The influence of human resource management practices on work engagement : The case of lectures in Polytechnic Tuanku Syed Sirajuddin

The main objective of this study is to determine the influence of Human Resources Management (HRM) practices (leadership support in administrative policies, employee communications, career development and rewards and recognitions) on employee work engagement. To attain the objectives, the quantitative method was used and data were collected through questionnaires. A total of 140 questionnaires were distributed to 8 departments in Polytechnic Tuanku Syed Sirajuddin, Arau, Perlis. Only 120 questionnaires were received and used for further analysis. The data were analyzed using Pearson correlation, regression analysis and frequency test. The findings exhibited that, there were relationship between Human Resource practices with work engagement. All the independent variables are positively correlated with employee engagement since P value less than 0.01(p<0.01), it is significant. Lastly, the regression analysis between HRM practices and work engagement indicated that employee communication is the highest beta value that employee communications were found being the most important factor in explaining work engagement. In conclusion, it is observed that HRM practices have influence on the employee work engagement. Demographic factors also affect the engagement level of the employees. This shows that employers need to develop a proper and well-structured HRM policies in attaining high work engagement level among the employees

Developing an instrument to assess information technology staff motivation

Motivation is a key factor that influences individual effort, which, in turn, affects individual and organizational performance. Nevertheless, motivation at work depends on the organizational rewards and incentives, according to individual goals. This paper reports on the development of an instrument designed to measure the motivation of Information Technology people at their workplace. Psychology theories and work addressing intrinsic and extrinsic motivation have been studied. Some motivation instruments were reviewed and analyzed. Specificities and special characteristics regarding IT workers were evidenced and combined with other more general motivation factors. The instrument has been developed according to the five dimensions of the Worldatwork framework, resulting in a set of 30 scale items addressing 23 variables. Besides measuring the IT motivation levels, the tool may also help any organization to understand the weaknesses and strengths regarding incentive policies, and therefore, assist on the definition of new ones

ELECTRONIC WORD-OF-MOUTH: AN INTEGRATION OF SOCIAL INFLUENCE AND IDENTITY

Over the past decade, electronic word-of-mouth communication (EWOM) has become more salient in online contexts. However, the extant literature on EWOM has largely depended upon theories developed in traditional offline contexts. We proposed that both individual and social settings should not be ignored in the study of EWOM and sought to integrate two perspectives: social influence and social identity. More specifically, we examined the impact of cognitive and emotional social identities on social influence. While both types of social identities were positively associated with social influence, the strength of influence varied depending on the type of products being consumed. We also found that fewer members identified with communities where there were high discrepancies in members’ product expertise. Conversely, more members identified with communities where they had strong ties. These findings had strong theoretical and practical implications on EWOM

The Impact of Less Traditional Employee Benefits on the Turnover Intention of State Information Systems Employees

This study explores the influence of less traditional employee benefits (e.g., familial and participant benefits) on state IS employees perceptions of their workload, work exhaustion and turnover intention. The employee benefits explored did not directly influence work exhaustion and turnover intention but significant interaction effects were detected. Employee benefits negatively moderated the relationship between perceived workload and work exhaustion and between work exhaustion and turnover intention for state IS employees. This research begins the discussion regarding the influence of different benefit programs on key workforce constructs of interest to organizations

Entrepreneurship by circumstances and abilities: the mediating role of job satisfaction and moderating role of self-efficacy

Prior studies have found that job dissatisfaction and self-efficacy are significant factors influencing individuals’ entrepreneurial propensity. Existing literature on entrepreneurship often regards job dissatisfaction as an entrepreneurial push factor and self-efficacy as an entrepreneurial pull factor. The argument is that individuals who are dissatisfied with their jobs are more likely to seek alternative mode of employment such as self-employment. In other words, poor job circumstances may push individuals to leave their paid employment to start their own businesses. On the other hand, personal abilities such as self-efficacy may pull individuals toward starting their own businesses in areas where they are confident and competent in. Despite the importance of job dissatisfaction and self-efficacy for new venture creation, few if any studies have examined the entrepreneurial phenomena from a holistic perspective. Utilizing concepts from the P-E fit and self-efficacy literatures, this paper argues that the path to entrepreneurship is a multi-faceted interactive process between individuals’ personal attributes and their work environment. We specifically examined how IT professional’s personal attributes such as innovation orientation and self-efficacy condition individuals for an entrepreneurial career in unsatisfactory work environments.

Job stress, quality of work life, job satisfaction and turnover intention among executive level employees of Intel Technology Sdn. Bhd.

