Mohamed Mohamed Battour

The Mediating Role of Tourist Satisfaction: A Study of Muslim Tourists in Malaysia

Abstract This study attempts to empirically test the mediating effect of overall tourist satisfaction between travel motivations (push and pull) and destination loyalty. The tourism motivations were found significantly and positively related to tourist satisfaction. The results also supported that the tourist satisfaction positively associated with destination loyalty. The results indentified that the most important push motivations for Muslim tourists include achievement, exciting and adventure, family togetherness, knowledge/education, and escape. The most important pull motivations for Muslim tourists include natural scenery, wide space and activities, cleanness and shopping, and modern atmosphere.

Transfer of training: does it truly happen?: An examination of support, instrumentality, retention and learner readiness on the transfer motivation and transfer of training

Purpose – The purpose of this study is to highlight the importance of selected environmental, situational and individual factors in the training transfer process. Design/methodology/approach – This study proposes and tests a framework via structural equation modelling by including supervisor and peer support, instrumentality and learner readiness on 503 Malaysian bank employees. It proposes a modified and improved scale for learner readiness previously developed by Holton et al.. Findings – As hypothesized, supervisor and peer support increase the motivation level of the trainee to transfer the learned skills. The findings of this study will help researchers to resolve the conflict among past researchers about the role of peer and supervisor support in training transfer process. In addition, an improved scale of learner readiness is used and the result indicates a significant relationship between learner readiness and transfer motivation. Furthermore, this study explains the importance of intrinsic reward...

Islamic tourism: an empirical examination of travel motivation and satisfaction in Malaysia

The objectives of this study are to test the relationship between tourism motivations and tourist satisfaction, and to test how ‘Religion’ moderates the relationship. The variable ‘Religion’ is represented by the availability of Islamic norms and practices relevant to tourism at the destination. The results of the partial least square indicate that tourism motivations are significantly and positively related to tourist satisfaction. The results also showed that Religion significantly moderates the relationship between pull motivation and tourist satisfaction. However, the moderating effect of Religion on the relationship between push motivation and tourist satisfaction was not supported.

Expatriates adjustment and job performance

Purpose - The purpose of this study is to examine the mediating effects of expatriate adjustment (work, general and interaction) between individual (previous international experience, self-efficacy, social network and cultural sensitivity) and organizational factor (direct and indirect support) and job performance. Design/methodology/approach - The data were collected from 201 expatriates working in Malaysia and analyse by using structural equation modelling (Amos-16). Findings - The results of the study indicated that expatriate adjustment (work, general and interaction) mediate the relationship between individual and organizational factors and expatriate performance (supervisor rated). Research limitations/implications - The data were collected from the expatriates working in Malaysian universities. There can be differences between education industry and pure business organization in terms of working environment, selection process and management support. The respondents were citizens of different countries around the world which include Asia, Europe and Middle East. Even though Malaysia is a multicultural society and expatriates from any part of the world can find themselves in Malaysia, this research did not group the respondents in terms of their cultural differences and similarities with Malaysian culture. Practical implications - The findings of this study suggest that human resource managers and MNCs management should provide direct and indirect support to the expatriates and their families in terms of language and cultural training, career development, logistical assistance, family mentoring, psychological counselling, job search, self-development and social activities. Furthermore, recruitment managers and MNCs management should consider these factors before appointing any employee for international assignment. Finally, the findings of this research suggest that better expatriate performance help MNCs to perform better in their international operations which will ultimately improve the home and host country economic situation. The better performance of MNCs in their international operations through effective expatriate performance will encourage other domestic organizations to expand their operations globally. Originality/value - Expatriate literature have highlighted many individual and organizational factors which affect expatriate job performance and adjustment but the role of some individual and organizational factors is still not clear and/or ignored by past researchers. For example, the role of direct and indirect support has not been well conceptualized in past studies. In addition, only a few studies have explained the importance of self-efficacy, cultural sensitivity and social network in expatriate literature. Furthermore, role of previous international experience has generated conflicting results in past research.

Effects of personality traits (big five) on expatriates adjustment and job performance

Purpose – Researchers have been focusing on the predictors of expatriates adjustment and job performance at different levels (individual level, organizational level, and societal level) but still some of the predictors have been ignored or unclear in the expatriate literature. The purpose of this paper is to examine the effects of personality traits (big five) on expatriates adjustment and job performance. Design/methodology/approach – In this regards, data were collected from 201 expatriates working in Malaysia and analyzed by using structural equation modelling with Amos 16. Findings – The findings of this study indicated that personality traits (big five) which include extroversion, openness to experience, agreeableness, conscientiousness, and neuroticism positively influence expatriate adjustment which further influence expatriate performance rated by peers. In other words, expatriates adjustment (work, interaction, and general) mediate the relationship between big five personality traits (extroversio...

