication mediums is social media which connects people around the world and has become vital nowadays. Viral messages via social media are common nowadays. By sharing content among others and making it viral, there is little or no consideration for the involved parties' privacy issues, ethics, or thought of any possible damage or harm that such action may cause. The effects of viral content can be devastating to netizens’ emotions as well. Emotion is one of the significant elements in sharing content via social media. It is one of the factors why we share or react to each social media content. Panger (2017) indicated that emotion plays an important role in social media and has been the subject of considerable research and media attention. Shahbudin (2020) said emotions that exist in an individual are classified as inner nature, which is, the feelings that exist through a person's response towards something. Jones et al. (2016) stated that articles with large comments were found to evoke high-arousal emotions, such as anger and happiness, paired with low-dominance emotions where people felt less in control, such as fear
Enhancing continued professional development strategically : an outlook via adult learning theory / Fadilah Puteh and Maniam Kaliannan
No full textProfessional development (PD) among organizational talents is a critical element in today’s business environment. In view of PD, both organizations and their professional members are required to learn continuously, thus Continued Professional Development (CPD) activities in organizations are gaining prominence. Formal, non-formal and informal learning constitute CPD learning dimensions. Given that professionals are experienced individuals, their learning needs and situations differ from conventional learners. Adult learners are found to be highly motivated, self-directed and very aware of their personal strengths, tend to choose knowledge that is meaningful to them and relate that with their experiences. The theory of adult learning (ALT) suggests that adult learners or working persons have certain characteristics that differentiate them from conventional learners. However, several studies revealed that learning activities to cater for PD are inconsistent with adult learning principles. The adult learners are mostly treated no different than the conventional learners; hence knowledge transfer did not reach its optimal expectations. On that note, this article discusses CPD activities from adult learning perspective gathered from extensive literatures. The objectives of this paper are threefold. First, this paper explains the importance of CPD from the adult learning standpoint. Second, this paper analyses the extent of CPD activities in fulfilling adult learning principles. Lastly, this paper proposes a feasible strategic CPD framework for future research
Determinants of turnover intention among employees / Hidayati Arshad and Fadilah Puteh
No full textHigh number of turnover rate among employees signals a major weakness towards organizations achievement. This is due to the fact that employees are the key player to determine organizational performance and survival. This study attempts to determine the turnover intention among employees. Employees of Woongjin Coway (M) Sdn Bhd were chosen as subject of interests. Data was collected through questionnaire to 106 employees from four different branches located in the Klang Valley namely Ampang, Cheras, Petaling Jaya and Klang. Stratified random sampling was utilized to reach the minimum number of samples required in this study. SPSS was employed as a tool to aid in analysis of findings. The findings from the study revealed that only two factors namely available job alternatives; and work-life balance have significant impact on employee turnover intention
Financial wellness and quality of life among young employees / Siti Nasuha Aripin and Fadilah Puteh
No full textThis paper presents a study on financial wellness and quality of life (QoL) among young employees. Report by Bank Negara Malaysia revealed that non-performing loans, credit card debts and bankruptcies among young people in Malaysia have increased significantly. Young employees are facing financial pressures and this has affected their QoL. This study also evaluates the relationship between financial wellness components namely financial satisfaction, financial behavior, and subjective perception and QoL. Data was collected through questionnaire to 260 among young employees in Majlis Perbandaran Klang (MPK). The findings of this study revealed that the mean levels financial wellness variables namely financial satisfaction, financial behavior and subjective perception are 5.50, 5.90 and 6.08 respectively. Meanwhile, reported mean value for QoL was 7.16. The results also depicted that financial satisfaction, r=0.29,p<0.001, financial behavior, r=0.342,p<0.001 and subjective perception, r=0.235,p<0.001) have significant relationship with QoL. Results also found that subjective perception was the most significant predictor of QoL (B=0.257 at p<0.05). Recommendation and suggestions for future research are also discussed
The effect of learning styles on employee performance among adults working Gen Y / Hani Wahab and Fadilah Puteh
