O encaixe da organização de pessoas e as oportunidades de emprego são importantes na relação de intenção de rotatividade de práticas de GRH: um modelo de mediação moderado

This study aims to develop and test a moderated-mediation model with the person-organisation fit as a mediator in the relations between human resource management (HRM) practices and intention to leave, and job opportunities as a moderator of the indirect link between HRM practices and the intention to leave via person-organisation fit. Data were collected from 250 faculty members of Higher Education Institutions (HEIs) in Pakistan. Hypotheses are tested through partial least squares structural equation modelling and PROCESS macro. The results showed that the relations between HRM practices and intention to leave was partially mediated by person-organization fit. The results also revealed that job opportunities not only moderated the direct relations between person-organisation fit and intention to quit but also moderated the mediated indirect relationship between HRM practices and intention to leave via person organisation fit thus providing evidence of moderated-mediation. This paper is the first of its kind to examine moderated-mediation among HRM practices, person-organisation fit and intention to leave the job.Este estudio tiene como objetivo desarrollar y probar un modelo de mediación moderada con la persona-organización adecuada como mediador en las relaciones entre las prácticas de gestión de recursos humanos (HRM) y la intención de abandonar, y las oportunidades de trabajo como moderador del vínculo indirecto entre Las prácticas de gestión de recursos humanos y la intención de salir a través de persona-organización en forma. Se recopilaron datos de 250 miembros de la facultad de instituciones de educación superior (HEI) en Pakistán. Las hipótesis se prueban mediante el modelo de ecuación estructural de mínimos cuadrados parciales y la macro PROCESS. Los resultados mostraron que las relaciones entre las prácticas de GRH y la intención de salir estaban parcialmente mediadas por la persona-organización adecuada. Los resultados también revelaron que las oportunidades de trabajo no solo moderaban las relaciones directas entre el ajuste de la organización y la intención de renunciar, sino que también moderaban la relación indirecta mediada entre las prácticas de GRH y la intención de abandonar a través del ajuste de la organización de la persona, proporcionando así evidencia de una mediación moderada. Este documento es el primero de su tipo que examina la mediación moderada entre las prácticas de GRH, el ajuste de la organización y la intención de dejar el trabajo.Este estudo tem como objetivo desenvolver e testar um modelo de mediação moderada com o encaixe pessoa-organização como mediador nas relações entre práticas de gestão de recursos humanos (GRH) e intenção de deixar, e oportunidades de trabalho como moderador do elo indireto entre Práticas de gestão de recursos humanos e a intenção de sair por meio da adequação pessoa-organização. Os dados foram coletados de 250 membros do corpo docente de Instituições de Ensino Superior (IES) no Paquistão. As hipóteses são testadas através de modelagem de equações estruturais de mínimos quadrados parciais e macro PROCESS. Os resultados mostraram que as relações entre práticas de GRH e intenção de abandonar foram parcialmente mediadas pelo ajuste pessoa-organização. Os resultados também revelaram que as oportunidades de trabalho não apenas moderaram as relações diretas entre o ajuste pessoa-organização e a intenção de parar, mas também moderaram a relação indireta mediada entre práticas de GRH e a intenção de deixar a organização via pessoa apta, fornecendo evidência de mediação moderada. Este artigo é o primeiro de seu tipo a examinar a mediação moderada entre práticas de gestão de recursos humanos, adequação da organização da pessoa e intenção de deixar o cargo

Organizational Climate on Employees’ Work Passion: A Review

This paper presented in-depth review of recent literature focused on organizational climate and employee’s work passion and organizational commitment within academician of public and private Universities in Malaysia. An argument is put forward that there is a causal link between good organizational climate and the employees work passion and commitment in an organization. A conceptual model of organizational climate and employee’s work passion and organizational commitment is presented that provides an explanation of the linkage between these variables. This paper addressed the employee’s needs and expectation from the employer in the aspect of organizational climate and commitment. Thus, by exploring the recent literature, this paper provides a critical review about the role of organizational climate, and therefore, enhances further knowledge and understanding of employee’s work passion as well as organizational commitment

Key Attributes of Graduate Interim’s Capabilities For successful Transfer Knowledge: a Structural Equation Modelling Using Partial Least Squares

