The Effect of HRM Practices on Organizational Performance: A Survey of Malaysian State Sports Councils’ Employees

Organizational performance can be evaluated through the effectiveness of human resource management (HRM) practices implemented in the organization. However, the problem of improper and misguided implementation of HRM practices causes conflict between employees and organizations, influencing organizational performance. This study examines the effect between HRM practices and organizational performance among Malaysian State Sports Councils’ (MSSC) employees by adapting the Social Exchange Theory. This survey involved a total of 280 MSSC employees. This research instrument consists of 35 items that measure HRM practices and organizational performance. Data were analyzed using regression analysis. Based on the findings, there is a significant and direct effect between HRM practices and organizational performance among MSSC employees. In conclusion, the organization’s excellent structure of HRM practices enables employees to commit to work and perform tasks according to the organizational goals. Future researchers are recommended to extend the sample of study to other sports organizations or other public and private organizations in measuring HRM practices and organizational performance

Job Satisfaction and Turnover Intention among Employees in Educity, Johor

Turnover among employees is a major issue that significantly has an impact on human resource management and organizational success. One of the key aspects of turnover is the loss of valuable knowledge and technical skills, which is particularly prominent in sports organizations. Thus, this study explored the relationship between job satisfaction and turnover intention in Educity, Johor. The research employed a quantitative design and involved distributing a questionnaire containing 40 items that assessed job satisfaction and turnover intention to 40 employees in Educity, Johor. The findings revealed a clear and negative association between job satisfaction and turnover intention. In other words, employees who are satisfied with their job are less likely to leave the organization. Consequently, the results of this study can be utilized to enhance employee well-being, guide future research, and inform human resource planning and development. It is recommended that policies be improved based on these findings, and further surveys should be conducted with a new sample

Examining the Relationship of Customer Satisfaction and Brand Loyalty in Sports Products among University Students

To stay relevant in this market field, involving technology, many sports brands come forward with features that distinguish them from the other brands. Sports brand companies prioritize consumer demand to maintain the relevance of their products in the market. They emphasize customer satisfaction and brand loyalty, as these factors directly impact sales outcomes. Sporting goods customers come from diverse backgrounds, and university students significantly contribute to the sales of these products. Therefore, this research investigates the correlation between the contentment of customers and their loyalty toward sports brands within the context of university students. The quantitative approach using a survey design was used to conduct this study. A total of 361 university students were involved in this study. The data for this study were collected using a series of questionnaires containing 26 items that assess customer satisfaction and brand loyalty. The statistical analysis was performed using the Pearson Correlation analysis test. The results indicate a significant and high correlation between customer satisfaction and loyalty toward sports brands. Thus, this study offers valuable insights into customer satisfaction and product loyalty, specifically among university students and recommends that future studies focus on exploring the variations in customer perception towards sports goods based on gender and age