Organizational Happiness Index (OHI): Conceptualization and operationalization of measurement among employees in services industry / Muhamad Khalil Omar, Ridhawati Zakaria and Azzarina Zakaria

The issue of happiness in organization has been debated among academicians f practitioners, and policy makers nowadays. This is because the concept of happiness is very likely to help guide progress towards sustainable development. Whereas sustainable development entails all parties especially public and private organizations to balance economic, social and environmental objectives in a holistic manner. When organizations pursue economic wealth in a lopsided manner, overriding social and environmental objectives, the results often negatively impact human wellbeing inside and outside organizations such as employees, customers and communities. Therefore, there is a strong need for organizations to ensure the sustainability of their development by understanding the level of happiness of their workers. However, evaluating happiness could be inconclusive since available measurements were one-dimensional and non-academically validated. Hence, the objective of this study is to propose a systematic measurement of organizational happiness index that is conceptualized using 3-dimensional Authentic Happiness theory which to be operationalized in service industries settings as these industries employ substantial number of human resources. This study also aims to quantitatively produce the index for each participating service organization besides analyzing the identified research framework using structural equation modeling, where studies emphasizing such an approach are relatively scarce

Customer perception towards service quality provided by Tabung Haji Seremban / Zuhairah Hasan and Ridhawati Hj. Zakaria

Tabung Haji (TH) birth from the idea of working paper presented by the Royal Professor Ungku Aziz titled, “Plan to Improve the Economy of Prospective Pilgrims” in 1959. The functions of this organization are to enable Muslims to save gradually to support their expenditure during pilgrimage and for other beneficial purposes, to enable Muslims to have active and effective participations in investment activities permissible in Islam through their savings and to protect, safeguard interests and ensures welfare of pilgrims during pilgrimage by providing various facilities and services. The purpose of this research is to study the customer perceptions towards the service quality provided by Tabung Haji Seremban. The research used the service quality (SERVQUAL) dimensions. There are 5 dimensions in SERVQUAL which are reliability, responsiveness, assurance, empathy and tangible. This dimension will be used to identify customer perception towards service quality provided by Tabung Haji Seremban as quality services depend on the Tabung Haji Seremban employee’s performance and their ability to provide the services. In this study, the methods used are questionnaire to identify the relevant information regarding the study on customer perception towards service quality provided by Tabung Haji Seremban. 100 questionnaires were given to respondents to answer the questionnaire. The result on customer perception towards service quality will suggest whether the Tabung Haji Seremban may need changes or improvement in their service performance in order to be able to provide continuously quality services and achieve their motto and quality policy

Employee Creativity: An Empirical Study of a Logistic Company in Malaysia

This study looks into the consequences of four different types of psychological capital (i.e., self-efficacy, hope, resilience, and optimism) and leadership support toward employee creativity. Data were collected from 102 respondents among employees of a logistic company in Klang Valley, Malaysia. This study used purposive sampling, and the results were analysed using SPSS to find any significance between all independent and dependent variables. For findings, only leadership support was significant in predicting employee creativity while all dimensions of psychological capital were not. Therefore, this study provides empirical evidence supporting the importance of leadership support in enabling employee creativity. eISSN: 2398-4287 © 2022. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open-access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under the responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians/Africans/Arabians), and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia

The Influence of Proactive Personality, Social Support and Self-Esteem Towards Career Adaptability Among Full Time Postgraduate Business Faculty Students

This paper studies the relationship between proactive personality, social support and self-esteem on career adaptability among postgraduate business students, in a public university in Malaysia. The study used the quantitative approach and online survey questionnaires to collect data from the business doctoral students. Regression analysis was used to determine the relationship between proactive personality, social support and self-esteem with career adaptability among postgraduate students. The study collected from 214 postgraduate students reported that proactive personality and social support are significant in explaining career adaptability while self-esteem was found not significant in explaining career adaptability. This study sheds light on the factors contributing to postgraduate students’ career adaptability. The main challenge lies in adjusting to the work environment, which is influenced by the workplace and the support from employers, especially the Human Resource (HR) teams. HR can develop strategies to help these students better adapt to their new roles, making their transition into the professional world smoother and more successful

HR Practices and Employee Retention: A Study on Automotive Manufacturing Organizations in Malaysia

