How personality moderates the effect of techno-stress on actual use of technology / Nazli Ebrahimi, Rohana Jani and Raida Abu Bakar

Implementing new technologies may bring about some positive as well as negative changes.Some negative sideeffects of these changes may cause high turnover or burnout in companies. Meanwhile, as individuals may experience the stress and discomfort of dealing with challenging environment, recruiting process and human resources (HR) managers will be affected as well. Several factors will affect recruiting in various aspects. Among such factors, however, personality of the interviewee is one of the top reasons which could have some sort of significant impact on the rest of criteria. Many studies show the stress that comes from technology, called techno-stress, will affect the perception of users, and several studies demonstrate that the level of techno-stress will vary with personality of the people. However due to lack of studies we need to understand the impact of different aspects of personality on the relationship between techno-stress and adoption of technology. Therefore, this study examined the moderating role of personality on relationship between techno-stress and Technology acceptance and usage. This paper reports on the literature we reviewed to better understand the moderating role of personality on the relationship between techno-stress and perceived ease of use of the technology

THE ANTECEDENTS OF WORK RELATED STRESS: A STUDY OF GENERATION Y WORKERS IN THE KLANG VALLEY, MALAYSIA

This research aims to test the limits of the theory that have found certain relationships in the West relating to the antecedents of stress. This research aims to show that much of the theories and research in the West are culture-bound and do not necessarily apply to other countries such as Malaysia and especially among certain age groups such as those between 15 years and 34 years known as Generation Y. Results of regression show that role ambiguity, work intensification,  working conditions are significant predictors of work-related stress but role conflict, relationship with colleagues, and bullying or harassment are not significant predictors. Possible reasons for this phenomenon are offered

Perceived Overqualification Repatriates: Post Hoc Analysis for Traditional and Alternative Forms

Repatriates perceived the discrepancy in utilizing their enhanced international experiences upon returning home, resulting in them being perceived as being overqualified, and led to low retention rates. Besides long-term international assignments, the literature on repatriation of alternative forms of international assignment have increased in popularity. Using the snowball sampling technique, a total of 147 returned questionnaires from Malaysian repatriates were valid after data screening. The SmartPLS 3.0 software was applied to conduct structural model analysis and multi-group analysis. It appears that repatriates who perceived that they were overqualified, often exhibited a low affective commitment and high continuance commitment. Beyond that, the impact of the perceived overqualification was prominent among traditional repatriates, as opposed to the alternative form of repatriates, based on the post-hoc findings. This study drew on the relative deprivation theory, and highlighted that a proxy for successful repatriation was to reduce the repatriate’s deprivation, in order to maintain affective and continuance commitment of repatriates. Therefore, this study acknowledges the emerging notion and believe that the post-hoc findings should put the organization on alert, to help maintain the organizational commitment of their valuable repatriates upon returning from both types of international assignments

Does positive organisational behaviour and career commitment lead to work happiness

This study aims to identify if positive organisational behaviour (POB) and career commitment affect work happiness. Assessment on these two factors were conducted via structural equation modelling. A cross-sectional study comprising 393 ICT professionals working in Malaysia was conducted through a questionnaire survey that was based on the seven-point Likert scale. The research model used was guided by the broaden-and-build theory and the self-determination theory. AMOS version 21 was used for the analyses. Findings indicate that POB has positive relationships with work happiness but career commitment has no significant relationship with work happiness. There was evidence to support that individuals who were positive in nature were more likely to feel happy with their work. There was also evidence to reject the notion that a committed worker was a happy worker. These findings have practical implications on the management and the development of an emerging workforce. Copyright © 2019 Inderscience Enterprises Ltd

