Norida Abdullah

A Grounded Analysis towards Developing a Career Decision Making Competency Model for Students Employability

This study focuses on developing a model of career decision-making competency for students’ employability. It examined the relationship between self-knowledge (SE), occupational exploration (JSI) and career decision-making (CDMSE) among undergraduates’ students. The instruments used were, the Rosenberg Self-Esteem Scale, Job-Search Intensity Scale, and Career Decision-Making Self-Efficacy Scale. Participants were recruited using a cluster sampling procedure. The questionnaire is reliable and valid to measure SE, JSI and CDMSE. Data collected from 678 undergraduates students were tested with confirmatory factor analysis to obtain three best-fit measurement models from the three latent variables. Subsequently, the structural equation modeling was applied to test the hypotheses. The results showed a strong relationship between SE and CDMSE, a positive relationship between JSI and CDMSE, and a positive relationship between SE and JSI. Implications of the findings for social work practice such as guidance counsellor, research, theory, policy and education were also discussed.

Recognition and Appreciation and the Moderating Role of Self-esteem on Job Satisfaction and Performance among IT Employees in Melaka

The purpose of this study is to explore and examine employees’ perceptions of recognition and appreciation among Telekom Malaysia (TM) employees in Melaka and the psychological influence it has on their job satisfaction, performance, productivity, and commitment towards the organizational goals. According to one of the laws of psychology which “says if you want someone to repeat a behavior, you should positively recognize the behavior immediately”. Thus, it has been positively affirmed that every human being like to be recognized and appreciated because it is an innate aspiration. Conversely, even though there is nothing complex about recognition and appreciation, studies has found that these items consistently receive the lowest ratings from employees. Furthermore, research conducted over so many eras constantly and consistently discovered that people care about fair treatment, thus, recognition and appreciation of employees must be done appropriately and timely in order for the program to be effective and efficient and achieve its full objective and set goal of motivation. The constructs that will be used in this study will be operationalized using previously-validated and originally developed measures with little or no modifications where necessary to suit the present research context while the primary data of this research will be analyzed using AMOS software.