Trade unions in Malaysia: Perspectives of employers & employees of unionized companies.

This paper examines the views of employees and employers from unionised companies on trade unions in Peninsular Malaysia. A majority of nonunion members perceived that employers do not display a positive attitude towards the unions at workplace. The role of the individual rather than the collective aspirations of employees is clearly emphasised by employers. The high level of employers’ opposition to unionisation is clearly an indicator of its role in the erosion of collective representation, leading to the diminution of union organising efforts. The highly competitive and dynamic globalized business environment has been the key driver in employers’ attitudes towards trade unions. Trade unions need to review their organising strategies, as well as their internal procedures and processes. Trade unions should go beyond their traditional roles and engage in activities strategic to their communities and employers

Employees' perceptions of trade unions in unionised companies: A survey in Malaysia.

This paper contributes to the understanding of barriers to trade unionism in Malaysia by analysing the perspectives of employees from unionised companies. Employees' perceptions are somewhat positive about their job and work environment and these could be a factor in explaining their non-membership in unions. The survey analysis revealed that non-union employees do not view their unions favourably and perhaps it raises doubts among employees on the ability of unions to protect workplace issues critical to workers. Conceivably this is an indictment of the ineffectiveness of trade unions' leadership. The instrumental perspective appears very prominently in the struggles of unions, and to a lesser extent, the political/ideological perspective. Employees seem to lack knowledge concerning trade unions, indicating unions' failure to reach out to the broad workforce and it is a possible problem in union organising. Union officials should pay more attention to communicating their union's unique characteristics and impact at the workplace. It also offers opportunities to trade unionists to convince the non-union employees in unionised companies for collective representation

Environmental changes and collective bargaining priorities: analysis, implications and outline for future research

There has been limited attempt to examine the issue of collective bargaining, the changes in the larger industrial relations environment and the impact of these changes on Malaysian trade union movement. Thus a study was conducted to enhance the understanding of the process of collective bargaining and the underlying environment within which it is conducted. The emphasis is to examine the nature, extent, and scope of changes in the sector/industry environment, management strategies, workplace practices, and work environment and how they shaped collective bargaining priorities among private sector employee unions in Malaysia. The findings of this research have several practical and theoretical implications

The Effect Of Organizational Learning On Organizational Commitment, Job Satisfaction And Work Performance

The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper

Relationship between strategic human resource management and organizational performance: evidence from selected Malaysian firms

Based on the universal and contingency approach, the relationship between strategic human resource management (HRM) practices and organizational performance have been examined in the Malaysian electrical and electronic sector. The finding provides support for the universal perspective and the resource-based theory that a firm’s human capital pool that is embedded within a synergistic HRM practices will lead to a better organizational performance. It has also proven the idea propagated by institutional theorist that firms will adopt best practices to survive external pressures like economic uncertainty and the market environment

The Influences Of Absorptive Capacity And Social Capital On Knowledge Transfer

This study investigated the current business practices in Japanese electrical and electronics manufacturing subsidiaries as well as the influences of both absorptive capacity and social capital on knowledge transfer within the firms’ intra-MNC network in the wake of full AFTA implementation in 2018. Results showed that employees are generally satisfied with the current practices in these subsidiaries with relation to the eight dimensions being studied; learning system, training, communication, reward, promotion, compensation, trust and centrality. This study also found that absorptive capacity has definite but small relationship with knowledge transfer, while social capital bears much more substantial relationship with the former

The effect of organizational learning on organizational commitment, job satisfaction and work performance

The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper

Factors influencing the effective use of technology among Malaysian teachers

Previous studies revealed that the socio-demographic factors are vital and would sway the actual usage of computer (AUC) among secondary school teachers. Nevertheless the outcome of previous studies had shown inconsistent results. Hence, it is pertinent to investigate further on the influence of socio-demographic factors of gender, age, teaching experience, main subject taught, and training in computer usage on AUC among secondary school teachers. The AUC means the intensity of the computer usage by teachers, which would be measured in terms of how frequently the computer is used for job related and personal tasks. Interestingly this study has been carried out in Malaysia seeing that numerous incentives and support were given to the Mathematics, Science and English language (MSE) teachers to use computer in schools but preliminary observations found that they are not fully making use of the investment in technology

The Influences Of Absorptive Capacity And Social Capital On Knowledge Transfer

This study investigated the current business practices in Japanese electrical and electronics manufacturing subsidiaries as well as the influences of both absorptive capacity and social capital on knowledge transfer within the firms’ intra-MNC network in the wake of full AFTA implementation in 2018. Results showed that employees are generally satisfied with the current practices in these subsidiaries with relation to the eight dimensions being studied; learning system, training, communication, reward, promotion, compensation, trust and centrality. This study also found that absorptive capacity has definite but small relationship with knowledge transfer, while social capital bears much more substantial relationship with the former

A review on the technology transfer models, knowledge-based and organizational Learning Models on Technology Transfer

The main objective of this paper is to contribute to the existing Technology Transfer (TT)literature by reviewing the evolution and development of the previous TT models which include the traditional TT model, models developed after 1990s, other related theoretical foundations underlying TT models, and the current TT models which have strong influence of knowledge-based view (KBV) and organizational learning (OL) perspectives. Since the current management researchers have a strong focus on TT within strategic alliance and other collaborative ventures, this review highlights the significant influence of KBV and OL perspectives on inter-firm TT models. This review attempts to help stimulate the direction of both future theoretical and empirical studies on inter-firm technology transfer specifically 1) on how KBV and OL perspectives could play significant role in explaining the complex relationships between the supplier and recipient in inter-firm technology transfer 2) the tradeoffs that involve between properties of technology, protecting proprietary technologies, competitiveness of the supplier, willingness to transfer technology, and learning attitudes of the recipient in strategic alliances and JVs, and 3) on how KVB and OL perspectives could be integrated in a holistic model to explain the relationships between knowledge transferred, the recipient, the supplier, relationship characteristics and degree of technology transfer