Kamarul Zaman Ahmad

The association between training and organizational commitment among white-collar workers in Malaysia

The exploration of the relationship between organizational commitment and training is still in its early stages. Although there have been several studies reported on training and organizational commitment in Western countries, very little has been done in respect of the local professionals in Malaysia. This research investigates the association between five training variables (availability of training, support for training, motivation to learn, training environment and perceived benefits of training), and various aspects of organizational commitment (affective commitment, normative commitment, continuance commitment and overall organizational commitment). The availability of training, support for training, motivation to learn, training environment, perceived benefits of training were all significantly correlated with affective commitment, normative commitment and overall organizational commitment. The training environment and perceived benefits were also significantly correlated with continuance commitment. However the availability of training, support for training and motivation to learn were not significantly correlated with continuance commitment. This suggests that despite other forms of commitment, Malaysian workers do not feel that they need to remain in an organization that has made available the training, given support for the training and were motivated to learn. Otherwise, results suggest that on the whole, training does seem to have an influence on organizational commitment. The practical implication of this is that managers, who are so desirous of enhancing organizational commitment among their subordinates, should pay more attention to training. Annual income was found to correlate positively with affective commitment and overall commitment. Age and tenure were not significant predictors of overall organizational commitment contradicting studies in the West. This demonstrated that Malaysians might have different attitudes towards organizational commitment. The older they are and the longer they stay within an organization do not imply that they will be committed towards their organization. This phenomenon can be attributed to the uncertain business environment in Malaysia.

Relationship between leader‐subordinate personality congruence and performance and satisfaction in the UK

Purpose – This study aims to investigate the relationship between leader‐subordinate congruence and performance and satisfaction.Design/methodology/approach – Data were gathered from 267 leader‐subordinate dyads in a light manufacturing electrical assembly plant in Wales and 82 leader‐subordinate dyads in another, in England, UK. Data on personality of the respondents and their supervisors were gathered using the 16 personality factor test. The absolute difference between the personality score of the respondent and the supervisor for each of the five secondary personality factors were calculated. The absolute differences were then totalled to obtain a total difference score.Findings – As expected, there was a significant correlation between the difference scores and satisfaction with the supervisor and overall job satisfaction. The results suggest that, if management wishes to improve satisfaction of their subordinates, the personalities of supervisor and subordinate should be similar. The direction of th...

Attracting scientific and technical talents from abroad: The Malaysian experience

Summary Attracting skilled people in science and technology (S&T) and engineering has assumed urgency in todays increasingly knowledge‐intensive economy. Countries, both rich and poor, have adopted various strategies to entice top talents in S&T to their shores. This paper describes the initiatives adopted by Malaysia to attract skilled personnel to serve the country. These measures, however, have not met with much success. An account of the findings of a recent study to review these initiatives is also given. It is suggested that the adoption of future initiatives, among others, should accord more emphasis on developing partnerships between local scientists and their counterparts abroad as well as enhancing the domestic environment for S&T. This article argues that the success of any program aimed at enticing and utilizing talent from abroad must be holistic in scope and, above all, have the unwavering commitment of the government.

Authentic leadership, work engagement and organizational citizenship behaviors in petroleum company

Purpose - – The purpose of this paper is to explore the relationship between authentic leadership (AL), work engagement (WE), and organizational citizenship behaviors (OCB) among United Arab Emirates (UAE) nationals working in the petroleum sector. This study further intends to examine the mediating effect of psychological empowerment (PE) on above mentioned relationship. Design/methodology/approach - – Quantitative method involving self-reported questionnaire was used in this study. Data were collected from 189 UAE national employees from one of the major petroleum companies in the UAE. An extensive online questionnaire consisting of 70 questions was designed in Version 2.05+ of LimeSurvey, an open source-based survey tool. Structural equation modeling using Lisrel was deployed to examine the relationship between AL, PE, WE, and OCB. Findings - – The results revealed that AL significantly increases WE and OCB. Results also indicated that PE increases the strength of relationship between AL with WE and OCB while acting as a mediator. Practical implications - – The research results suggested that leaders and discussion makers in the petroleum sector in UAE should encourage their managers to adopt a more AL style. Given that AL is strongly related to WE, PE, and OCB, AL training programs is consequently important in building employees that would be more empowered and engaged. Originality/value - – This study contributes to organizational behavior and industrial psychology literature. The study is unique in respect to the research model that was developed and validated. It’s one of the first attempts to empirically investigate the direct relationship among AL, PE, WE, and OCB in Middle-East context. This study was conducted in UAE, where AL concept has been rarely investigated and finding from this study may help in filling up the gap in knowledge.

Organizational climate and job satisfaction: do employees’ personalities matter?

The purpose of this paper is to provide some insights on the interplay of organizational climate and job satisfaction, taking personality traits as a moderator.,The paper reviews the extant literature from which it develops a theoretical model which is then tested empirically in the Malaysian context, using hierarchical regression methodology.,The results imply that there are moderating effects of personality traits on the relationship between certain aspects of organizational climate and job satisfaction.,The cross-sectional nature of this study inhibits the testing of causality between the variables. The research model and hypotheses were tested, using data drawn only from companies operating in a single country.,The paper provides valuable information to leaders and managers in understanding which personality works better in the potential casual linkage between organizational climate and overall job satisfaction. This paper also helps practitioners to understand better why the same climate can have different impacts on different people.,It contributes to the conceptualization of the organizational climate by emphasizing Litwin and Stringer’s (1968) dimensions of organizational climate as the important determinants of the job satisfaction. Moreover, it expands the traditional discussion by incorporating the personal traits that moderates the relationship between organizational climate and the job satisfaction.

The New Age Complimenting the Digital Age: Using Hypnosis, NLP and Time Line TherapyTM Techniques to Reduce Negative Emotions among People Involved with Information Technology

Although the amount of interaction with computers is increasing in the current digital age, humans are still facing emotional problems at work. This research looks at the effectiveness of new age techniques such as Hypnosis, Neuro Linguistic Programming (NLP) and Time Line TherapyTM (TLT) in getting over, or reducing the intensity of negative emotions attached to memories of stressful events in the past among people involved with information technology (IT). This experimental research involved 20 test subjects from the IT department of various organisations and 32 control group subjects. Statistical T-Tests revealed that with the test group, there were significant reductions in intensity levels of negative emotions after undergoing the procedures compared with before, with all three methods. There were no significant changes in the control group.

Promoting Organizational Citizenship Behaviour Through High Involvement Human Resource Practices: An Attempt to Reduce Turnover Intention

This study examines the possibility of inducing organizational citizenship behavior (OCB) through human resource (HR) philosophy and high involvement HR practices administered at the workplace. Leader-member exchange (LMX) is posited to be a potential mediator. Data was collected from hotel frontline employees and analyzed through structural equation modeling. Findings show that HR philosophy drives the formulation of the bundles of high involvement human resource practices and such philosophy contributes to employees’ willingness in exhibiting citizenship behavior directed at individuals (OCBI) as well as organizations (OCBO) as a whole. High involvement HR practices, however, do not elicit OCB but are significantly related to LMX, a new theoretical insight which should invite future research. Although exchanges between supervisors and subordinates are proven to have influences on employees’ willingness in performing OCB, LMX does not mediate the relationship between high involvement HR practices and OCB. Overall, hotel frontline employees participated in this study exhibit more of OCBO as a whole, rather than OCBI; and such behavior reduce their intention to leave. Both theoretical and practical implications as well as avenues for future research are discussed.

Emotionomics – Leveraging Emotions for Business Success

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