The Moderating Role of Individual Adaptability Towards the Influence of Transformational Leadership and Employee Reactions on Individual Work Performance in Malaysia Oil and Gas Company

Leadership effectiveness has been the subject of interest by researchers over the years. Labour market is changing very quickly and working domain constantly modified due to uncertain social and economic environment. This development requires individual to adapt fast in an increasingly complex work environment which demands employees to apply creative, innovative, collaborative, and analytical skills that technology cannot replicate. Such skills can generate new ideas, products, and better procedures. Hence, this study aims to propose a leadership effectiveness model that incorporates individual adaptability as a moderating factor. To elucidate and expand the current leadership effectiveness model, the expectancy theory of motivation was applied in this study to explore the thought process of interaction between individuals and the environment. The respondents constitute employees of oil and gas companies in the upstream segment in East and West Malaysia. This study employed a cross-sectional research design and data were obtained using a multistage sampling technique from 204 employees at four hierarchical positions. The Structural Equation Modelling (SEM) in IBM-SPSS-AMOS 24.0 was utilized to analyze and assess the inter-relationships of constructs. All four hypotheses achieved the desired significant level and were supported. The findings stress the significance of individual adaptability in boosting work performance, especially since there is scarce research on individual adaptability that examines skills such as creative, innovative, collaborative, and analytical skills but rather on culture and unfamiliar environment. The limitations and recommendations are also highlighted in this study

Outward FDI of Malaysia: An Empirical Examination from Macroeconomic Perspective

Outward FDI of Malaysia was nearly non-existent prior to 1970s. Nonetheless, recently Malaysia has not only been able to sustain FDI inflows position, but also emerged as the fifth largest investor among the developing economies in Asia region (UNTACD, 2005). This study aims to investigate the selected macroeconomic determinants of outward FDI of Malaysia, namely income, exchange rate and openness. The Johansen and Juselius cointegration test and the vector error correction model are applied in this study to analyze the quarterly data from 1991:Q1 to 2004:Q4. The findings verified that the outward FDI of Malaysia is determined by income, exchange rate and openness of the economy in both the short- and long-run.

Outward FDI of Malaysia: An Empirical Examination from Macroeconomic Perspective

Outward FDI of Malaysia was nearly non-existent prior to 1970s. Nonetheless, recently Malaysia has not only been able to sustain FDI inflows position, but also emerged as the fifth largest investor among the developing economies in Asia region (UNTACD, 2005). This study aims to investigate the selected macroeconomic determinants of outward FDI of Malaysia, namely income, exchange rate and openness. The Johansen and Juselius cointegration test and the vector error correction model are applied in this study to analyze the quarterly data from 1991:Q1 to 2004:Q4. The findings verified that the outward FDI of Malaysia is determined by income, exchange rate and openness of the economy in both the short-and long-run

The Moderating Role of Individual Adaptability in the Leadership Effectiveness Model: A Conceptual Paper

Leadership effectiveness has been the subject of interest by researchers over the years. While transformational leadership and employee reactions have been strongly associated with leadership effectiveness, individual adaptability has also become increasingly important in the current working environment, which demands employees to apply creative, innovative, collaborative, and analytical skills that technology cannot replicate. Although studies on individual adaptability have focused on culture and unfamiliar environment, there are scarce findings on individual adaptability in the context of skills. For this reason, the present study extends the existing literature on individual adaptability in order to measure the impacts of these skills on the links between transformational leadership and employee reactions with individual work performance. To further explicate and extend the current leadership effectiveness model,the expectancy theory of motivation is applied in this study and the researchers also suggest that individual adaptability moderates the relationships between transformational leadership and employee reactions with individual work performance. Therefore, this paper contributes to the literature by developing a leadership effectiveness model of individual work performance by incorporating skills as the new measurements for individual adaptability as a moderator in the present study

The Impact of Transformational Leadership on Employee Reactions towards Individual Work Performance : A Conceptual Paper

Interest in the impact of transformational leadership on employee reactions for decades, been the focus of research studies and variety of countries. Employee reactions are usually defined in this research specifically in terms of organizational commitment, job satisfaction and citizenship behavior. Either while such studies have focused on direct or indirect relationships between the specific factors, there is little evidence of any research, which examines the leadership effectiveness as a serially integrative relationship. This study therefore proposes a more comprehensive model of transformational leadership, which incorporates the key factors of employee reactions. The expectancy theory of motivation is used to expand and clarify the current model of leadership effectiveness. This paper claims that the reactions of employees are crucially nested in the transformational leadership – individual work performance relationship. In particular, the significance of this paper is therefore to develop the serially integrative relationship model between transformational leadership, organizational commitment, organization citizenship behavior, job satisfaction and individual work performance