Trust in Management and Work Satisfaction as Predictor of Workplace Deviance in SMEs of Malaysia

Deviant workplace behavior has become a most costly phenomenon as it includes a wide range of negative acts performed by the employees to harm the organization and its members. The workplace is a forum where employees are seen behaving in different productive manners in order to achieve a common goal. In this research employee deviant has been conceptualized as destructive. While deviant behavior may be harmful, employee deviance can be constructive and functional as well. Employees who engage in constructive deviance, such as innovative behaviors, can provide organizations with necessary creativity. Past researchers have consistently found correlations between deviant behaviors and employees’ evaluations of the quality of their work environment. This study explains the impact of trust in management and work Satisfaction a predictor of workplace deviance. To analyze this preference, the questionnaires were distributed randomly to the employees from different industries in SMEs of Malaysia. From the 150 online questionnaires, 115 responses were received. The result of this study helps the managers and supervisors in monitoring the employees to find any dissatisfaction and precaution against unfairness among labors. This research gives an insight of the type of trust in organization that is salient for each construct and allows the management of organizations to take appropriate actions to improve conditions at the workplace and prevent deviance in the organization, the management must create environment that employee perceive enough care and support. Some organizations need to change the work environment and educate workers on how to adapt and cope better to the workplace. The scope of this study is more concerned about deviance in the workplace and most of the questionnaires were filled by employees of SMEs in Malaysia. The respondents include all employees who work in Malaysia. This research have several funding such as trust in management have positive effects on work Satisfaction and negative effect on workplace deviance, and work satisfaction performed as a mediating role to relationship between trust in management and workplace deviance. Keywords: workplace deviance, trust in management, work satisfaction DOI: 10.7176/EJBM/12-21-20 Publication date:July 31st 202

High-performance work systems and HR efficiency: the mediating role of HRIS potentialities

Small and medium-sized enterprises (SMEs) in the service and manufacturing sector confront unique challenges in their strategic HRM skills. In this respect, a growing concern for both scholars and practitioners is the deployment of strategic IT capabilities that can enable the corporation's high-performance work system (HPWS) capabilities, which influence the efficiency of its HR function. The focus of this study is to explore the strategic alignment of HR and IT from the perspective of capability-based mediation. Structural equation modelling was conducted to analyse the data obtained by surveying 211 services and manufacturing sector SMEs. The results reveal that the HR efficiency was influenced by the HRIS potentialities of SMEs through their strategy implementation with their enterprise HPWS potentialities. The findings indicate that it is more likely for the service and manufacturing sector SMEs that simultaneously develop their HRIS and HPWS capabilities to gain a competitive advantage through HR function improvement

Electronic Human Resource Management and Employee Efficiency: Test of the Mediating Role of Impersonal Trust

This study investigates the relationships between electronic human resource management (e-HRM) and employee efficiency in private companies, with impersonal trust being the intervening variable. A conceptual model was developed and tested using data collected from 167 HR professionals for the study. Data set was examined, and hypotheses were tested by employing Partial Least Squares-Structural Equation Modelling (PLS-SEM) analysis. The result reveal that all hypothesis supported, as well as impersonal trust mediates (partially) the relationship between e-HRM and employee efficiency. The results show that technology-enabled HRM supports organisations by enhancing organisational trust and efficiency outcomes. The key predictors for improving employee efficiency are organisational trust and e-HRM. e-HRM, in the HRM department has a positive impact on employees’ trust. The outcomes show the valuable insights for HR professionals allowing them to enhance employee efficiency by applying e-HRM to upgrade employees’ trust in the company

The Use and Effect of Human Resource Information Systems on Human Resource Management Productivity

This study aims to investigate the effect of Information and Communication Technology (ICT) implementation on Business Process Management (BPM) through examining the relationship among influences of Human Resource Information Systems (HRIS) on HRM productivity. The current study developed a conceptual model and examined collected data from 187 HR specialists who have access to HRIS in their organizations. Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis was used to test hypotheses and examined data set. The results of this research showed that, applied properly, HRIS-provide HR transformational, transactional and traditional exercise has an important influence on the HRM performance. These results are suitable for competitive organizations in the marketplace that seek enhancement in HRM productivity by HRIS-empowered HR exercise. Consequently, the companies aimed to reconsider and renovate their business methods based on HRM are encouraged by this research to adopt a suitable HRIS, particularly a performance management system (PMS), which is a serious factor in their achievement

The relationship between task technology fit and individual performance: case study in hotel industry in Malaysia

