Muhammad Awais Bhatti

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...

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.

Supply chain practices and performance: the indirect effects of supply chain integration

Purpose – The purpose of this paper is to employ a newly developed framework to examine the complex relationship between different components of supply chain practices, supply chain integration (SCI) and supply chain performance (SCP) in the Malaysian electronics sector. Design/methodology/approach – This study utilizes survey data of 156 electronics firms in Malaysia and tested the research framework and hypotheses. In addition to the traditional approach of Barron and Kenny (1986), the Sobel test as well as a bootstrapping approach, which is deemed for small sample size, is used to formally test the indirect effects of SCI in the model. Findings – SCI has fully and partially mediated the relationship between supply chain management practices (SCMPs) and SCP. SCI fully mediates the relationship between SCP and three of the SCMPs, namely, information quality, agreed vision and goals and postponement strategies. The relationship of supply strategic partnership, customer relation management, information sha...

Modelling marketing resources, procurement process coordination and firm performance in the Malaysian building construction industry

Purpose – The purpose of this paper is to establish a link between marketing resources, procurement process coordination (PPC) and firm performance. To allow for greater understanding in the field of supply chain management, the present study looked into the coordination between the construction firms and their main building materials suppliers. Design/methodology/approach – This study employed the quantitative method where stratified random sampling and self-administrated questionnaires were sent to respondents in the construction industry. The research framework was tested using structural equation modelling technique. Findings – The empirical result revealed that marketing resources have positive and significant effects on PPC dimensions. It was also found that PPC (mainly joint operation planning and supplier relationship development dimensions) has significant positive relationship towards firm performance. Research limitations/implications – This study focused solely on the firms in the construction...

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.

Human resource management factors and service recovery performance in Malaysian life insurance industry

Purpose – The purpose of this paper is to investigate the human resource factors (rewards, training teamwork and empowerment) that affect service recovery performance (SRP) of customer service employees in life insurances companies. Life insurances industries in Malaysia are facing stiff competitions due to growing consumerism, changing consumer choices and expectations. SRP is very important aspect in the insurances firms toward retaining the customer and one of the key competitive advantages for sustainability and adding value to the organization in the future. Design/methodology/approach – The data obtained from 350 customer service employees based on convenience sampling were analyzed using regression and hierarchical analysis. Findings – There are two factors, namely, empowerment and training, affecting the SRP. The employment status moderated the relationship between reward and SRP. The limitations of this study have been noted and further research suggestions are also included that are very important for SRP. Originality/value – This study has added knowledge regarding the factors that affect SRP, in general, and precisely in life insurance industries in Malaysian context.

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.

Factors affecting e-training adoption: an examination of perceived cost, computer self-efficacy and the technology acceptance model

ABSTRACT The objective of this paper is to highlight the role that perceived cost, computer self-efficacy and the technology acceptance model (TAM) constructs have in e-training adoption in the Nigerian civil service. With the use of the SmartPLS 2.0 M3 software, a framework that included perceived cost, computer self-efficacy and TAM constructs (perceived usefulness (PU) and perceived ease of use (PEOU)) was tested on 450 heads of departments. Scales on perceived cost, computer self-efficacy, PU and PEOU developed by previous studies were modified accordingly and used. This paper found perceived cost to have a significant effect on e-training adoption. Computer self-efficacy was statistically insignificant through PEOU. In addition, PEOU had an indirect effect through PU. Therefore, only PU of the TAM constructs indicated strong predictive strength in e-training adoption. This paper showed that with e-training adoption, facilities such as computers can be put in place, which can improve the outlook of the civil service. In addition, the cost that is usually associated with traditional training can be reduced, increasing the opportunity to invest in other aspects of the civil service which can help in adding to the overall performance. Relationships were examined in this paper, which were shown to be favourable to e-training adoption in the Nigerian civil service.

Factors affecting service recovery performance and customer service employees: A study of Malaysian life insurance industry

Purpose Service recovery is very important to the insurance industry; it helps to maintain clients, it is a crucial competitive advantage for business survival and it adds value for the organization’s continued future. The purpose of this paper is to investigate the factors influencing service recovery performance (SRP) of customer service employees in the life insurance industry from three dimensions; organizational (customer service orientation and top management commitment), human resource management (rewards, training, teamwork and empowerment) and personal (affective organizational commitment, role ambiguity, role conflict and emotional exhaustion). This study also investigated job satisfaction and the intent to resign. Design/methodology/approach Data were gathered through self-administered questionnaires from 350 customer service staff employed by life insurance companies in the Northern region of Peninsular Malaysia by using a convenience sampling technique. Data were analyzed using multiple regressions. Findings The findings indicated that customer service orientation, training, empowerment, affective organizational commitment, role stressors and emotional exhaustion influenced staff’s SRP. The findings also showed that SRP influenced job satisfaction and intention to resign. Practical implications The research advances understanding of the influence of organizational, personal and human resource management factors on SRP and result constructs, namely, turnover intentions and job satisfaction. The researchers in Malaysia can use this model for future research in a service sector fields such as banking, retailing and hospitality to replicate and compare this finding. For practitioners especially the managers in insurance services providers can take actions and formulate proper strategies for customer service employees to deliver high level of performance in order to satisfied customer and continue stay in the organizations. Originality/value Very little attention has been given to examine the impact of human resource, personal and organizational factors on SRP and the influence of SRP on result constructs, namely, job satisfaction and intention to resign in the life insurances area. Furthermore applying equity theory especially in the SRP area was not given fully attention.