Safiah Omar

Work Happiness and Intention to Leave of ICT Professionals in Malaysia: An Exploratory Study

Study on work happiness is important in individual especially in organization settings since the positive psychology movement started in the year 2000. This study assessed several factors that can contribute to maximize the quality of work performances. It was found that the existence of positive emotions at work contributed to reducing the employees’ intention to leave. As an exploratory study, the results also found that the constructs of work happiness have negative relationships with both intention to leave the organization and the career. Only general work happiness is significant with both intentions to leave whereas satisfaction with work was found to be not significant in the studied model through regression analyses. Implications of this study and recommendation for future studies are discussed.

Learning Organization Culture, Organizational Performance and Organizational Innovativeness in a Public Institution of Higher Education in Malaysia: A Preliminary Study

Abstract The existence of learning organization culture has been proven to influence growth and development of an organization. This study explores the level of learning organization culture and its associations with organizational performance, and organizational innovativeness among academics in a Public Institution of Higher Education in Malaysia (PIHE). Statistical results obtained from 40 academics indicate significant positive associations between all variables. Continuous learning was found to be the highest correlated with organizational performance while collaboration and team learning was found to be highly associated with organizational innovativeness. Detail of results, implications of study, and future research are discussed.

Moderator Influences on Individualism-collectivism and Career Adaptability among ICT Professionals in Malaysia☆

Abstract Career adaptability has been identified as one of the skills needed for individual who works in ICT industry due to fast and consistent technological upgrading. Individualism-collectivism has been studied by many researchers in cross-cultural to assess certain research constructs including work behaviours. This study assessed whether the relationship between the culture constructs and career adaptability is significant, and whether several demographic characteristics have moderating effect on the relationship using structural equation modelling (SEM). It was found that only horizontal individualism, vertical individualism, and horizontal collectivism has positive relationships with career adaptability. Among several demographic characteristics tested, only age and position level has moderating influences on the relationships. Implications of the research are discussed and suggestion for future studies is included at the end of the study.

The Influence of Career Adaptability and Work Happiness on ICT Professionals' Intention to Leave

Studies on intention to leave are important to distinguish between stayers and leavers in the organization. This article assesses whether career adaptability and work happiness can be the factors that may have influence on intention to leave among ICT professionals in Malaysia. Samples consist of 393 participants who work in ICT related companies and data were analyzed using structural equation modelling SEM. The results indicate that individual will have lower level of intention to leave due to higher level of career adaptability and work happiness.

Organizational Innovativeness as Predictors to Organizational Performance of Public Universities in Malaysia

The transformation of Public Institutions of Higher Education (PIHE) in Malaysia to become competitive at the international level brings up the need to improve the organizational performance level among the academicians. This comes together with the development and implementation of organizational innovativeness in the education industry. This article firstly assessed the level of organizational performance and organizational innovativeness among the academicians in Malaysian PIHEs. Secondly, organizational innovativeness is assessed whether it may have any influence on organizational performance using correlation and multiple regression analyses. Using samples of 88 academicians taken from various public universities in Peninsular Malaysia, the level assessment found that both variables are moderate. The highest correlation was found between organizational innovativeness with development target and characteristics. The highest Beta value in multiple regressions was also found between organizational innovativeness with development target and characteristics followed by curriculum planning, and reputation. Implications and further research suggestions are discussed in this paper.

Career Commitment and Intention to Leave Among ICT Professionals in Malaysia

The study on career commitment is important in employment retention issues. It was regarded that professional employees are committed to their profession more than the organization itself. This study evaluates the level of career commitment among 303 ICT professionals located in Peninsular Malaysia and investigates whether it has any influence on their level of intention to leave. The results found that career identity, career planning and career resilience have negative influence on both intention to leave the organization and intention to leave the career. All three constructs of career commitment were found to have significant impact on intention to leave the organization. However, only career identity and career resilience were found to have significant impact on intention to leave the career. It was also found that the level of intention to leave the organization is higher than the career. Implications of this study and recommendation for future studies were discussed.

Notice of Retraction Organizational climate and its influence on organizational commitment: Case in Jakarta

The study was conducted to investigate the levels of the eight components of organizational climate study and 3 components of organizational commitment, which are on Organizational Design, Communication, Leadership, Teamwork, Decision Making, Culture, Job Satisfaction, Motivation, Affective Commitment, Continuance Commitment and Normative Commitment in XYZ Group in Jakarta Indonesia. A survey was being employed in which questionnaires were used to assess the studied construct. A quantitative analysis was conducted in which 150 employees from XYZ Group were asked to complete the survey instrument. The result of these study shows that there is moderate relationship between all the aspects of organizational climate and organizational commitment components.

Organizational climate and its influence on organizational commitment: Case in Jakarta

The study was conducted to investigate the levels of the eight components of organizational climate study and 3 components of organizational commitment, which are on Organizational Design, Communication, Leadership, Teamwork, Decision Making, Culture, Job Satisfaction, Motivation, Affective Commitment, Continuance Commitment and Normative Commitment in XYZ Group in Jakarta Indonesia. A survey was being employed in which questionnaires were used to assess the studied construct. A quantitative analysis was conducted in which 150 employees from XYZ Group were asked to complete the survey instrument. The result of these study shows that there is moderate relationship between all the aspects of organizational climate and organizational commitment components.

RETRACTED ARTICLE: Organizational climate and its influence on organizational commitment: Case in Jakarta

The study was conducted to investigate the levels of the eight components of organizational climate study and 3 components of organizational commitment, which are on Organizational Design, Communication, Leadership, Teamwork, Decision Making, Culture, Job Satisfaction, Motivation, Affective Commitment, Continuance Commitment and Normative Commitment in XYZ Group in Jakarta Indonesia. A survey was being employed in which questionnaires were used to assess the studied construct. A quantitative analysis was conducted in which 150 employees from XYZ Group were asked to complete the survey instrument. The result of these study shows that there is moderate relationship between all the aspects of organizational climate and organizational commitment components.