A spirit of collaborative partnership amongst universities, industries, and communities is a prerequisite for a success of knowledge transfer program initiatives. The effort provides a platform for exchange of ideas either tangible or intangible, expertise, explicit or implicit knowledge and skills amongst parties involved. Companies are now beginning to recognize the fundamental value of knowledge transfer mechanism on how it is acquired, used and shared which contribute to their core competencies and in making sound strategic decisions to maintain the competitive advantage in today’s business environment. As to promote the ideas of knowledge transfer, the Ministry of Education (MOE) Malaysia has underlined the graduate intern’s capability as one of the areas under the critical agenda which need to be addressed in portraying the success of the knowledge transfer programme (KTP). Therefore, in order to obtain deeper insights of the issue, this project attempts to examine the contribution of graduate intern capabilities towards the success of KTP project in Malaysia. This study has employed a questionnaire that has been distributed to academics in the public universities in Malaysia who have obtained KTP grants from the government. The study has revealed that graduate interns’ capabilities contribute significantly to the implementation of knowledge transfer projects. Thus, higher education institutions must then address and review its present teaching and learning delivery to enhance students’ capabilities in dealing with the industry as well as with community

Entrepreneur’s Personality Traits and Firm Performance of Malaysian Smes: Mediated by Market Orientation

Purpose: This study aims to recognize crucial factors related with entrepreneurs, based on the Malaysian SMEs. The study also explores the factors affecting entrepreneurs and their success. Understanding their crucial success factors and challenges can help us better understand entrepreneurs' personality traits and strategic orientation needed by them.   Theoretical framework:  This study indicates the remaining ideas, particularly those related to resource acquisition, entrepreneurship strategy, and organization, may be helpful in analyzing how, why, and when opportunities are taken advantage of. This study demonstrates that strategic decisions act as a mediator in the relationships between resource endowments and company performance.   Design/methodology/approach: Data from SME’s owners and senior managers Malaysian businesses were gathered through a countrywide survey. The Malaysian Statistical Department's database provided the sample frame from which SMEs' population was counted. These SMEs were chosen at random; they worked in the manufacturing sector. The final group of SMEs to which the surveys were sent out consisted of 800 people, and 412 of them responded, or 64% of the total number. A 7-point Likert scale was used to create the questionnaire.   Finding: The study has discovered that relationship of need for cognition (NFC) and firm performance (FP) are partially mediated by market orientation (MO). Meaning, MO is partially mediated in the decision of NFC towards FP. It is strongly suggested that business owners who have NFC may have carefully considered the advantages of MO before deciding to implement MO as their strategic orientations. In actuality, the organization favors and emphasizes tasks that require developing original solutions to challenges. Additionally, they excel at solving complicated issues.   Research,  Practical  &  Social  Implication: The  study  contributes  to  a  better understanding entrepreneurs crucial success factors and challenges can help us better understand entrepreneurs' personality traits and strategic orientation needed by them.   Originality/value: This finding might serve as a guide for how strategic orientations should be implemented in any organization. The choice of a suitable orientation within the business is essential in a collectivist society like Malaysia since the employer-employee connection is viewed as a "family link" where it is crucial that there be confidence between the two parties and encourages both sides to take initiative at work

The effects of organisational factors and extra organisational factors on work stress

Work stress has been considered as an important issue relating to workers’ day-to- day activities at the work place. In any profession – doctors, teachers, police officers, lawyers and executives – workers are facing enormous pressure from work demands, which results in stress, and burn out. In this millennium, work stress can be considered as a disease of the century. One shall not escape from stress. There are various factors that contribute to work stress. These stem from both organisational and extra-organisational contexts. The aim of this paper is to investigate the impact of both organisational and extra-organisational factors on work stress among married female teachers. The study found that the three organisational factors, namely, management and administration, pupil recalcitrance and time demands were significantly correlated with work stress. As for the extra-organisational factors, only the personal problems variable was found significantly correlated with work stress. A number of studies on teacher stress have been commissioned over the past decade by the major teaching unions

Critically Evaluating the Role of Branding, Services and Strategy on Customer Loyalty

Nowadays, customers becoming fastidious while choosing hotel as their lodging during vacation or trip. This study examined the relative importance of hotel factors in relation to customers’ overall satisfaction levels with their experience in the hotel and the likelihood of returning to the same hotel. Using a cross-sectional design, this study examined how Branding, Services, and Strategy influence customers’ loyalty. Data was collected from 187 tourists. Findings of this study indicated that branding and services provided by hotels has a significant positive effect on consumer loyalty. Managers should therefore emphasize on service and branding in order to build long term relationship need to maintaining customer’s loyalty, which is crucial for the survival in today’s competitive business environment. Key words: Branding; Services; Strategy; Customer Loyalty; Hotels; Malaysi

