Supervisor’s Role as an Antecedent of Training Transfer and Motivation to Learn in Training Programs

Training and development program literature highlights two major characteristics ofsupervisor's role: support and communication. The ability of supervisors to provide adequate supportand practice good communication style in relation to training programs may lead to increased trainingtransfer and motivation to learn. Though the nature of this relationship is significant, little is knownabout the predictive properties of supervisor's roles in training program literatures. Therefore, thisstudy was conducted to measure the effect of supervisor's role on training transfer and motivation tolearn using 110 usable questionnaires gathered from employees who have attended training programs ina state public work agency in East Malaysia, Malaysia. The results of exploratory factor analysisconfirmed that the measurement scales used in this study satisfactorily met the acceptable standards ofvalidity and reliability analyses. Further, the outcomes of stepwise regression analysis showed fourimportant findings: first, support insignificantly correlated with motivation to learn. Second,communication significantly correlated with motivation to learn. Third, support significantly correlatedwith transfer of training. Finally, communication significantly correlated with transfer of learning.Statistically, this result confirms that support is an important antecedent of motivation to learn andcommunication is an important antecedent of motivation to learn. Conversely, support andcommunication are important antecedents of training transfer in the studied organization. In addition,discussion, implications and conclusion are elaborated

PROCEDURAL JUSTICE AS A MODERATOR IN THE RELATIONSHIP BETWEEN PERFORMANCE APPRAISAL COMMUNICATION AND JOB SATISFACTION

This study was conducted to examine the effect of performance appraisal communication (i.e., feedback and interactional style) and procedural justice on job satisfaction using 150 usable questionnaires collected from employees who work in a national post office, Sarawak, Malaysia. The results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. Further, the outcomes of hierarchical regression analysis showed that interaction between procedural justice and performance appraisal communication (i.e., feedback and interactional style) significantly correlated with job satisfaction. Statistically, this result confirms that procedural justice does act as a moderating variable in the relationship between performance appraisal communication and job satisfaction in the studied organization. In addition, discussion, implications and conclusion are elaboratedThis study was conducted to examine the effect of performance appraisal communication (i.e., feedback and interactional style) and procedural justice on job satisfaction using 150 usable questionnaires collected from employees who work in a national post office, Sarawak, Malaysia. The results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. Further, the outcomes of hierarchical regression analysis showed that interaction between procedural justice and performance appraisal communication (i.e., feedback and interactional style) significantly correlated with job satisfaction. Statistically, this result confirms that procedural justice does act as a moderating variable in the relationship between performance appraisal communication and job satisfaction in the studied organization. In addition, discussion, implications and conclusion are elaborated

Cabaran dalam pelaksanaan program pembangunan modal insan (PMI) di Jabatan Kemajuan Islam Malaysia (JAKIM)

Modal insan merupakan aset penting bagi kelangsungan organisasi. Modal insan yang lemah tidak mampu menyumbang secara efektif kepada organisasi. Oleh itu, modal insan perlu dibangunkan melalui program-program bersesuaian agar potensi mereka dapat dikembangkan ke tahap maksimum. Antara institusi Islam yang memainkan peranan penting di Malaysia ialah Jabatan Kemajuan Islam Malaysia (JAKIM) yang menguruskan Hal Ehwal Islam di Malaysia. Institusi tersebut memerlukan modal insan yang cekap untuk memastikan kualiti perkhidmatan yang disediakan mampu memenuhi kehendak pelanggan. Namun begitu, terdapat cabaran dalam melaksanakan program pembangunan modal insan (PMI) di institusi ini. Sorotan literatur menunjukkan kajian empirikal mengenai program PMI di institusi ini masih kurang dijalankan. Oleh itu, objektif kajian ini adalah untuk melihat cabaran pelaksanaan program PMI yang dilaksanakan di JAKIM. Kajian ini menggunakan kaedah kualitatif dengan menggunakan JAKIM sebagai kajian kes. Seramai 15 orang informan telah ditemu bual dalam kajian ini. Data telah dianalisis menggunakan kaedah analisis tema dengan bantuan perisian ATLAS-Ti. Hasil kajian menunjukkan terdapat enam cabaran pelaksanaan program PMI yang dilaksanakan di JAKIM iaitu kandungan latihan tidak menarik, kurang komitmen terhadap program pengajian, kelemahan pengurusan sumber manusia (PSM), kualiti kerja yang kurang strategik, keengganan pegawai menghadiri kursus dan cabaran-cabaran lain. Program PMI mampu membawa pelbagai faedah positif kepada organisasi. Oleh itu, para pengurus hendaklah berusaha bersungguh-sungguh untuk menjayakan program tersebut di organisasi masing-masing

Isu pendaftaran tanah wakaf dan Kanun Tanah Negara 1965 / Sayuti Ab Ghani et al.

