Individualism-Collectivism And Organisational Value Types: A Case Of Malaysian Managers

The results showed that Malaysian managers have significantly high levels of horizontal and vertical collectivism. Vertical collectivism has significant positive relationships with collegial, meritocratic, and leadership organisational values

Levels of job satisfaction amongst Malaysian academic staff

A study of job satisfaction of academic staff of a public university in Malaysia used the 7-item general satisfaction scale in a survey to determine the level of job satisfaction of the academic staff. The results indicated that overall the academic staff of the university has a moderate level of job satisfaction. In addition, current status, marital status, age and salary appear to have significant impact on the respondents’ level of job satisfaction. Implications on the study’s findings to the management of the university are also discussed

Dillman's Graphic Language and Negative Worded Statement in Work Related Attitude Measurement

AbstractIn the study of social science research, there are innumerable of well-established measurement instruments that include a blend of positive and negative worded statements. The purpose of this study is to seek alternative remedy on negative worded statement by using the Dillman's questionnaire principles. A model of Allen and Meyer (1991) were used with two different designs were distributed to two types of samples in present study. The findings reveal that there are differences in the qualities of responds between two samples. Interestingly, by improving the overall features of questionnaire, the respondents’ motivation and attention to the questionnaire are improved

Organizational Climate And Its Influence On Organizational Commitment

The findings of the study indicate that the employees perceived the organizational climate of their organization to be at a moderate level. The mean values for the components of the organizational climate ranged from the lowest of 3.38 to the highest of 3.77 of the 5-point Likert scale. Continuance commitment appears to be the lowest of the three components of the organizational commitment construct with a mean of 3.22.   In terms of the correlations between the variables, the results indicate that continuance commitment has no correlations with organizational design, teamwork, and decision-making. All other variables show significant positive correlations. Overall, the findings of the present study indicate that there is a need to improve the current situation at ABC Company with respect to all the components of the organizational climate and organizational commitment

The Influence of Individualism-Collectivism Culture on Career Adaptability Among ICT Professionals in Malaysia

Evidence that career adaptability may prevent intention to leave raised a concern for researchers to identify the factors that may have the influence on the particular construct. Study on culture in organization specifically in the area of individualismcollectivism was chosen for this exploratory study in order to assess the potential influence that the constructs might have on career adaptability. This research firstly intends to measure the level of both individualism-collectivism culture and career adaptability among the ICT professionals. Secondly, to measure the relationship that might exist between individualism-collectivism culture and career adaptability. Analyses on the level of the constructs found that both individualism-collectivism and career adaptability are moderate. There are positive relationships found between the constructs of individualism-collectivism and career adaptability through correlations analysis. However, the relationship between vertical collectivism and career adaptability was found to be insignificant in the assessment using structural equation modeling. Implications of the findings and suggestion for future research are discussed

Assessing Student Approaches to Learning: A Case of Business Students at the Faculty of Business Management, UiTM

AbstractThe main aim of the study is to investigate the approaches to learning, motives and strategies of the business students at the Faculty of Business Management, UiTM. The study is also to explore the impact of age, gender, academic programmes, working experience and CGPA on the learning approaches. All these variables are selected because they bring quality of the learning outcomes on a more realistic basis. Today, there is an increasing emphasis on quality of learning in higher education. The literature identifies the approaches to learning as a significant factor affecting the quality of student learning. It is necessary to look at approaches to learning practiced by students because students might rote learn and therefore not be engaged in meaningful learning. This involves students acquiring skills and strategies, which allow them to learn effectively throughout their lives and become lifelong learners. It is important for educators to understand student learning in order to achieve the desired high quality learning outcomes. A survey is conducted in this study and the sample of this study consists of the business students (N=477) enrolled at the Faculty of Business Management, UiTM Shah Alam. Data are obtained using the Biggs’ Study Process Questionnaire (SPQ) as a diagnostic tool for measuring students’ self-reported study processes in terms of six subscales (Surface Motives and Surface Strategies, Deep Motives and Deep strategies, and Achieving Motives and Achieving Strategies), three derived Scales (Surface Approaches, Deep Approaches and Achieving Approaches) and a composite derived Scale (Deep-Achieving Approaches). The key findings provide inputs to the current scenario on the learning process specifically for the Faculty of Business Management, UiTM and will act as a basis for improvement in learning approaches of students

Teacher Professionalisation And Organisational Commitment: Evidence From Malaysia

The findings suggest that teachers have low to moderate levels of professionalization and moderate levels of affective, continuance, and normative commitments. There is no correlation between affective commitment and job environment

Plagiarism: An Empirical Evidence of Business Students

As the education world places countless emphasis on achievement and success, the issue of academic dishonesty particularly involving plagiarism has reached prevalent extents especially in the institutions of higher learning. Since this contemporary problem in higher education requires very urgent attention to curb, various factors were assessed for their influence on students’ degree of plagiarism act. Therefore, this paper focuses on the extent of the business students’ self-perceived plagiarism and factors contributing to the act.  A total of 152 questionnaires were collected from final year students of four business degree programs in one of a public university in Malaysia. Findings revealed that negative attitude, followed by competence lacking were the major contributors of self-perceived plagiarism. Discussion and significance of the study are further discussed.© 2016. The Authors. Published for AMER ABRA by e-International Publishing House, Ltd., UK. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia.Keywords: academic dishonesty, self-perceived plagiaris

The commitments of academic staff and career in Malaysian universities

This article reports the study on career commitment of the academic staff of a local public university in Malaysia. The findings indicate that the academic staff of this university has higher level of career identity, low level of career resilient, and slightly high level of career planning. In addition, the results indicate that the respondents’ organizational tenure and annual salary have significant impact on their career resilience commitment. Other demographic variables showed no significant differences on career identity, career resilience, and career planning of the respondents. Implications for management and recommendations for future studies are highlighted