Employee retention remains a critical challenge within the automotive manufacturing sector, where the loss of skilled talent can significantly disrupt operations and competitiveness. This study investigates the impact of four key human resource (HR) practices - rewards and benefits, career development, performance management, and leadership behavior - on employee retention within a major automotive manufacturing organization in Peninsular Malaysia. Grounded in Herzberg’s Two-Factor Theory, a quantitative research design was employed, and data were collected via a survey questionnaire from 650 executive-level employees across the Selangor and Melaka branches, achieving a 95 percent response rate. Statistical analysis was conducted using SPSS version 26, incorporating descriptive, reliability, and multiple regression analyses to examine the relationship between HR practices and employee retention outcomes. The findings indicate that all four HR practices significantly influence employee retention, with career development showing the strongest relationship. The findings emphasize the need for strategic alignment between HR policies and employee expectations to reduce turnover and foster long-term organizational commitment. This study offers both theoretical and practical implications by reinforcing the role of comprehensive HR practices in shaping employee behavior and organizational stability. It provides actionable insights for HR professionals and decision-makers within Malaysia’s manufacturing sector to enhance workforce retention and maintain competitiveness in a dynamic labor market

Knowledge Sharing Behavior among Non-Academic Staff in Malaysian Higher Education: The Role of Trust, Religiosity, Self-Efficacy and Enjoyment of Helping Others

In today’s knowledge-driven economy, effective knowledge management is essential for organizational success, particularly in higher education institutions (HEIs) where non-academic staff play a critical role in supporting core operations. While previous research has largely focused on academic personnel, limited attention has been given to the knowledge-sharing behavior of non-academic staff. This study investigates the key factors influencing knowledge sharing among non-academic staff at the International Islamic University Malaysia (IIUM) Gombak Campus, examining the roles of trust, religiosity, self-efficacy, and enjoyment of helping others. Adopting a quantitative, non-experimental design, data were collected through structured questionnaires distributed to 102 non-academic employees across various departments. Descriptive, reliability, and multiple regression analyses were conducted using SPSS. The findings reveal that self-efficacy is the most significant predictor of knowledge sharing behavior, followed by trust, which also demonstrated a strong positive influence. In contrast, religiosity did not show a statistically significant effect, and enjoyment of helping others revealed a non-significant negative relationship. These results suggest that confidence in one’s abilities and a trustworthy work environment are crucial enablers of knowledge sharing, while intrinsic altruistic motives and religious commitment may not directly drive such behavior in this context. The study provides valuable implications for higher education administrators to foster a knowledge-sharing culture by enhancing employee confidence and trust-building initiatives. It also highlights the need for further research to explore additional factors and contexts that may influence non-academic staff’s knowledge-sharing practices

Balancing Act: How Work-Life Balance, Workload, Role Conflict and Work Engagement Impact Job Performance in Financial Institutions

Achieving high levels of employee performance is a fundamental objective for organizations aiming to maintain competitiveness and operational excellence. To realize this goal, management must focus on monitoring and enhancing individual job performance. However, many organizations continue to face challenges in identifying which workplace factors most directly impact performance. This study addresses the gap by examining specific variables that influence job performance among employees in financial institutions by looking at the area of work-life balance, workload, role conflict, and work engagement on job performance among employees in financial institutions. Quantitative research design was used in this study, which involved the process of collecting the information via online survey questionnaires from 125 respondents. The findings reported that there were three variables that had a significant relationship towards job performance, which were work-life balance, role conflict, and work engagement. Only one variable was not significant, which was workload. It is very crucial for the management, specifically the HR team in the organization, to enhance employees' job performance to ensure employees are more productive in their daily duties as well as perform their jobs

Investigating Effective Ways to Maximize the Role of Recruitment Agencies

AbstractThe aim of this paper was to investigate the effective ways to maximize the role of recruitment agencies in Malaysia. Kuala Lumpur was chosen as a location of this study. This qualitative study involved 7 informants from 3 categories: the recruitment agency operators, the employers, and the job applicants. In-depth interview was used as a method of data collection. Every response received from the informants was recorded. The findings revealed that the recruitment agencies should focus on recruiting both fresh and post graduates; provide constant training and innovation; increase the agency headcount; conduct industry mapping and carefully search for the clients and candidates; recruit the right candidates; reduce the recruitment fees, screen the good candidates with good working attitudes; stop collecting recruitment fees from candidates, and provide better consultation to ensure its effectiveness. As a conclusion, more research about recruitment agencies should be conducted in order to gain valuable outcome, thus contributing to the human resource field

The Relationship Between Employee Engagement, Physical Wellness, Work-Life Balance and Employee Well-Being

Employees often face challenges in finding work environments that consistently promote their well-being, despite spending a significant portion of their lives at work. This research investigates how employee engagement, work-life balance, and physical wellness relate to employee well-being at Nabati Food Malaysia Sdn. Bhd. Using a quantitative approach, the study tested three hypotheses through a survey with 187 participants, utilizing convenient sampling and an online questionnaire. Data were analyzed with the SPSS version 24.0. The results showed significant relationships between all variables and employee well-being, with employee engagement having the most substantial impact. The study recognized its limitations and provided recommendations for future research. Overall, the findings offer valuable insights for Nabati Food Malaysia and the fast-moving consumer goods sector, emphasizing the importance of enhancing employee well-being to improve business operations and employee satisfaction