Normala Daud

The Dynamic Role of Social Exchange and Personality in Predicting Turnover Intentions among Professional Workers

Abstract The dynamic role of fairness, trust and teamwork has strongly affected professionals’ attitude and behaviours that are commonly complex and uncontrolled. Separations between personality and professionals’ behaviour have led to poor social interaction activity within an organisation. This paper is aimed at discussing the impact of social exchange in predicting turnover intentions among professional workers and the mediating role of personality in this relationship. Clear and strong behavioural expectations among professional workers must engage with fair treatments on interactional, distribution and procedures. Organisational trust formed the central focus on integrity between employee-employer where professional workers perceived that the ethical practises should be in place. Teamwork develops high commitment among team members and a two-way communication encourages feedback, clear job expectations and sustains long term relationships. Professional workers’ openness to experience value helps in the freedom to create new ideas, innovation and create new experience for career development. The propositions were developed to explain the relationship between social exchange and personality in predicting professional workers’ turnover intentions. Based on several limitations, there would therefore seem to be a definite need for conducting an empirical study to link between social exchange and turnover intentions among specific or combination professional occupations such as engineers, doctors, architects, accountants and lawyers. The need to conduct a qualitative study is to prove the most important dimensions used to predict actual turnover intentions among professional workers, whilst a quantitative method is employed to examine the impact among variables based on the developed research model.

Quality of work life and organizational commitment amongst academic staff: Empirical evidence from Malaysia

The purpose of this paper is to determine the level and relationship between quality of work life with organizational commitment amongst academic staff in one of the leading public universities in Malaysia. A survey instrument was used to measure the perception of academic staff concerning their level of quality of work life and its relationship to organizational commitment. A total of 300 sets of questionnaire were distributed to academic staff in selected faculties and 170 useable questionnaires were used for statistical analysis. Based upon the study, the levels of QWL were found to be favorable and Organizational Commitment among staff were moderate. Practical implications, limitations of the study and suggestions for future research are offered.

Exploring human resource practices in small and medium-sized enterprises in Malaysia: An empirical analysis

This paper reports the results of a study recently conducted to examine the extent of human resource practices being emphasized by the Malaysian small and medium-sized enterprises. A personally administered survey using structured questionnaire was employed in this study. A total of 108 useable questionnaires were analyzed. The findings reveal that there is considerable diversity among SMEs in relation to the adoption of human resource practices where a majority of these organizations use an informal approach in managing their human resource practices. A discussion of the findings and implications for future research are offered.

The influence of quality of work life on organizational commitment: A study on academic staff in public institution of higher learning in Malaysia

The purpose of this paper is to examine the relationship between quality of work life with organizational commitment amongst academic staff in one of the leading public institutions of higher learning in Malaysia. Data were gathered from a survey instrument used to measure the perception of academic staff on their quality of work life and its relationship to organizational commitment. A total of 300 sets of questionnaire were distributed to academic staff in selected faculties and 170 useable questionnaires were used for statistical analysis. The regression results indicated that the levels of quality of work life were found to be favorable and organizational commitment among staff were moderate. The results also suggested that participation was the most important factor that influence commitment followed by growth and development.

Individual Entrepreneurial Orientation and Talent Retention of Engineers: A Pilot Survey

Solving a crucial shortage of engineers in the internal labour market and a turnover cost are the major concerns to reassess a strong determination of engineers’ behavioural expectations towards current employment. A recent retention problem occurred when organisations rarely highlighted engineers as intrapreneurs. Consequently, engineers’ entrepreneurial behaviours are slowly undebated and limited action has been taken to assess individual entrepreneurial orientation (IEO) to predict years that remain among talented engineers. Therefore, the objective of this study is to assess the items used for IEO in predicting retention outcome (intention to stay) among Malaysian engineers in manufacturing companies. This study adopted IEO and talent retention (intention to stay) items and a survey that recruited 110 engineers based on convenience sampling technique. Participants were recruited from various manufacturing companies located in Malaysia. Strong evidence was found that innovativeness (0.766), proactiveness (0.793), risk-taking (0.830) and autonomy (0.884) items were reliable (>0.70) for predicting the engineers’ intention to stay (0.879). Developing engineers with IEO behaviours and organisations can closely monitor the mobility of engineers to other jobs. The links between IEO and talent retention interpret a better solution to meet engineers’ career orientations and positive behavioural intentions.

Employee Engagement Determinants and Employee Retention: A Study Among Generation Y Employees in Malaysia

In today’s complex business environment, organization is facing challenges in retaining their employees especially young employees, known as Generation Y. The purpose of this paper is to investigate the relationship between determinants of employee engagement toward the retention of Generation Y employees in the banking sector. The study also seeks to provide the theory-based empirical evidence using social exchange theory (SET) to determine whether the role of employee engagement influence the retention of these young employees. A total of 200 bank employees representing a range of Malaysian banks will be selected using stratified random sampling. This study attempts to contribute toward the positive relationship of young employees’ retention in the organization through employee engagements determinants. Several significant findings as well as theoretical implications would be drawn from the results of the study for building better organizational environment for Generation Y employees to be retained in the organization.

Empirical investigation on quality of life among residents in a community: A case study in Malaysian National Park

Tourism is an industry with enormous impacts. With the growth of tourism, impacts of tourism development have become more visible in society. It is an industry with the whole arrays of impacts and do not stop at economic impacts alone. It is also an industry that has many environmental and social and cultural consequences. The objectives of the study are to identify the levels of the economic, social, cultural and environmental impacts of tourism on the life of residents as perceived by the residents of Malaysian National Park, Taman Negara. In addition, the study aimed to identify the level of quality of life of residents in the area. Respondents of the study consisted of residents that reside within the area of National Park. Questionnaires were personally distributed to a total of 300 residents around the National Park area. From this, a total of 230 questionnaires were collected and were used in the final analysis. The result of the study indicate moderate mean values for the all the components of economic impact, Social impacts components have from low to moderate mean values. Cultural impact components also have from low to moderate mean values. Environmental impact components also have from low to moderate mean values. In addition, the finding of the study indicates that the respondents perceive their quality of life (QOL) to be on moderate level.