Employee turnover has always been a matter of concern for organizations. A large degree of employee turnover is highly detrimental to both the organization as well as the employees. The main objective of this study is to explore the factors that influence turnover intention among the executive level employees who are working in Intel Technology Sdn. Bhd. as well as to identify the most significant factor influencing turnover intention. Three independent variables namely job stress, quality of work life, and job satisfaction were examined to determine their relationship with dependent variable, which is turnover intention. A cross-sectional study was chosen for this study. A total of 155 respondents were involved in this study. Data were gathered through questionnaires and was being analysed using Statistical Package for Social Science (SPSS) version 19.0. This study applied descriptive statistics, reliability analysis and inferential analysis to examine the relationship among the variables. The multiple regression analysis of job stress shows that there is a significant and positive relationship on turnover intention. However, there is an insignificant and negative relationship between quality of work life and turnover intention. Besides that, job satisfaction has a significant and negative relationship on turnover intention. Findings of this study also suggested that job satisfaction is the most significant factor that influences turnover intention among executive level employees who worked at Intel Technology Sdn. Bhd. The implication of this study is that organization should take appropriate action during human resource planning as the determinants in increasing employee’s satisfaction and reduce turnover intention. Future research should be including other factors like organizational politics and downsizing that might influence the turnover intentio

Exploring the Relationship between IT Use and Wellbeing

This study explores the relationship between use of tablet PCs in daily life and individuals’ perceptions of wellbeing. Our results indicate that the number of features used and the degree to which different features are used directly influence individuals’ subjective wellbeing and exert indirect effects on physical wellbeing. These findings suggest that more research is needed to advance understanding of the phenomenon. Developing understanding of these relationships could facilitate efforts to engage people meaningfully with IT and support improvements in wellbeing for individuals, social groups, and society

Working Relationships Of IS Professionals And End Users: Testing Discrepancy Theory

Information systems (IS) services frequently fail to meet expectations of management and end users, in terms of budget, schedule, or requirements.  Such failures may be attributed to the unique viewpoint and expectations of each set of stakeholders. A multidimensional measure of IS performance is used to examine the differences in expectations and perceptions of outcomes of IS professionals and two groups of end users – accountant end users and non-accountant end users.  Results show that accountant end users have greater expectations than non-accountant end users, but similar expectations to IS professionals.  Results show that performance was rated higher by IS professionals than either accountant-users or non-accountant users. Finally, discrepancy theory was tested with an ANOVA model to confirm that positive discrepancy (where outcomes exceed expectations) is associated with greater satisfaction for both stakeholder groups.

HUBUNGAN ANTARA KETERLIBATAN KERJA DENGAN KUALITAS KEHIDUPAN KERJA PADA KARYAWAN

Abstrak Penelitian ini bertujuan untuk mengetahui hubungan antara keterlibatan kerja dengan kualitas kehidupan kerja pada karyawan. Metode penelitian yang digunakan adalah metode kuantitatif. Peneliti menggunakan subjek sebanyak 82 orang karyawan dengan status merupakan karyawan tetap. Pemilihan subjek menggunakan sampling jenuh, yaitu keseluruhan populasi dijadikan subjek penelitian. Teknik pengambilan data dengan menggunakan skala. Skala yang digunakan merupakan skala yang disusun berdasarkan aspek dan indikator. Teknik analisis data yang digunakan adalah menggunakan uji product moment dengan bantuan SPSS versi 25.0 untuk windows. Hasil penelitian menunjukkan bahwa terdapat hubungan yang signifikan antara keterlibatan kerja dengan kualitas kehidupan kerja pada karyawan dengan nilai signifikan 0,000 (sig &lt; 0,05) dan nilai koefisien relasi r sebesar 0,760. Hal ini berarti hubungan antara keterlibatan kerja dengan kualitas kehidupan kerja memiliki hubungan yang kuat. Nilai posistif juga menunjukkan bahwa korelasi berjalan searah. Apabila keterlibatan kerja pada karyawan tinggi atau meningkat maka kualitas kehidupan kerjanya juga akan tinggi atau meningkat. Sebaliknya apabila keterlibatan kerja rendah atau menurun maka kualitas kehidupan kerjanya juga akan rendah atau menurun. Kata Kunci: Kualitas kehidupan kerja, Keterlibatan kerja, Karyawan. &nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Abstract This study aims to determine the relationship between work involvement and the quality of work life of employees. The research method used is a quantitative method. Researchers used the subject as many as 82 employees with the status of permanent employees. Subject selection using saturated sampling, that is, the entire population is the subject of the study. Data collection techniques using a scale. The scale used is a scale based on aspects and indicators. The data analysis technique used is using the product moment test with the help of SPSS version 25.0 for windows. The results showed that there was a significant relationship between work involvement and quality of work life for employees with a significant value of 0.000 (sig &lt; 0.05) and the value of the relationship coefficient r of 0.760. This means that the relationship between work engagement and quality of work life has a strong relationship. A positive value also indicates that the correlation goes in the same direction. If the work involvement of employees is high or increased, the quality of their work life will also be high or increase. Conversely, if work involvement is low or declining, the quality of work life will also be low or decrease. Keywords: Quality of work life, Work involvement, Employee