Determinants to knowledge transfer and sharing in multimedia super corridor in Malaysia : the mediating role of trust

The increased quest for vision 2020 has certainly meant that the role of MSC status organizations in Malaysia in contributing success becomes the subject of considerable debate. In this context, not much research has been conducted on knowledge transfer and sharing in MSC status organizations as well as the mediating role of trust in enhancing knowledge transfer and sharing in the Malaysian organizations. Based on knowledge creation theory, this study examines the determinants of knowledge transfer and sharing in MSC status organizations in Malaysia. Primarily, this study explored the relationship between organizational capacity, organizational motivation, organizational environment, trust and knowledge transfer and sharing in MSC status organizations. Partial Least Squares Method (PLS) algorithm and bootstrap techniques were used to test the hypotheses. The results indicated that eight out of twenty-five hypotheses were found to be positive and significant. Specifically, the hypothesized direct relationships between organizational capacity (top management support), organizational motivation (culture), organizational environment (information technology), trust and knowledge transfer and sharing were supported. The results also revealed that the direct relationships between organizational capacity (human resource practices), and organizational environment (information technology, networks) were significantly related to trust. Furthermore, in terms of trust as mediating variable between organizational capacity, organizational motivation, organizational environment and knowledge transfer and sharing, one out of eight hypotheses indicated full mediation including the relationship between networks and knowledge transfer and sharing. These results offer theoretical, methodological, and practical implications and will help academics and practitioners in the knowledge management field. Nonetheless, further studies are necessary both to confirm the findings and to incorporate additional variables that may influence results. The results of the study were crucial to be looked into so that MSC status organizations could have a clearer understanding and guidelines if they were to enhance their mission to accomplish phase three 2011-2020 of vision 2020 in transforming Malaysia into a knowledge-based society

EFFECTS OF TOP MANAGEMENT SUPPORT ON KNOWLEDGE TRANSFER AND SHARING: THE MEDIATING ROLE OF TRUST

Purpose: This paper examines the relationship between top management support and knowledge transfer and sharing in Multimedia Super Corridor MSC status organizations, using trust as a mediator. A theoretical model was tested through a survey carried out by 132 middle managers in MSC status organizations in Malaysia. Methodology: Partial Least Squares Structural Equation Modelling (PLS-SEM) was employed for data analysis. Results: The obtained results show that the top management support will facilitate knowledge transfer and sharing. Implications: The empirical evidence confirmed that the direct and indirect relationships between top management support, trust and knowledge transfer, and sharing were found to be fully supported, including the relationship between trust and knowledge transfer and sharing. Finally, trust fully mediates the relationship between top management support and knowledge transfer and sharing

Withstanding the effect of Industry 4.0: the role of high performance work system and management philosophy

Coping with challenges posed by the extant IR 4.0 demands that small businesses should provide ‘added-value’ services, and products, or high quality and innovative products and services which could be possible through strategic development of employees. Drawing upon the findings of the extant literature, HPWS which is aligned with befitting management philosophy would help achieve enduring and enhanced performance culminated in provision of innovative goods and services. To offer context-based empirical insights on this issue, this study investigated the moderating role of management philosophy in the HPWS-performance nexus. The present study employed cross-sectional research approach in which data were collected from a sample of 518 of SME managers in Nigeria. Partial Least Squares Method (PLS) algorithm and bootstrapping technique were used to test the study’s hypotheses. Using product indicator approach, moderating effect of management philosophy was estimated. The findings signified a positive effect of HPWS on SME performance, and management philosophy was found to interact negatively with HPWS in enhancing performance. This result portrays presence of mismatch between managers’ philosophies and HPWS. Overall, the findings of the present study accentuate that HPWS which is aligned with befitting management philosophy would help achieve enduring and enhanced performance culminated in provision of innovative goods and services, with which the challenges posed by IR 4.0 will be withstood. Lastly, implications, limitations and suggestions for future research are discusse

Determinants of Employees’ Performance in Selected Business Sector in Palestine: Moderating role of Islamic Value System

This paper highlights relationship between servant leadership and employee performance and moderation of Islamic value system in selected Business Sector in Palestine.Employees’ performance is seemed to be related with factors like servant leadership, and Islamic value system, which were conceptually discussed.Overall, the present study offers a beneficial insight to the importance of servant leadership and value system from the view point of Islam and servant leadership behavior in business sector in order to attain excellent employee performance.Further, the results might help future research to study the effect of Islamic value system, servant leadership in producing other intended outcomes.This paper also highlights findings from its pilot study, preliminary discussion and recommendations are posted toward the end of this paper

The Influence of Feedback Conversation on Employee Performance in Malaysian’s Telecommunication Company

Purpose: Feedback conversation is the process of conveying information in the performance appraisal process. It helps employees to develop the right and appropriate behavior in order to achieve the targeted outcome. This study investigates the influence of feedback conversation (i.e., feedback frequency, the credibility of the feedback provider, receptive capability, organizational culture, and national culture) on employees’ performance in Malaysian-based telecommunication companies. Design/Methodology/Approach: The study utilized a descriptive quantitative approach, in which a 5-point Likert scale questionnaire has been used during data collection. A total of 341 respondents have participated out of 3019 employees in the selected company. The collected data were then be analyzed using SPSS and the inferential analysis of Multilinear Regression (MLR) was applied to test the hypotheses. Findings: MLR analysis revealed that the credibility of the feedback provider, the receptive capability of employees, and organizational culture and national culture have a significant positive impact on employees' performance. Meanwhile, feedback frequency has no significant impact on the employees’ performance. Implications/Originality/Value: This study has added values to management literature and offered practical managerial implications related to selected aspects of feedback conversations on the employees’ performance. Other similar organizational settings may also consider these findings to design and develop a more effective feedback conversation to boost employees’ performance

Kajian Terhadap Sistem Penilaian Prestasi Kakitangan Lembaga Zakat Negeri Kedah (S/O 21137)

Sistem penilaian prestasi merupakan salah satu elemen utama dalam mengurus sumber manusia dalam organisasi. Matlamat bagi mempastikan sistem tersebut sentiasa berada di tahap yang terbaik sering diberi perhatian oleh pihak pengurusan. Oleh itu, usaha merubah atau mentransformasi sistem berkenaan perlu dilakukan dari masa ke masa. Lembaga Zakat Negeri Kedah (LZNK) sebagai sebuah lembaga yang bertanggungjawab dalam memastikan kutipan dan agihan zakat serta pelbagai initiatif demi membangun ekonomi ummah, turut memberi perhatian terhadap kepentingan sistem penilaian prestasi tersebut. Ini adalah selaras dengan perkembangan dan runtunan semasa bagi mengekal daya saing selain menyumbang kepada keharmonian di tempat kerja. Projek perundingan ini mengupas dan menganalisa beberapa initiatif dalam mentranformasi sistem penilaian prestasi sehingga tahun 2022 di LZNK. Dalam menyempurnakan projek ini, pendekatan secara kualitatif (teknik temubual kumpulan fokus) dan kuantitatif (soalselidik) dalam kalangan pegawai dan kakitangan telah diaplikasikan. Maklumat dan data yang diperolehi telah dianalisa berasaskan analisis kandungan dan tema serta statistik deskriptif, jadual dan paparan rajah. Tiga bentuk keberhasilan dari analisis yang dilakukan adalah: (i) adanya dokumen rujukan amalan penilaian prestasi sedia ada; (ii) rekod rujukan dari kajian impak sistem penilaian prestasi terhadap kepuasan kerja, produktiviti dan keberkesanan organisasi LZNK; dan (iii) nota cadangan penambahbaikan bagi tahun 2023-2025