The Relationship Between Human Resource Management Practices, Affective Commitment, And Knowledge Sharing Behavior

Kajian ini mempunyai dua objektif. Pertama, kajian ini adalah untuk menentukan hubungan antara persepsi pekerja tentang amalan pengurusan sumber manusia (PSM) dan gelagat perkongsian ilmu mereka. The objective of this study was twofold. First, the study was to examine the relationship between HRM practices and employees knowledge sharing behavior

Knowledge and the importance of knowledge sharing in organizations

The purpose of this paper is to discuss knowledge and the importance of knowledge sharing in organizations. Hence, this paper discusses in detail the different types of knowledge that are important in organizations and the definition of knowledge sharing.Besides that, this paper also details out the benefits of knowledge sharing in organizations and various factors that could influence knowledge sharing in organizations

Trust and its relationships with knowledge sharing and virtual team effectiveness

Virtual teams represent one form of organization structure that revolutionize the workplace and provide organizations with unprecedented levels of flexibility and responsiveness.However, implementing virtual teams could be quite challenging especially if it involves different languages, time zones, and communication styles.Most importantly, the autonomy of the virtual environment may cause team members to distort social and contextual information,and with limited proximal communication between team members,it can create a lack of trust among members of the virtual team members which can significantly reduce the effectiveness of these teams.Hence, this paper reports a study conducted to examine the relationship between trust and virtual teams effectiveness, by looking into the mediating effect of knowledge sharing.Results of hierarchical regression analysis indicated that knowledge sharing and all the three types of trust are significantly related to virtual team effectiveness.However, only personality- based trust and institutional-based trust are significantly related to knowledge sharing, but knowledge sharing only partially mediates the relationship between these two types of trust and team effectiveness

Assessing the relationship between organisational commitment and knowledge sharing behaviour

Knowledge sharing is one important activity in knowledge management. It enables knowledge to be created, as well as acquired and used by others. However, there are reasons to believe that employees are reluctant to share knowledge with their colleagues. Thus, in order to ensure the success of knowledge management effort, knowledge sharing among employees must be encouraged. Though studies had shown that there are many factors that might affect knowledge sharing behaviour, this paper aims at exploring the relationship between organisational commitment and knowledge sharing behaviour. Regression analysis on data gathered from a sample of 114 R&D employees’ indicated that affective commitment and normative commitment were significant predictors of tacit knowledge sharing. Additionally, explicit knowledge sharing was significantly and positively predicted by affective commitment. Implications, limitations, and suggestions for future research are highlighted

INTEGRATED BUSINESS STRATEGY AND ITS CONSTRUCTS: PILOT STUDY AT HOTELS IN MALAYSIA

Since hotel industry is major contributor to the growth of Tourism Industry in Malaysia, it is vital to take into consideration of issues that are being carried by the industry. For example the high turnover of employee in hotel due to poor strategy conducted by hotels’ management. This paper explores the new strategy measurement which is the integrated business strategy dimensions in fitting the hotel industry due to the scarce of hospitality strategy at present. The new strategy is developed from the integration of four business strategy scholars. The new strategy dimensions have been renamed and items of the strategies have been tested through a pilot study. In the pilot study, a questionnaire of 29 items to measure integrated business strategy were formed. It is hoped that this measurement tool will contribute to the setting of a foundation to future hospitality strategy development and management of hotels in MalaysiaHospitality strategy, business strategy, integrated business strategy and hotel

Career concern as predictor of turnover intention: Empirical evidence from education industry

Retaining the best employees is of high concern for most organizations and this issue has become a significant focus of attention for many researchers. For this reason, there is the necessity to investigate the factors which influence the employee turnover intention behavior in the organization, specifically to examine the effect of Career concern on turnover intention. Career concern was conceptualized by Adult Career Concern Inventory (ACCI) which used to measure and operationalized the Career concern variable. Data was collected to investigate the relationships in a sample of 270 full time faculty members employed in different private universities of Pakistan. The Finding of this paper indicated that career concern has been found as one of the most important predictor of employee turnover intention. This implies that, if employees are highly concerned about their career (i.e. the progression of their career) they are more likely to leave their current organization, especially if their prospect of advancing their career is not clear or non-existence

Antecedents and consequences of employee engagement: a conceptual study

Employee engagement is a psychological state of mind of doing the work with full of energy, enthusiasm and dedication which can provide the competitive advantage of an organization. The purpose of this paper is to synthesize prior literature to identify antecedents and consequences of employee engagement. This literature review shows that prior studies examined diverse types of antecedences as well as consequences of employee engagement. Results of these existing studies are varied and inconclusive which leads the importance of further study in order to enhance the clarity of the relationship of employee engagement with its antecedents and consequences

The relationship between employee engagement, HRM practices and perceived organizational support: evidence from banking employees

The purpose of this study is to investigate the relationship between HRM practices and employee engagement.Although employee engagement has got a great attention among the industry practitioners in recent times, it requires more considerations particularly in the academic literature. Based on the norms of social exchange theory (SET), this study has developed the framework to examine the role of perceived organizational support (POS) on HRM practices-employee engagement linkage. Survey data has been collected from employees who are working in different private commercial banks in Bangladesh. This study has used a sample of 376 employees using cluster sampling technique. To analyze the data, this study has employed SmartPLS 3.0 version software. The results of structural equation modeling revealed that HRM practices namely career advancement, job security and performance were significantly and positively related to employee engagement. The results also showed that POS can moderate the relationship between HRM practices and employee engagement. It suggests that in the presence of POS, relatively low level of employees’ perceptions regarding job related resources will exert a high level of employees’ behavioral outcomes such as engagement. The implications and suggestions for future research have also been discussed

HRM practices and employees’ rentention: The perspective of job embeddedness theory

In the current study several HRM practices (performance appraisal, promotional opportunities and job security) have been suggested to explain its impact on employees retention. Previously, other studies have endeavored to consider the impact of HRM practices and employees retention but their results are mostly conflicting, therefore further investigation is needed.Moreover, mediating effect of job embeddedness on the relationship between HRM practices and employees retention has been suggested to be investigated.Furthermore, the use job embeddedness theory may help to better understand the relationshi

Moderating effect of and emotional intelligence on the relationship between skills and employability

The purpose of the study is to examine moderating role of emotional intelligence on the relationship of perceived soft skills and employability in the business graduates of Malaysia. Study is descriptive and quantitative in nature. The data were collected from 380 students of four different universities (USM, UITM, UUM, UM) of Malaysia. CFA and SEM techniques have been applied to check the validity and hypotheses testing. The results divulged that different types of skills are significantly and positively associated with employability. Moreover, findings also proved that students level of emotional intelligence significantly moderate on the relationship of perceived soft skills and employability. This study gives insight understanding regarding the crucial role of skills and emotional intelligence to positively shape the employability