Mohamad Sahari Nordin

Social Support, Work-Family Enrichment and Life Satisfaction among Married Nurses in Health Service

Abstract—The objectives of this research are i) to examine the psychometric properties of the constructs of social-support, work-family enrichment and life satisfaction, ii) to validate the hypothesized interrelationships among the constructs of social support, work-family enrichment and life satisfaction among nurses of public hospitals in Malaysia and iii) to examine the likely mediation effect of work-family enrichment on support-satisfaction relationship. Survey questionnaire was administered to 689 married nurses of public hospitals in Malaysia. A full structural modeling testing was used in SEM with AMOS 17 data-fitting program, supported the hypothesized relationship. The results substantiated the psychometric adequacy of the measure and produced a good-fitting life satisfaction model among nurses.

Self-Esteem, Work-Family Enrichment and Life Satisfaction among Married Nurses in Health Care Service.

Managing work and family roles become a critical issue due to changes in the lives of men and women. Hence, understanding work and family roles is seriously important for organization in helping employee to experience satisfaction in life. Thus, the objectives of this research are i) to examine the psychometric adequacy of the constructs of self-esteem, work-family enrichment and life satisfaction ii) to validate the hypothesized interrelationships among the constructs of self-esteem, work-family enrichment and life satisfaction among nurses of public hospitals in Malaysia and iii) to examine the likely mediation effect of work-family enrichment on self-esteem-satisfaction relationship. Survey questionnaire was administered to 689 married nurses of public hospitals in Malaysia. A full structural modeling testing was utilized with AMOS maximum likelihood estimation, supported the hypothesized relationship. The results substantiated the psychometric adequacy of the measure and produced a good-fitting life satisfaction model among nurses.

Principal change leadership competencies and teacher attitudes toward change: the mediating effects of teacher change beliefs

Abstract This study investigates the relationship between Principal Change Leadership Competencies, Teacher Change Beliefs and Teacher Attitudes toward Change. A total of 936 teachers from 47 High Performing Secondary Schools in Malaysia completed the survey. Structural equation modelling was applied to test the models. Firstly, the results showed that Principal Change Leadership Competencies was significantly related to Teacher Change Beliefs and implied that if school principals equipped themselves with sufficient Principal Change Leadership Competencies, Teacher Change Beliefs can certainly be enhanced. Secondly, Teacher Change Beliefs was significantly related to Teacher Attitudes toward Change whereby the stronger the Teacher Change Beliefs, the greater the enhancement of Teacher Attitudes toward Change. Thirdly, Teacher Change Beliefs was indeed a total mediator in the relationship of Principal Change Leadership Competencies and Teacher Attitudes toward Change. Put simply, via Teacher Change Beliefs, the impact of Principal Change Leadership Competencies on Teacher Attitudes toward Change was relatively strong as Teacher Change Beliefs greatly facilitated the influence of Principal Change Leadership Competencies on Teacher Attitudes toward Change. Thus, in-depth enhancing Teacher Change Beliefs is one of the effective ways to increase the likelihood of teachers to embrace change. Fourthly, Principal Change Leadership Competencies was more influential than teachers’ self-influence in enhancing Teacher Attitudes toward Change. Therefore, concerted effort must be given to prioritize the continuous development of principal change leadership in effective change management. The study encourages a fresh look at change leadership development and ultimately alters the traditional approach of school principals in managing change.

Teacher change beliefs: validating a scale with structural equation modelling

The objectives of the study were to validate a substantiated Teacher Change Beliefs Model (TCBM) and an instrument to identify critical components of teacher change beliefs (TCB) in Malaysian secondary schools. Five different pilot test approaches were applied to ensure the validity and reliability of the instrument. A total of 936 teachers from 47 high-performing secondary schools completed the survey. Structural equation modelling was applied to test the models. Exploratory factor analysis was employed to identify the underlying factors, whereas confirmatory factor analysis was applied to test the measurement models. The analysis yielded a three-factor TCBM: (1) discrepancy, (2) efficacy and (3) principal support. The results demonstrated a good fit of the model: normed χ2 = 3.156, Tucker-Lewis Fix Index = .987, Comparative Fix Index = .991 and Root Mean Square Error of Approximation = .048. The results also provided evidence for convergent validity, discriminant validity and construct reliability. The TCBM is an empirically tested model derived in a local Malaysian cultural education setting. It provides direction for practitioners in planning and designing training programmes of change management for school principals in the enhancement of TCB among teachers in schools. Besides, Teacher Change Beliefs Scale is a promising and welcome tool for both practitioners and researchers. With only nine items, it is easy to administer and not time-consuming.

Supervisor support, work/family conflict and employee satisfaction among nurses in health care service

Understanding work and family roles is critically important for organization in enabling employee to experience satisfaction in life. Besides, this is one of the possible solutions for organization to attract and retain capable employee. The present study aims to validate the hypothesized interrelationships among the constructs of supervisor support, work-family conflict and satisfaction outcomes among nurses. Survey questionnaire was administered to 689 married nurses employed in five regional public hospitals in Malaysia. The hypothesized relationships were tested using a full structural modeling with AMOS maximum likelihood estimation. The results indicated that supervisor support is positively related to satisfaction of employee such as well-being, family and job satisfaction. However, the findings also revealed that supervisor support is negatively related to work-family conflict and satisfaction outcomes. The research concluded that the need of supervisor support is practically important in helping employee to achieve satisfaction in life.

Validating the Model of Predictors of Academic Self-Handicapping Behavior

The main aim of the present study is to validate the model of predictors of self-handicapping behavior (POASH) on the data derived from undergraduate students in an ongoing co-curriculum compulsory course. The study adapted and extended the original theory of reciprocal interaction of emotion, cognition and behavior by adding self-handicapping behavior component. In so doing, this study assessed the direct and indirect effects of emotion, cognition and behavior via student engagement on self-handicapping behavior. The second purpose of the study is to evaluate gender and nationality status invariants of the causal structure of POASH. This cross-validation procedure determined whether gender and nationality status moderated the causal structure of the model, and thus the generality of POASH. The data was collected from two self-reported questionnaires administered to 790 undergraduates of an International Islamic University in Malaysia. A confirmatory three-step approach theory testing and development using Maximum Likelihood method was applied. The results of structured equation modeling supported the adequacy of POASH and the causal structure of POASH proved to be applicable to both genders and nationality statuses.