Isu pembangunan tanah wakaf sering diperkatakan oleh masyarakat ketika ini. Salah satu daripada isu yang menyekat pembangunan tanah wakaf ialah isu pendaftaran. Apabila dirujuk kepada undang-undang tanah di negara ini, iaitu Kanun Tanah Negara 1965 (Akta 56) menjelaskan tiada seseorang atau badan-badan tertentu yang berhak di atas tanah yang belum didaftarkan (Sek. 340, KTN). Oleh itu, pendaftaran merupakan satu elemen yang sangat penting dalam mempastikan pembangunan tanah wakaf dalam negara berada di atas landasan yang sebenar. Hal ini bermakna tanpa pendaftaran, maka tanah wakaf yang ada bukannya hak milik Majlis Agama Islam menurut Kanun Tanah Negara dan dalam masa yang sama pembangunan tidak dapat dijalankan di atas tanah wakaf. Oleh sebab itu kajian ini tertumpu kepada elemen-elemen pendaftaran yang diamalkan oleh Majlis Agama Islam Negeri di Malaysia serta isu-isu yang berbangkit daripada tanah wakaf yang belum didaftarkan. Perkara yang dibincangkan ini menjadi panduan kepada pihak yang bertanggungjawab dalam memastikan harta wakaf di negara ini dapat dibangunkan dengan sewajarnya

Perceived Career Planning and Job Satisfaction in Malaysian Armed Forces: The Role of Career Development as A Mediator

This study examines the relationship between career planning and job satisfaction of Armed Forces personnel in Malaysia. It determines the mediating effect of career development on the relationship between career planning and job satisfaction. This study was conducted because there is negligible attention given to the effects of career planning and career development on job satisfaction, mainly in the Malaysian Armed Forces context. The IBM Social Science Statistical Package (IBM SPSS) application was used in the data analysis using descriptive and inferential analysis. The outcomes displayed three important findings: First, the significant relationship between career planning and job satisfaction. Second, the relationship between career development and job satisfaction was significant. Third, the result statistically confirms that the effect of career planning on job satisfaction is indirectly affected by career development in the organisational sample. Further, the study discusses the contributions and recommendations based on the significant findings. In conclusion, the career planning among Malaysian Armed Forces personnel should be explained and aligned with their career development since it will affect their job satisfaction and increase their work performance in national defence and security

Kecerdasan emosi dan keseimbangan kerja dan kehidupan dalam kerjaya ketenteraan : suatu tinjauan konseptual

Kecerdasan emosi dan keseimbangan kerja dan kehidupan merupakan dua elemen yang kini kian mendapat perhatian oleh segenap lapisan masyarakat. Para sarjana juga sering mengkaji faktor-faktor ini dalam pelbagai sektor pekerjaan. Tuntutan di antara mengimbangi keperluan dan kehendak di samping peningkatan taraf hidup telah menyebabkan individu sering berhadapan dengan konflik emosi antara kerjaya dan keluarga. Kesan kegagalan individu dalam mengawal emosi telah menyebabkan berlakunya peningkatan isu-isu berkaitan bunuh diri, penceraian, kemurungan dan sebagainya akibat daripada tekanan di tempat kerja. Artikel ini membincangkan secara tinjauan konseptual kesan kecerdasan emosi terhadap keseimbangan kerja dan kehidupan dalam konteks kerjaya sebagai anggota tentera. Bukti secara empirikal daripada kajian-kajian lepas menjadi sandaran dalam membincangkan isu-isu berkaitan kecerdasan emosi dan keseimbangan kerja. Berdasarkan kajian-kajian lepas yang pernah dijalankan telah membuktikan terdapat hubungan signifikan yang positif antara kecerdasan emosi dengan keseimbangan kerja dan kehidupan. Para pengkaji mendapati individu yang memiliki tahap kecerdasan emosi yang tinggi mampu mengimbangi kerjaya dan kehidupan peribadi mereka. Oleh itu, salah satu faktor yang perlu diberi perhatian oleh organisasi dalam meningkatkan kualiti kerja dan kehidupan pekerja adalah dengan menitik beratkan elemen kecerdasan emosi. Keseimbangan kerja dan kehidupan merupakan elemen yang penting dalam kerjaya ketenteraan kerana anggota tentera sering berhadapan dengan tuntutan tugas yang berat dan mencabar

A study of the relationship between transformational leadership, empowerment and organizational commitment

This study was conducted to examine the influence of empowerment in the relationship between transformational leadership and organizational commitment using a sample of 118 usable questionnaires gathered from employees in one US subsidiary firm in Sarawak, Malaysia.Outcomes of stepwise regression analysis showed that the relationship between empowerment and transformational leadership is positively and significantly correlated with the organizational commitment.This result confirms the partial mediating role of empowerment in the transformational leadership model of the organizational sample. Further, conclusion and implications of this study are elaborated

Hubungan faktor budaya organisasi sekolah dengan kepuasan kerja di kalangan guru sekolah menengah kebangsaan zon A, Bahagian Kuching/Samarahan

The purpose of this study was to find out the relationship between the organisational culture of school factor and the job satisfaction among the secondary school teachers. Hence, this study was carried out with its main purpose to study the level of job satisfaction among school teachers and their satisfaction level towards the school organisation culture

Leadership Development Program: The Correlation Between Training Design and Training Transfer Based On the Islamic Perspective

Training management literature highlighted that the leadership development training design consists of two important features: training content and training method. The ability of the management to appropriately implement such program features may lead to enhanced training transfer in the organizations. Reviews of the literature on leadership development found that the literature is mostly dominated by Western scholar perspectives. Although this relationship has been studied in the Islamic management views, the leadership development training design only contributed little explanation of workplace training programs. Most Islamic scholars in this field of study only discussed conceptually without suggesting a framework that can serve as a guide for the subsequent measurement. Therefore, this study was undertaken to determine the relationship between leadership development training design and training transfer using questionnaires with 412 leaders in the Malaysian Army Infantry Corps. The path model of SmartPLS version 3.2.5 results stated that there is a significant relationship between the training content and training transfer, and there is a significant relationship between the training method and training transfer. These outcomes showed two important findings. Firstly, the relationship between training content significantly correlated with training transfer. Secondly, the relationship between training methods significantly correlated with training transfer. Statistically, this result demonstrates that the leadership development training design acts as an important antecedent of training transfer in organizations. Further, the discussions, implications and conclusion are elaborated