Knowledge Management Mediation Model of Higher Learning Institution Performance

There are many studies on Knowledge Management (KM) in different organizations however less investigation on university, especially teaching staff in terms of using KM to enhance their duties at the universities. Thus, this paper presents a study to examine the Critical Influential Factors of Knowledge Management and Innovation Management on UAE Universities Performance. The study adopted a quantitative approach where a questionnaire survey was carried out among academic staffs of UAE universities. A total of 330 respondents involved in this survey. The data gathered from the survey was used to develop the mediation model which comprises of innovation learning acts as mediator to the relationship between the five knowledge management variables and the university performance variable.  The model was developed and assessed in SmartPLS software. The mediation model comprises of direct effect relationship and mediation effect relationship. For direct effect relationship, it was found that two KM dimensions have a direct significant effect on universities’ performance, which are knowledge acquisition and knowledge application. And also, it indicates that there is a significant direct effect for innovation learning on university performance. For mediation effect, it was found that innovation learning on the relationship between KM dimensions (knowledge acquisition, knowledge storage, knowledge sharing, and knowledge application) and universities’ performance. The results from this modelling work, indicated that knowledge acquisition and knowledge sharing have a significant indirect effect on universities’ performance with partial mediation for knowledge acquisition and full mediation for knowledge sharing. The findings of this research could benefit academic and decision makers in terms of enhancing organization performance through KM. Also, innovation learning can be considered as a stimulant to KM in further enhancing the university organization performance

Job satisfaction of secondary school teachers in Tawau, Sabah

In order for the teachers to function effectively in a school system, it is important that teachers need to seek satisfaction and happiness not only in the intrinsic aspects of teaching job but also in other dimensions related to the teacher work experience in the wider social environment. This paper examines the level and differences in the job satisfaction of 200 Sabah secondary school teachers with respect to the various teachers characteristics identified as gender, service category, job title, tenure and place of origin. Data was collected through survey questionnaire. The finding reveals that secondary school teachers in Tawau, Sabah are generally satisfied with their job. There is significant relationship between job satisfaction and gender, whereby the male teachers are generally more satisfied than female teachers. The graduate teachers are more satisfied than non-graduate teachers. The higher ranking teachers are more satisfied than the ordinary teachers. Also, older teachers are more satisfied than younger teachers. However, there is no significant relationship between places of origin of teachers with job satisfaction. Based on the findings, several recommendations are proposed

Personal characteristics, occupational stress and turnover intentions among school teachers in Negeri Sembilan, Malaysia

Stress is considered as a serious problem in the modern workplace. This paper summarizes occupational stress and turnover intentions experienced by secondary school teachers in the state of Negeri Sembilan, Malaysia. The aim of this study is to investigate the differences across different personal characteristics of the teachers and their level of stress and turnover intention. A total of 150 self-administered questionnaires were collected from secondary schools in the state of Negeri Sembilan. The study reveals that there are significant differences between teachers’ personal characteristics with occupational stress and turnover intention. This study also revealed that there is a positive significant relationship between occupational stress and turnover intention experienced by these teachers. Based on the results, some recommendations are provided

Turnover intention among academics: a case study of private higher learning education in Klang Valley

Academics are seen as guardians of knowledge, disseminators of knowledge and creators of new knowledge. However, due to the expectation of Malaysia to be a regional hub for international higher education, it consequently burdens the academics especially in private higher learning education. Stress occurs among academics and stimulates them to leave. This situation is dangerous as it impacts on the institution and the student itself directly and indirectly. Therefore, this study attempts to investigate turnover intention from the perspective of job demand, job control and social support. 201 academics from private HLE were participated in this research and the empirical tests revealed that job control determine the level of turnover intention as well as social support on turnover intention. The regression estimation shows that social support was significantly reflected in turnover intention among academics

New approach on global optimization problems based on meta-heuristic algorithm and quasi-Newton method

This paper presents an innovative approach in finding an optimal solution of multimodal and multivariable function for global optimization problems that involve complex and inefficient second derivatives. Artificial bees colony (ABC) algorithm possessed good exploration search, but the major weakness at its exploitation stage. The proposed algorithms improved the weakness of ABC algorithm by hybridized with the most effective gradient based method which are Davidon-Flecher-Powell (DFP) and Broyden-Flecher-Goldfarb-Shanno (BFGS) algorithms. Its distinguished features include maximizing the employment of possible information related to the objective function obtained at previous iterations. The proposed algorithms have been tested on a large set of benchmark global optimization problems and it has shown a satisfactory computational behaviour and it has succeeded in enhancing the algorithm to obtain the solution for global optimization problems

The effect of performance appraisal system towards employee performance, employee motivation and employee satisfaction

Human resources management (HRM) practices such as performance appraisal system (PAS) will affect the employees in a positive and negative ways from the aspects of performance, motivation and satisfaction. Thus, the purpose of this research is to measure the level of employee performance, motivation and satisfaction and to determine the effect of performance appraisal system towards employee performance, motivation and satisfaction at ABC Sdn. Bhd. that located at Selangor. Quantitative research approach along with cross-sectional research design has been used to collect data from 177 employees in the target population through a self-administered and online platform. The return rate of this research from the respondents was 98.30%. The results of the current study provide empirical evidence on key issues related to PAS of employees at ABC Sdn. Bhd. Main finding of this research showed that the employee performance, motivation and satisfaction were in a high and moderate level and there is positive relationship between the performance appraisal system and employee performance (r=0.719), motivation (r=0.836) as well as satisfaction (r=683). This study also proved that performance appraisal system has significant effect towards employee performance (r2=0.508), motivation (r2=0.663) and satisfaction (r2=0.522). This research gives clear directions to stakeholders on the existing performance appraisal system for improvement of the employee performance, motivation and satisfaction at LSF or other private sectors

Role clarity, autonomy, work engagement and voluntary turnover intentions: the moderating role of personal circumstances

The main objective of this study was to examine the relationship between the role clarity, autonomy, work engagement, personal circumstances and voluntary turnover intentions. Data were collected from 322 employees of an Information and Communication technology industry in Malaysia. A partial least square structural equation modelling approach was used to analyze the data. The results showed a significant relationship was found between role clarity, autonomy and work engagement predict the voluntary turnover intentions, with personal circumstances moderating the relationship. The findings from the study will help to develop further theory and managerial understanding on issues relating to voluntary turnover intentions

Analysis of Moderating Effect of Turnover Intention on the Relationship of Intrinsic Motivation and Employee Performance

This paper presents an analysis of the moderating effect of turnover intention on the relationship between intrinsic motivation and the employee performance model. The moderation effect analysis was conducted using SmartPLS software version 3.0. The model was constructed within the software, and the analysis was conducted in two stages. The first stage involved a bootstrapping process to generate and determine the significance level and strength of the path. The second stage employed the PLS Algorithm process, generating a simple slope graph. Results from the bootstrapping process revealed a noticeable moderating effect attributed to turnover intention, supported by a tstatistics value of 2.514 and a statistically significant p-value of 0.006. Investigating the specifics of the path coefficient, the moderating impact on the relationship was quantified at -0.097, indicating a negative moderating influence. In practical terms, this suggests that turnover intention exerts a dampening effect on the connection between motivation and employee job performance. Regarding the simple slope analysis, it was found that the moderation effect of turnover intention on the relationship between intrinsic motivation and employee performance is particularly robust when turnover intention is lower. However, this effect diminishes to some extent when turnover intention is higher. These findings provide valuable insights into how the dynamics of these variables interact under varying levels of turnover intentio