Associations require helpful performance from individual to reach their purposes. In todays of modern technology it is essential and very important to understand performance in the information technology (IT) area. This study brings up a problem that individual performance success could be enhanced by complementing other elements. This research examines the success of individual performance by task-technology fit theory. This study aims to investigate which task-technology fit elements are able to explain and improve the individual performance. The findings show that the TTF explains, improving personal performance of employees will cause higher level of organizational performance in hotel industry. In this research from eight factors of task technology fit three factors support, which are Quality, Authorization and Production Timeliness. Employee with high performance will provide better services for customers and this will increase customer satisfaction. This study provides solutions for employers of hotel industry in Malaysia to improve the performance of the operational employees, which eventually increases the performance of the hotel industry in Malaysia. As a result, the hotels will deliver better services to the customers, in order to compete with other hotels in Malaysia. In addition, delivering high quality services provides customer satisfaction, which significantly contributes to business performance. Moreover this will cause repeating travel to the same destination, purchase repetition and potential increased future patronage of the hotel

Adopting human resource information system and work-related outcomes in emerging market SMEs: unified theory of acceptance and use of technology

Purpose This study investigates the psychological adoption of technology in relation to employees' mental beliefs about using technology in their workplace, because it is necessary to investigate the direct and indirect effects of information systems (IS) on employees' work-related results that underpin creativity and engagement. Design/methodology/approach Using a cross-sectional design, data were collected from 153 human resource (HR) employees who used human resource information systems (HRIS) in small- and medium-sized enterprises (SMEs) in Malaysia. Findings The results show that effective acceptance and adoption of an HRIS enables HR employees and management in SMEs to be creative, balanced and engaged. Facilitating conditions and task-technology fit positively affect the behavioral intention to accept and adopt an HRIS. Additionally, organizational citizenship behavior moderates the relationship between the behavioral intention to accept and adopt an HRIS and employee creativity. Originality/value This study significantly advances the fields of human resource management and IS by elucidating the factors influencing employees' adoption of technology. In an effort to address a research gap in existing research, it introduces a unified theory of acceptance and use of technology, which precedes the psychological adoption process by individuals. Furthermore, it offers both empirical and theoretical insights into the interplay between technology adoption factors and their subsequent impact on work-related outcomes

Personality traits and individual performance: Test of the mediating role of motivation among top management.

Personality traits, considered as indicators of the employee's performance and motivation which concentrated on intrinsic and extrinsic motivation (Mot), plays an important role in employee performance. This paper aims to investigate the relationships between the personality traits (conscientiousness, neuroticism, extraversion, openness to experience, and agreeableness) and the individual in-role and extra-role performance (IP). In addition, the motivation is being explored in terms of intrinsic and extrinsic of employees. To achieve these objectives, a data-set was collected by surveying 167 general managers (GMs) and general manager's assistants (Asst. GMs) of five star hotels in Malaysia. The partial least squares-structural equation modelling (PLS-SEM) was used to examine the dataset and test the hypotheses. The findings indicated a significant linkage among extraversion, conscientiousness, agreeableness, Mot and IP. On the other hand, Mot mediated the relationships among extraversion, conscientiousness, agreeableness and IP. The participants of the current study revealed a better individual in-role and extra-role performance through an appropriate implementation of personality traits practice

The Literature Landscape of Covid-19 and Socio-Economic Research: A Bibliometric Analysis

This study reviews the literature on COVID-19 and socio-economic studies to identify current research areas and suggest ways forward through bibliometric analysis of 426 published documents retrieved from the Scopus database concerning COVID-19, scientific and socio-economic research in the year 2020. The findings reveal that the pandemic affected the socio-economic domain through the imposed social distancing, applied based on different severity levels in various countries. This study shows that the most common keyword used in titles, abstracts and author keywords is “COVID-19”. Twoauthored documents have the highest number of total publications. The top affiliations are the University College London and the London School of Hygiene and Tropical Medicine. The United States is the top country in terms of total publications. The findings highlighted the increase in stress levels in the healthcare system during the COVID-19 pandemic and the necessity of scientific research to help scholars understand the various socio-economic impacts of this crisis. The most influential aspects of research are virus and protein interaction maps and the effects of the pandemic on economics and psychology. The main search stream is COVID-19 and its effects on health. This study has practical implications for policymakers and governments in implementing social policies to reduce anxiety in social situations among households and protect public health

The relationship between personality traits and individual performance: a case study in Malaysian hotel industry

Performance management is an essential factor for the continued success of any organisation. A good individual performance leads to good organisational performance and success, or vice-versa it could lead to unfavourable stress and tension for employees and poor performance of the organisation. In the hotel industry particularly, positive personality traits in general managers (GMs) and assistant general managers (asst. GMs) performance can improve the performance of employees and hotel. Therefore, investigating the relationship between personality traits and individual performance is highly concern of current researches. This study aims to investigate the relationships between GM and asst. GM of the hotel industry in Malaysia by conducting interviews on personality traits and individual performance. Among five personality traits, which are openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism, the findings revealed that conscientiousness and agreeableness are the most significant ones in GM and asst. GM performance. The study also discusses further on the individual performance of GM and asst. GM as well as the personality traits characteristics