Can organizational learning foster customer relationships? Implications for performance

Purpose – The purpose of this paper is to investigate the influence of both organisational learning and customer relationship management (CRM) on a firms performance, as well as the potential mediating role of CRM in the link between organisational learning and performance.Design/methodology/approach – Based on the literature, the authors designed a framework that links organisational learning, CRM, and performance. Data were collected through a self‐administered questionnaire. Confirmatory factor analysis is used to purify the measurement scales, and structural equation modelling was used to test the hypotheses.Findings – The findings provide support for a positive relationship between organisational learning and CRM. The results also indicate that organisational learning has a significant indirect effect (through CRM) on performance.Originality/value – Knowledge of the learning‐CRM‐performance chain is limited to a few conceptual articles. This research is one of the first empirical studies designed to...

Effects of individual characteristics on expatriates' adjustment and job performance

Purpose – Researchers have been focusing on the predictors of expatriates’ adjustment and job performance at different levels (individual level, organizational level and societal level), but still some of the predictors have been ignored or unclear in the expatriate literature. The purpose of this paper is to develop a comprehensive framework in order to better understand the role of individual factors in expatriate adjustment and job performance. Design/methodology/approach – The review of past research is used to develop a conceptual framework. Findings – This conceptual paper provides theoretical ground for individual factors which include Big Five, self-efficacy, previous international experience, cultural sensitivity and social network and proposes that expatriate adjustment (work, general and interaction adjustment) mediates the relationship between individual factors (personality traits (Big Five), self-efficacy, previous international experience, cultural sensitivity and social network) and expatriate job performance (rated by peer and supervisor). Practical implications – This paper also provides practical implications for the managers and professionals involved in expatriates’ selection, training and performance management. This paper suggests that managers involved in selection of candidates for international assignment should consider personality traits, level of self-efficacy, previous international experience, social network and cultural sensitivity at the time of selection of candidates for international assignment. Furthermore, managers should design pre-departure training programs in a way that enhances candidates’ self-efficacy level, overcomes cultural sensitivity, and motivates them to expand social network. Finally, managers should explain to the candidates how they can use their personal skills and knowledge to gain work, general and interactions adjustment in order to achieve job tasks. Originality/value – The proposed framework is developed based on the past theoretical review in order to cover the gap and contribute to the body of knowledge in expatriate literature. Based on the proposed framework, this paper invites researchers to empirically test the suggested propositions in order to further strengthen and develop understanding about individual factors including Big Five and other expatriates’ adjustment and job performance predictors.

E-training adoption in the Nigerian civil service

Purpose – The purpose of this paper is to highlight the factors that aid e-training adoption in the Nigerian civil service. Design/methodology/approach – This paper is based on a review of past literature from databases, reports, newspapers, magazines, etc. The literature recognised the role of perceived cost, computer self-efficacy, availability of resources and perceived support in e-training adoption. Using technology acceptance model (TAM), this paper explained the importance of these variables in e-training adoption in developing country context. Findings – The authors found that the combined role of perceived cost, computer self-efficacy, technological infrastructure, Internet facilities, power supply, organisational support, technical support and government support is critical for e-training adoption in developing countries, particularly in Nigeria. Thus, the authors proposed the combination of these variables which would encourage future research on the use of TAM in technology adoption. Research ...

Kulim Land Office Malaysia: success with effective leadership style

Subject area Leadership. Study level/applicability This case study is useful for graduate and post-graduate students. Case overview Kulim Land Office is the department responsible for the management of the affairs of the land in this area and it focuses on harmony, progress and prosperity management so that they are conducted in an orderly manner, and in accordance with the requirements of regulations and existing laws. Kulim Land Office is a public organization which is managed by the Land Administrator and two assistants of the Land Administrator. There are about 60 staff and they are being led by the Land Administrator Tuan Haji Md. Shuhaimie b. Abd Rahman, AMK, BCK, ASK. Since the Tuan Haji Md. Shuhaimie leadership started in August 2009, the units had experienced many successful achievements and, not surprisingly, have become a benchmark for other departments in the state of Kedah and the whole Malaysia public departments. This case study explains the importance of different leadership style at workplace and ways to avoid criticism. This case study also explains different methods to motivate subordinates to develop effective leader-follower relationship. Expected learning outcomes This case study will help students understand leadership style and ways to avoid criticism. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.