Mohd Faizal Mohd Isa

Employees with Disabilities: Malaysian Employersâ Reflections

Employment among persons with disabilities remains controversial and debatable. This paper briefly explores employers’ perspectives on managing employees with disabilities in their organisations. In particular, this paper discusses experiences shared by organisations when hiring persons with disabilities. A qualitative study was utilised and semi-structured interviews were adopted as the main data collection instruments. Six employers from the private sector in service industries in Malaysia with a breadth experience in hiring PWDs were selected as participants. The discussion of the results centred on the profiles of the employers and reasons for hiring employees with disabilities in organisations. The implications of the findings for organisations, service providers, and the government are further discussed.

The influence of organizational culture on employees’ performance: evidence from Oman

In a knowledge-based environment, the employee’s performance has remained a popular demand in all sectors. All types of organizations have realized that workplace value makes businesses flourish. The aim of this paper is to examine the role of organizational culture on an employee’s performance within the context of public sector organizations. Data were collected from 250 employees using a questionnaire based on a well-known and extensively used measurement tool developed by Wallach. From the result, two out of the three cultural dimensions identified in this study are found to have a significant positive influence on an employee’s performance. This paper contributes to the understanding of organizational culture by providing empirical evidence from a public sector organization in Oman. As a future research direction, we highlight the need for studies on cultural research to examine other types of culture applicable within the public sector domain using a larger sample.

The effect of emotional intelligence on police officers work-life balance: The moderating role of organizational support

Work–life balance is a main concern for employees and employers alike, because a work–life imbalance can cause stress and health-related problems among workers. This study examines the relationship between emotional intelligence and work–life balance among police officers, and also the impact of organizational support as a moderator in this relationship. The data were collected from 1566 police officers in Peninsular Malaysia. Data was analyzed using the Partial Least Square (PLS) method. The results showed a significant and positive relationship between emotional intelligence and work–life balance. Organizational support was also found to moderate this relationship. These findings suggest that to achieve a work–life balance, police officers must have emotional intelligence, and the presence of organizational support would strengthen this relationship. Hence, in managing police officers’ work–life balance, it is important to enhance their emotional intelligence and implement organizational support policies.