Semarak Advanced Research in Organizational Behaviour

Effects of Perceived Organisational Support and Psychological Contract Fulfilment on Work Engagement

2024-04-17T03:08:04+07:00

The dynamic nature of the contemporary workplace significantly influences its employees’ well-being, productivity, and collaboration. In the face of challenges posed by globalisation, international competition, and organisational change, workplaces have become arenas where employees encounter numerous obstacles. The evolving landscape is marked by insufficient regulation, precarious work relationships, uncertain career trajectories, and escalating job demands, among other consequences. These trends emphasise the pressing need to understand and address the multifaceted impacts on employee experiences within this dynamic context. Underpinned by Social Exchange Theory, this research explores the relationships among perceived organisational support, work engagement, and the mediating role of psychological contract fulfilment. Drawing on data from a purposive sample of 200 respondents through a standardised online survey and analysed with Smart-PLS, this research unravels critical insights into how perceived organisational support can act as a crucial factor in mitigating the challenges posed by the dynamic workplace. Confirming a positive association between POS and WE, the findings highlight the mediating influence of psychological contract fulfilment. Perceived organisational support fosters work engagement and plays a pivotal role in safeguarding the adverse effects of contemporary workplace dynamics. This research contributes to theoretical understanding and carries practical implications for organisational strategies, advocating for targeted interventions that reinforce organisational support. As organisations grapple with the intricate dynamics of the modern workplace, this research provides actionable insights into mechanisms that foster a positive and engaged workforce, ultimately contributing to developing strategies for cultivating thriving work environments amidst dynamic challenges.

Analyzing the Impact of Work Events on Emotions: Exploring Dimensional Influences

2024-04-17T03:39:46+07:00

Acknowledging the pivotal role of emotions in the workplace and their profound influence on job satisfaction, performance, and overall well-being, this study addresses a significant gap in research by exploring the specific dimensions of work events and their distinct impact on emotions. Focusing on the unique context of Malaysian public universities, the article examines the intricate dynamics between workplace events and emotional responses among employees. Grounded in the Affective Events Theory, this research contends that specific work occurrences trigger emotional reactions, shaping employees’ attitudes toward their work environment. Conducted with 537 administrative staff members, the study employs linear regression analysis in SPSS version 27 to comprehensively evaluate how various dimensions of work events influence emotional responses. The findings reveal that negative interpersonal interactions, infrastructure challenges, career development issues, and organizational policies are positively linked to negative emotions. Conversely, positive interpersonal interactions were associated with positive emotions, and positive career development events were found to positively influence negative emotions. Notably, negative task-related events were found to have an adverse impact on positive emotions. Emphasizing the significance of considering diverse dimensions of work events, this study provides actionable insights for the nuanced understanding and effective management of employees’ emotions in the workplace

Long Distance Job's Impact on Individual Work Performance

2024-04-17T03:49:55+07:00

Nowadays, employees often have to endure long commutes to reach their workplaces. The reasons behind this trend are diverse. In situations where job opportunities are scarce, workers are more willing to travel long distances to maintain their employment, whereas in a competitive job market, employees are more selective about their commuting preferences. Commuting by motorcycle or car can be as stressful as being stuck in traffic for a long time. It can raise the anxiety levels of commuters. Those who rely on public transport to commute are more likely to experience physical and mental health issues, which can affect their work performance. Due to the high cost of living, many employees are willing to commute long distances for higher wages. The study aims to examine the impact of prolonged travel hours on work performance over time. This research study employs a deductive approach to test an established theory. The study focuses on employees who commute long distances to work. This study employs non-probability and convenience sampling as the technique. Around 450 Malaysian respondents were sent the questionnaires through various digital platforms, such as e-mail, WhatsApp, Instagram, and Facebook. The findings showed that hypothesis 1 is accepted with a p-value of <0.01 and that limited job opportunities have a significant relationship with individual work performance among Malaysian workers, but two more hypotheses were rejected. Hypothesis 2 was rejected with a p-value of 0.899, followed by Hypothesis 3, which was also rejected with a p-value of 0.618 due to rising prices for goods and services that can negatively impact household well-being and increase the cost of living. The study provides empirical and conceptual evidence to support the government's initiative on the conceptual framework of long-distance job literacy and individual work performance. It recommends reviewing the existing MBO policy and legal framework to cater to the needs of employees in both established and emerging nations towards long-distance working methods.

Exploring Need Satisfaction in IT Professionals: The Role of Employee Engagement in Flexible Work Arrangements using Fuzzy Delphi Method

2024-07-31T13:03:37+07:00

IT companies like Microsoft and Google have been investing in data centres in Malaysia from the start of 2024. However, IT professionals prefer working abroad due of the favourable currency rate. IT professionals have persistently embraced flexible work arrangements since the pandemic, enabling businesses to access a wider talent pool and enhance employee retention more efficiently. The objective of this study is to investigate the employee engagement model among IT professionals who practise flexible work arrangements and examine its influence on the satisfaction of their needs. The study implements the Fuzzy Delphi method, employing a mixed method research approach. During the initial phase, a series of qualitative semi-structured interviews were carried out with 6 IT professionals who had over 5 years of job experience. The qualitative data was analysed using deductive thematic analysis to discover important themes associated with employee engagement and need satisfaction. During the second phase, a questionnaire was handed out to 10 IT professionals who have over 10 years of working experiences. The purpose was to validate the findings and reach a consensus on the discovered factors. The findings provide strong proof of expert consensus, with a 75% agreement rate on all factors relevant to employee engagement and need satisfaction. These findings suggest that the elements listed are crucial for improving the fulfilment of needs among IT professionals in the context of flexible work arrangements. The study offers useful information to organisations, allowing them to build more strategic strategies for involving IT professionals in flexible work arrangements. Overall, this research contributes to the existing literature on employee engagement and need satisfaction in the context of flexible work arrangement, particularly within the Malaysian ICT industry.

Ethical Leadership and Academic Staff Behaviour: Ethical Climate's Role and Moral Identity's Limit

2024-08-15T11:55:32+07:00

Ethical behaviour among academic staff is essential for maintaining the integrity and reputation of educational institutions. However, there is limited understanding of the factors that influence such behaviour, especially among academic staff, in the context of Malaysian public universities. This study aims to investigate the effect of ethical leadership on ethical behaviour among academic staff, with a focus on the mediating role of ethical climate and the moderating effect of moral identity. Employing a quantitative research methodology, data were collected from 601 academic staff across five selected Malaysian public universities through a structured questionnaire. The principal results reveal that ethical leadership does not have a significant direct relationship with ethical behaviour. However, ethical climate significantly mediates the relationship between ethical leadership and ethical behaviour. Contrary to expectations, moral identity does not moderate the relationship between ethical leadership and ethical behaviour. These findings emphasize the importance of creating a supportive ethical climate to encourage ethical behaviour among academic staff. The study extends existing literature by providing new insights into the mechanisms underlying employee ethical behaviour and offers practical recommendations for public universities aiming to promote ethical conduct.