Examining the effect of motivation on the influence of human resource practices and normative commitment among SMEs in Selangor / Elaina Rose Johar ... [et al.]

Human resources are vital to the success or failure of the organization. However, there exist challenges in maintaining these human resources although human resource practices are deliberated as an important factor to improve employees’ commitment to the organization.  Hence, this study aimed to investigate the nature of relationship that exists between human resource practices and normative commitment with motivation as the mediator. Employed a quantitative research approach, 64 SME employees in Selangor were surveyed. It was found that all human resource practices have positive effect on normative commitment with compensation, training and employee involvement-decision being significant. This study also revealed that motivation has a mediating effect for the relationship of training and both employee involvement with normative commitment. Thus, it can be concluded that both training and employee involvement create sense of loyalty and obligation to stay when employees are motivated

Establishing a knowledgebased organisation Lesson learnt and KM challenges in Malaysian organisation

Purpose – Studies on knowledge management (KM) and its effect on organisational innovation and firm performance have been carried out and subsequently proven. However, the consequence is that KM programmes did not achieve the expected results that they were designed for. Considering the issue mentioned above, a KM shortfall and its underlying challenges seem to exist. The purpose of this study is to assess the current practices of KM, lesson learnt and KM challenges in Malaysian organisations from various types of industries. Design/methodology/approach – The study was conducted with information gathered through a focus group of managers with different hierarchical levels, different types of companies, from multinational corporations to state organisations. This inductive approach was adopted to gain a grounded, rich, local and lived understanding of the process based on the case studies of eight Malaysian organisations that represent the major industries in the Malaysian economic sectors. Additionally, the information gathered was further supported with secondary data that consisted of a case study report of the eight organisations on their KM programmes’ implementation. Findings – The overall results showed that the practice of KM in Malaysian organisations typically displays the following two challenges: (1) process and infrastructure issues and (2) cultural issues. Organisational culture remains the main obstacles faced by most of the organisations in adopting KM. As a lesson learnt, managers should also focus on the after-effect of KM programmes on soft human issues such as employees’ satisfaction and well-being. Research limitations/implications – The authors believe that further research is required considering KM challenges and employee satisfaction or well-being to improve KM performance among different groups of employees through such methods as research survey. Practical implications – The findings can act as a guideline for any organisations to address when adopting KM. Identification of the KM challenges provides the basis for organisations to attach considerable importance to employees’ satisfaction and well-being to enhance the chances of successful KM programmes. Managers should take a proactive approach in creating an appropriate atmosphere to cultivate KM culture among employees. Originality/value – This study offers not only challenges in implementing and sustaining an effective KM system within organisations but also promotes moving the KM literature to the next stage where there is a lack of concern on KM implementation effect on “soft” human issues from the perspectives of employees. This is due to organisations tend to eradicate people’s performance in terms of employee well-being and satisfaction and to the author’s knowledge, this has been largely unexplored in previous research.Purpose – Studies on knowledge management (KM) and its effect on organisational innovation and firm performance have been carried out and subsequently proven. However, the consequence is that KM programmes did not achieve the expected results that they were designed for. Considering the issue mentioned above, a KM shortfall and its underlying challenges seem to exist. The purpose of this study is to assess the current practices of KM, lesson learnt and KM challenges in Malaysian organisations from various types of industries. Design/methodology/approach – The study was conducted with information gathered through a focus group of managers with different hierarchical levels, different types of companies, from multinational corporations to state organisations. This inductive approach was adopted to gain a grounded, rich, local and lived understanding of the process based on the case studies of eight Malaysian organisations that represent the major industries in the Malaysian economic sectors. Additionally, the information gathered was further supported with secondary data that consisted of a case study report of the eight organisations on their KM programmes’ implementation. Findings – The overall results showed that the practice of KM in Malaysian organisations typically displays the following two challenges: (1) process and infrastructure issues and (2) cultural issues. Organisational culture remains the main obstacles faced by most of the organisations in adopting KM. As a lesson learnt, managers should also focus on the after-effect of KM programmes on soft human issues such as employees’ satisfaction and well-being. Research limitations/implications – The authors believe that further research is required considering KM challenges and employee satisfaction or well-being to improve KM performance among different groups of employees through such methods as research survey. Practical implications – The findings can act as a guideline for any organisations to address when adopting KM. Identification of the KM challenges provides the basis for organisations to attach considerable importance to employees’ satisfaction and well-being to enhance the chances of successful KM programmes. Managers should take a proactive approach in creating an appropriate atmosphere to cultivate KM culture among employees. Originality/value – This study offers not only challenges in implementing and sustaining an effective KM system within organisations but also promotes moving the KM literature to the next stage where there is a lack of concern on KM implementation effect on “soft” human issues from the perspectives of employees. This is due to organisations tend to eradicate people’s performance in terms of employee well-being and satisfaction and to the author’s knowledge, this has been largely unexplored in previous research

Knowledge Management as a Moderator and its Challenges in the Digital Economy

Over the last few years, there has been a lot of discussion about how important knowledge management is in our society. Knowledge management is portrayed as a crucial and required aspect of organizational survival and competitive strength. This study investigates knowledge management in terms of its content, definition, and domain in theory and practice, as well as the challenges in the digital economy. This paper contributes to the existing literature on knowledge management as a moderator role in the research area

Amalan sumber manusia dan komitmen pekerja: peranan pengantaraan model AMO dalam kalangan PKS di Selangor

Employee commitment continues to be a major concern for small and medium enterprises (SMEs) in Malaysia. A decrease in SME productivity and frequent job turnover among employees contribute to a decrease in employee commitment. Over time, researchers have found ways to maximize the potential of different and distinctive human resources (HR) and ways to retain them. The purpose of this study is to analyze the relationship between rewards, recruitment, employee involvement, and employee commitment. This study also aims to provide empirical evidence based on theory that shows the role of the ability, motivation, and opportunity model (AMO) as a mediator in obtaining employee commitment and using Social Exchange Theory (SET) to verify the theoretical rationale of the study model. Data was collected from 211 employees working in small and medium enterprises (SMEs) in Selangor, Malaysia. Partial least squares-structural equation modeling (PLS-SEM) was used in this research study to test the developed hypotheses. PLS-SEM with bootstrapping estimation was used to predict and estimate the relationship between variables. The findings show that both rewards and employee involvement have significant effects on employee commitment, and the AMO MODEL mediates the relationship for both recruitment and employee involvement. Therefore, organizations especially SMEs should improve existing reward systems to ensure employees remain committed. Organizations should also be wise to choose employees according to their skills and abilities and provide opportunities for employee involvement in the organization's affairs and activities

Motivation to Grow Women Entrepreneurs' Home-Based Businesses

Entrepreneurs play an important role in the economy's development. Compared to men, a higher number of women are becoming entrepreneurs. There is a commensurate interest in examining who these women are, what motivates them to become business owners, and what influences their economic success. This paper explores the motivational factors faced by female entrepreneurs as they grow their home-based business (HBB). The research has been conducted via interviews with women entrepreneurs that are involved in HBB, which is located in the Klang Valley area in Malaysia. Results show that women owning and managing HBBs are motivated to grow their business through intrinsic motivations, including a need for independence and a need for achievement. They are also motivated by extrinsic motivations, which are financial issues, fame, and positive feedback from others. The result of this study will help all women entrepreneurs in HBB to always grow and to educate every family, society, and institutions to always support them. This paper also adds to the theory of what motivates people to start their own businesses and to research on what motivates people to grow