Socioemotional wealth and family commitment

Purpose: The purpose of this paper is to determine the elements of family-centric non-economic goals, such as socioemotional wealth (SEW) of family business owners, that drive family commitment. The empirical study further tests whether such relationships are impacted by the aspect of ownership, that is, who controls the firm: founder generation or subsequent generation of owner managers. Design/methodology/approach: Deploying the SEW and stakeholder theories, this study proposes a conceptual link between soecioemotional wealth dimensions and family commitment. The study is based on a survey of 357 private family firms in Bangladesh involved in manufacturing ready-made garments. The respondents are all in senior-level management positions in their respective firms and are members of the dominant owning family. Findings: Prior to considering the moderating effect of controlling generation, the results indicate that four out of five FIBER dimensions of SEW affect family commitment, except for binding social ties. The study also finds that when a comparison is made between the founder generation and the subsequent generation of family firm managers, it is the latter that manifests significantly higher levels of family commitment when the focus is on the two FIBER dimensions of SEW: binding social ties and identification of family members with the firm. Research limitations/implications: Although the cross-sectional nature of the study exposes the study to the specter of common method bias, procedural remedies were initiated to minimize the likelihood. Furthermore, data were collected from a single key informant in each organization. Therefore, both a longitudinal study and corroborating data from more than one individual in each firm would possibly provide a more robust picture. Practical implications: Key decision makers from within the family who wish to see their subsequent generation remain engaged and committed to the family firm may find cues from the fact that focusing on binding social ties and identification of family members with the firm play an important role in ensuring continued commitment to the business by their successors. Social implications: Family businesses are recognized to be vital contributors to most societies around the globe, both as employment generators as well as catalysts of economic activities. Hence, policy makers may derive pertinent information from the study in adopting policies to nurture and ensure survival and continuity of family-owned businesses, by understanding how family-centric non-economic goals impact family’s desire to commit resources, time and effort to the enterprise from generation to generation. Originality/value: Determining the factors that drive continued engagement and commitment of family members to the business enterprise is a phenomenon that needs to be better understood in order to ensure continuity and survival of family enterprises across generations. This study attempts to provide a more nuanced understanding of how different components of family-centric goals, such as SEW, impact family commitment. The study contributes to theory building by providing a conceptual link that demonstrates the components of SEW that are most pertinent in terms of ensuring higher levels of family commitment to the family-owned business. © 2019, Emerald Publishing Limited

Socioemotional wealth and performance in private family firms

Purpose: Socioemotional wealth (SEW) has emerged as a defining concept that distinguishes family-owned business organizations from businesses that are not exclusively controlled by family coalitions. This empirical study expands the literature by presenting a more nuanced understanding of how individual dimensions of socioemotional wealth interacts with firm performance outcomes. Deploying the stakeholder theory, the purpose of this study is to propose a research model linking the five dimensions of SEW with firm performance to propose and test a set of hypotheses. Design/methodology/approach: To test the hypotheses, data were collected through a survey of 357 medium-to-large private family firms in Bangladesh that were involved in export-oriented production of ready-made garments. Based on structural equation modeling, the data were analyzed using SmartPLS. Findings: The results indicate that out of the five dimensions of SEW, three dimensions – family identification, emotional attachment and renewal of bonds through dynastic succession – have a positive and significant impact on firm performance. On the other hand, family control and influence have a significant but negative impact on firm performance. The only exception is in the case of binding social ties, which indicate a non-significant relationship. Research limitations/implications: By attempting to provide a clearer and predictable link between family-centric non-economic goals and firm-centric business goals, the study contributes to theory building and attempts to address the conflict in the literature in the study of family involvement in management and performance of the business enterprise. Practical implications: For industry practitioners and family business owners, it could provide guidance on which family-centric goals would maximize benefits to the firm and address the family-based utilities. Future strategic plans aimed at growth and sustainability of family firms can derive important clues from the findings of this study and design actionable goals that leverage those dimensions of socioemotional wealth that have a positive impact on firm performance. Social implications: Social implications of ensuring survival of family businesses are significant because of their role as one of the largest sources of employment generation in most societies. Policymakers and regulatory authorities would be able to frame customized initiatives to foster growth and sustainability of family enterprises that have such large impact on the economy. Originality/value: Theoretical contribution of the study comes from a more nuanced understanding of relationships between the individual dimension of SEW and firm performance, which will delineate a more consistent and predictable link between family-centric goals and firm-level outcomes. From the perspective of practical contribution, this may provide useful guidelines to industry practitioners and policymakers to frame initiatives that enable growth and sustainability of family firms that are typically the largest employment generators in most economies. © 2019, Emerald Publishing Limited

Religiosity as a source of influence on work engagement: a study of the Malaysian Finance industry

The majority of work engagement studies have been conducted using a quantitative approach with limited attention to the institutional and social contexts. Meanwhile, the role of religion in shaping people’s philosophy and behaviour in life and work has been gaining attention from management researchers. Studies have revealed the positive impact of religiosity on a number of human resources and organizational outcomes. However, few studies treat religious belief as a job or personal resource from a HRM perspective. This study fills part of this research gap by focusing on the relevant factors that may affect work engagement in the Malaysian Islamic context. Drawing on data from 41 semi-structured interviews with mid-ranking professionals from the finance sector, this study responds to calls for more focus on contexts and for deeper qualitative investigations into individual dynamics that concern religiosity and work engagement. It provides evidence that religiosity plays an important role in work engagement. Our findings have implications for people management in organizations that have a diverse workforce representing multiple religions