Leveraging the Human Capital Values and University's Support on Knowledge Transfer Program for Community in Malaysia

Community transformation based on economic empowerment is one of most challenging issues faced by the government in ensuring continuous future development in Malaysia. The aspiration to shift from middle-income to high-income community required higher commitment from various stakeholders. Strengthening human capital value required community transformation which reflected in high value-added and knowledge-intensive activities that considered as one of the greatest available resources to heighten the Malaysia strategy in achieving continuous community development. Knowledge Transfer (KT) is declared in the Malaysian government blueprint as one of the program that aims to support the government's efforts to eradicate poverty and embracing community development through the transferring of knowledge, translating theories into practice and skills possess by the academia and graduate interns in the universities to the community at large. A total of 458 knowledge transfer projects were approved by the Malaysian government since 2011 to 2016 and out of that numbers, there are 352 projects under the flagship of community. Due the importance of the community development to the nation at large, the study attempts to investigate the effect of human capital values and University's support on the community development success based on a perception and experience of graduate intern (GI) in handling their KTP projects. Data were collected through structured questionnaires and regression analysis is conducted in this study. The findings reveal that human capital value and university's support are positively related to the community development performance. The result indicates the importance of casting of human capital value and affirmative support from the higher institution of learning (HIL) as an authorized agency in ensuring the success of KTP project

An Observation of Transferring Management Knowledge for Seaweed Cultivation Community in Semporna, Sabah

Knowledge Transfer Programme (KTP) is introduced by the Ministry of Education (MOE) Malaysia to link the collaborations between the Malaysian local universities, industries and communities to continue to flourish. This paper aims to observe the achievement of the seaweed cultivation management system in Semporna, Sabah under KTP project. The project involves the transfer of knowledge related to the management from the university to the staff of industry partners and local seaweed farmers. This project introduces the knowledge in seaweed cultivation in a modern, systematic, and proper manner to the seaweed farming management. The knowledge transfer included farming and office, human capital, and financial management. After two years, the project objectives have been achieved. The seaweed farms have been better managed and organized, production and sales were increased, and staff management skills have been successfully developed

Personality traits, individual resilience, openness to experience and young digital entrepreneurship intention

Digital entrepreneurship can be a potential alternative solution for addressing challenges faced by young people and future workers in Asia. Additional studies are required to enhance comprehension of digital entrepreneurship given the insufficiency of research conducted in this domain. This research seeks to uncover possible determinants that could impact the desire to engage in digital entrepreneurship, with a specific focus on personal traits, resilience, and the level of educational services. The participants in this study are university students as they represent the potential future workforce and potential digital entrepreneurs. A total of 517 sample data (212 Malaysian, 305 Indonesian) were collected through online surveys towards students in Malaysia and Indonesia. The study used a brief version of The Big Five Personality Traits, CD-RISC resilience scale, Liñán & Chen entrepreneurship intention scale, and Parasuraman, Zheitaml, Berry SERVQUAL to gather data. To analyze the data, the study employed structural equation modeling. The results suggest that the intention to pursue digital entrepreneurship is affected by both an individual's openness to experience and their resilience. Additionally, the study revealed that service quality is a factor that affects both digital entrepreneurship intention and resilience. This study provides new understanding of digital entrepreneurship intention antecedents and implies that improvement on education quality service can foster student’s intention to digital entrepreneurship and their resilience

Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity

Due to the higher attrition rate in higher education institutions (HEIs), the attraction and retention of top talents in higher education have become a challenge for human resource (HR) professionals. The primary area of discussion among business executives and HR professionals is how top talent can be retained and maintained. Thus, the purpose of this study is to examine the impact of human resource management practises (HRMPs), oraganisational reputation (OGR), occupational prestige (OPP) and work–life balance (WLB) on turnover intention (TOI) of the academics working in HEIs. The study also aims to examine WLB as a mediator and job opportunity (JBO) as a moderator of the relationships mentioned above. Data collected through an online survey from 466 respondents were analysed using partial least square structural equation modelling. The findings of the study showed that OGR, OPP and WLB were negatively related to TOI. However, the impact of HRMPs on TOI was not direct; instead, it was mediated by WLB. The findings also demonstrated that WLB significantly mediated the relationship between OGR and OPP. Furthermore, the results also confirmed that JBO significantly moderated the relationship between WLB and TOI. The findings of the study provide guidelines for a comprehensive retention strategy and a holistic model of academics TOI that can assist HR professionals, policymakers and management in developing an effective strategic recruitment and retention plan