No full textGlobalization poses challenges to the millennials in terms of underemployment, mismatch skill, lack of soft skill valued, and low language fluency due to poor performance, which reflecting through inefficiency, incapability, and unsatisfactory attitude or work task among the management or other senior employees in the workplace (Lim, 2016). Thus, developing the employee’s knowledge and skills constantly helps to improve millennials' performance and enhance their positive attitude in work-related (Elqadri et al., 2015). Lim (2016) highlighted the ineffective productivity and employee’s unquantifiable ability during performing job tasks due to unutilized learning skills, and information management influence poorly towards organization development. In contrast, Reilly (2012) and Hershatter and Epstein (2010) explained the organization's effectiveness boost up and produces a great impact when workplace learning among employees is address and acknowledge properly. Moayyeri and Chaudhary et al. (2015) added that the VARK model has been used by most scholars as a classical learning theory and practical mode of assessment. Developed by Neil Fleming in 1987s, the VARK model comprises of four modes: visual, auditory, read/write, and kinesthetics where some were bimodal or trimodal or tetra modal, or even quad modal of learning styles. This study utilizes two theories which are Knowles’s Adult Learning Theory (Ismail, Abdul- Majid, & Musibau, 2017; Nelson, 2016) as it describes the best principles on the adult learning adaption based on behavior and cognitive or known as andragogy that are completely different with pedagogy or children learning. One more related theory is the Knowledge Management (KM) Theory (Peng et al., 2018; Caruso, 2017) that prioritizes the application and element of intangible resources like knowledgeable human capital which concerns closely towards the assets of knowledge in the organization process. This study aims to investigate the relationship and effect as well as to determine the preferred learning styles among adults working Gen Y
Property owner’s attitude towards assessment tax obligation / Shamsinar Rahman, Fadilah Puteh and Nurma Abdul Manap
No full textTax is an important source of income to the government. Assessment tax or property tax is one of the main income to the local government in Malaysia. The successful collection of the assessment tax will ensure smooth and efficient implementation of local government administration. The taxpayer’s attitude towards assessment tax obligation has been identified as one of the factors that contribute towards assessment tax arrears. The objective of this study is to provide extensive reviews of the property owner’s attitude towards their assessment tax obligations. The extensive review is hoped to provide deeper understanding on the issue of assessment tax arrears as well as contribute to the body of knowledge in tax and local government context
Continued professional development practices in Malaysian service-based industry / Fadilah Puteh, Maniam Kaliannan and Nafis Alam
No full textThe concept of Continued Professional Development (CPD) through continuous learning calls upon organisations to encourage, support, and provide favourable environment for employees to engage in continuous learning. This will help to avoid ‘professional obsolete syndrome’; a syndrome faced by a majority if not all employees. This study intends to investigate the current practices of CPD in the Malaysian service-based industry. This article presents the results of an analysis of CPD practices using a qualitative approach based on several interviews with subjectmatter-
experts from various sectors in the Malaysian service-based industry. Fifteen HR Directors and HR Managers were interviewed in order to gauge their perspectives on the
current practices of CPD as this will depict the actual scenario on how they see; interpret; regulate; implement; and enforce CPD for staffs’ development. The data which was collected via interviews was transcribed and analyzed using thematic analysis. The findings revealed different
approaches or practices of CPD among several service sectors in Malaysia
Impact assessment of job characteristics model on employee engagement / Nurul Hidayah Mohd Nadhir and Fadilah Puteh
No full textThis paper discusses on the impact assessment of job characteristics model (JCM) on employee engagement. The final version of Hackman and Oldham’s JCM in 1980 was adapted in this study. The JCM five core elements namely skill variety, task identity, task significance, autonomy, and feedback were assessed to investigate their impact on employee engagement. A structured questionnaire was employed to collect the data. Data was collected from 234 respondents from public service employees of Ministry of Tourism and Culture, Malaysia. Data was analysed using SPSS. Based on the findings, it was found that only three JCM core elements influenced employee engagement namely feedback (β = .414, p < 0.00), task significance (β = .231, p < 0.05) and skill variety (β = .140, p < 0.05)
Factors that influence employee loyalty: A Study at Manufacturing Sector in Klang and Shah Alam Industrial Zone / Haina Ismail and Fadilah Puteh
No full textEmployees are among the most important assets in any organization because they drive the organization's success or failure. It is critical to maintaining their loyalty to the organization while also preventing them from actively seeking another job alternative or opportunities at another organization (Murali, Poddar & Seema, 2017). Murali, Poddar, and Seema (2017) stated that in general, loyalty is defined as a person's devotion or sentiment of attachment to a specific object, which could be another person or a group of people, an idea, a duty, or a cause. According to Safra (2017), the term loyalty expresses itself in both thought and action and strives for the identification of the loyal person's interests with those of the object. Loyalty can come not only from the employee but also from the organization towards the employee. Jigjiddorj, Tsogbadrakh, Choijil, and Zanabazar (2019), stated that one of the most important factors in sustaining an organization's performance is the retention of skilled and experienced employees. Employee loyalty signals employees' or staff members' capacity to stay and contribute successfully to their employment for an extended period
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