Malaysian Gen Y’s Work Behaviours and Attitudes towards Job Retention and Career Advancement

Gen Y behaviours in the workplace have been much written about based on observations and studies in Western settings but little is known about Gen Y in Asian work contexts, particularly in the context of employee retention and turnover. This study examined Malaysian polytechnic graduates’ work behaviours and attitudes towards job retention and career advancement. Through a questionnaire survey of 195 polytechnic graduates, the study showed that the polytechnic graduates are a homogeneous group. There were no significant differences in the work behaviours and attitudes of female and male polytechnic graduates. No significant differences were found for ethnic groups. They frequently sought guidance and feedback on their work, needed project deadline extensions, worked in groups, and expected positive comments on their work performance. The results showed that monetary incentives is the main motivating factor for them to stay at their current job, work hard and not change jobs. A collegial workplace with a good supervisor and enjoyable work with flexible work hours play some role in employee retention where Gen Y is concerned. However, the prestige and convenient location of a company cannot retain them in their present or future job. A majority of them expected to be promoted within two years of service and every two to three years. The findings suggest that a fast-track promotion and an attractive salary are critical factors in the attempt to understand the connection between Gen Y’s work behaviours and career advancement expectations in the context of employee retention and turnover

English proficiency and employability: Polytechnic students’ notions of what it takes to get them employed

Of late, various quarters have expressed their concern with the employability of graduates, and communication skills and English proficiency are among the factors frequently highlighted by the government and potential employers. However, the views of would-be graduates entering the job market have received less attention. This study examines the polytechnic students’ notions of the factors that increase their employability. A survey was conducted among polytechnic students in Kuching, Sarawak. The questionnaire encompassed items on likely means to secure their first job, the relative importance of factors that influence employability as well as their knowledge of and confidence in writing good CVs, job application letters and performing in job interviews. As the majority of polytechnic students are post SPM school leavers, they do not have working experience. The results indicate that while they have some idea on the value of good qualifications to secure good jobs, they may not be fully aware of the importance of being proficient in English or the implications of poor mastery of English on their job hunting prospects. Their lack of familiarity with resume, cover letter and job interview underscore the importance of English courses which prepare them for communication in the workplace

Receptivity towards code-switching in Malay television series

The study examined receptivity of 71 university students towards use of code-switching in Malay television drama series. A short clip from a Malay television series with code-switching from Bahasa Malaysia t oEnglish was played before students filled in a questionnaire. Code-switching Is mostly viewed negatively but 94% of the students reported that they often code-switching in their daily interactions with friends and lecturers. The non-Malay students were more inclined to feel that code-switching corrupts the languages and prevents them from mastering the languages but they were similar to the Malay students in their views on negative attribution of image, identity and patriotism. However, a small proportion of the students felt that those who code-switch are seen as educated, sophisticated and racially torelant

Work Experience and Polytechnic Students’ Expectations of Working Life

This study examined the influence of work experience on polytechnic students’ expectations of working life, and the extent to which these expectations resemble known characteristics of Generation Y. The survey involved 147 polytechnic students (62.6% with and 37.4% without work experience). The results showed that their salary expectations were unrealistic. Most of the polytechnic students believed that they would find their first job through job advertisements or personal contacts but those with work experience were more likely to work for someone they knew. Both groups believed that qualification, English proficiency and personality are important in securing their first job but they considered family background to be irrelevant. The students with work experience were more correct in their assessment of the importance of work experience to their would-be employers. The results showed that the polytechnic students exhibited the characteristics of Generation Y, and there are no significant differences between the two groups. They expect their employers to guide them in their new job and to provide affirmative feedback. They also expect to engage in more group work than individual work. However, they have not given much thought to whether they would make sacrifices to meet project deadlines or whether they would be leaders or followers in their new workplace. The findings suggest that Generation X employers may have to accommodate to the expectations of their Generation Y employees, rather than expect them to fit into the old ways of working

Work Experience and Polytechnic Students' Expectations of Working Life

This study examined the influence of work experience on polytechnic students’ expectations of working life, and the extent to which these expectations resemble known characteristics of Generation Y. The survey involved 147 polytechnic students (62.6% with and 37.4% without work experience). The results showed that their salary expectations were unrealistic. Most of the polytechnic students believed that they would find their first job through job advertisements or personal contacts but those with work experience were more likely to work for someone they knew. Both groups believed that qualification, English proficiency and personality are important in securing their first job but they considered family background to be irrelevant. The students with work experience were more correct in their assessment of the importance of work experience to their would-be employers. The results showed that the polytechnic students exhibited the characteristics of Generation Y, and there are no significant differences between the two groups. They expect their employers to guide them in their new job and to provide affirmative feedback. They also expect to engage in more group work than individual work. However, they have not given much thought to whether they would make sacrifices to meet project deadlines or whether they would be leaders or followers in their new workplace. The findings suggest that Generation X employers may have to accommodate to the expectations of their Generation Y employees, rather than expect them to fit into the old ways of working