THE ROLE OF CAREER DEVELOPMENT TOOLS IN ENHANCING PROACTIVE BEHAVIOR

This study aims at measuring the relationship between career development tools and proactive behaviour using self-report questionnaires collected from workers at an oil and gas service company in Peninsular Malaysia. The results of linear regression analysis displayed two major findings: first, job autonomy was positively and significantly related to proactive behaviour. Second, transformational leadership was positively and significantly related to proactive behaviour. In overall, this result demonstrates that the career development tools act as an important predictor of employees’ proactive behavior in the organizational sample. Further, this study provides discussion, implications and conclusion.Keywords: Career Development Tools, Proactive Behavior, Malaysia, SPS

Proactive behaviour as a mediator of the relationship between career management and career satisfaction

This study aims to quantify the relationship between career management, proactive behaviour and career satisfaction. A survey method was employed to gather self-report questionnaires from employees who work at a state Islamic agency in Peninsular Malaysia. The outcomes of the SmartPLS path model analysis showed two important findings. First, the relationship between job autonomy and proactive behaviour was positively and significantly correlated with career satisfaction. Second, the relationship between transformational leadership and proactive behaviour was positively and significantly correlated with career satisfaction. This finding confirms that proactive behaviour does act as an effective mediating variable in the relationship between career management and career satisfaction in the organizational sample. Further, this study provides discussion, implications, limitations and suggestions for future studies

Leadership and Governance of Islamic Financial Institutions in Malaysia

Some corporate failures such as Enron and WorldCom were due to mismanagement and frauds committed by the top management of the organization and even the external auditors. Leadership was cited as one of the factors that led to the collapse of Enron. The Islamic financial institutions discussed in this paper focuses on Islamic banking and Takaful sectors. In both sectors, the level of governance has not received an extensive coverage as most studies have the tendency to focus on the people’s perceptions and acceptance towards the respective sectors as well as its product offering. This paper incorporates two aspects; firstly, leadership from the theoretical perspective such as traits, behaviour, and contingency theory. Secondly, this paper also reviewed governance from the conventional practices as well as from the Islamic viewpoints. The final section of the paper presents the existing studies on leadership and governance and explains the significance of this study

Association between career program, support for career development and commitment with career choice

This study assesses the association between career program, support for career development and commitment with career choice. Self-report questionnaires were used to collect data from university staff. The SmartPLS path model analysis was employed to test the research hypotheses and outcomes of this test confirmed that linking career program to support for career development has been an important antecedent of commitment with career choice in the studied organization. Discussion on the findings, implications and conclusion of the study are elaborated

Peranan pengurus dalam membangunkan kerjaya pekerja di institusi agama Islam di Negeri Sembilan dan Kuala Lumpur: satu analisis kualitatif

Berdasarkan kajian literatur pembangunan modal insan daripada perspektif Islam dan empirikal, pengurus biasanya melaksanakan dua kaedah yang sangat penting dalam membangunkan kerjaya pekerja iaitu, autonomi kerja dan mengamalkan gaya kepimpinan transformasi. Keupayaan pengurus mengamalkan kaedah tersebut dapat membantu meningkatkan kelakuan proaktif pekerja. Yang lebih penting, kajian yang dilaksanakan baru-baru ini mendapati bahawa keupayaan pengurus melaksanakan tugas dan tanggungjawab dalam membangunkan kerjaya pekerja dapat meningkatkan kelakuan proaktif pekerja, dan keadaan ini pula boleh memberi peluang kepada pekerja untuk meningkatkan kenaikan pangkat. Meskipun sifat hubungan ini sangat menarik, namun peranan kelakuan proaktif sebagai pembolehubah mencelah adalah kurang diberi penekanan yang mendalam dalam kajian literatur pembangunan kerjaya. Oleh itu, kajian ini dilaksanakan untuk mengukur perhubungan di antara peranan pengurus dalam membangunkan kerjaya pekerja, kelakuan proaktif dan kenaikan pangkat di dalam organisasi. Kaedah temubual berstruktur telah digunakan untuk mengumpul data daripada pekerja yang berkhidmat di institusi agama Islam di Negeri Sembilan dan Kuala Lumpur. Dapatan kajian ini menunjukkan bahawa peranan yang dimainkan oleh pengurus dalam membangunkan kerjaya pekerja dapat meningkatkan kelakuan proaktif pekerja. Seterusnya, ia berupaya memberi peluang kepada untuk memperolehi kenaikan pangkat di organisasi kajian

Career Administration as a Determinant of Proactive Behavior

Career guidance and counselling and its numerous services are meant to address issues bordering on career development, social changes and challenges. One of the modern challenges and threats to effective functioning, productivity and efficient service delivery in organizations is rapid changes in the 21st century, which needs to be addressed headlong. By addressing the duo problem of organizational development and the human aspect of organization, career administration considers as expedient, having proactive individuals who assist in moving the organization forward. Proactive personality professionals achieve several desirable individual and organizational outcomes: objective career success, career satisfaction, job performance and organizational citizenship behavior, job satisfaction, affective commitment, taking charge and voice behavior which often are the central concern of every organization. This study examines the relationship between the career administration and proactive behavior. Self-report questionnaires are utilized to collect data from employees working at an oil and gas firm in West Malaysia. The results of SPSS program presented two essential outcomes: first, job autonomy was significantly correlated with proactive behaviour. Second, transformational leadership was significantly correlated with proactive behavior. This result demonstrates that career administration does act as an important determinant of proactive behavior in the studied organization. Additionally, discussion, implications and conclusion are elaborated

Islamic leadership and transparency practices in takaful organizations

Takaful industry is faced with the issue of ineffective governance practices although it continues to excel financially at a rapid growth rate. Previous studies have started to address the importance of leadership to improve the level of transparency practices in Takaful organizations. However, little is made known on how the role of Islamic leadership would fit into the equation. Hence, the current study aims to examine the relationship between Islamic leadership and transparency. From the literature, Islamic leadership was grounded by the servant leadership approach which consists of five domains, namely altruistic calling, emotional healing, wisdom, persuasive mapping, and organizational stewardship. A self-administered questionnaire was employed to collect the data from employees of licensed Takaful operators in Malaysia. 208 usable data were analyzed using SmartPLS software to test the hypotheses of the study. The findings revealed that altruistic calling and persuasive mapping were significant factors influencing transparency, and the other three variables have no significant effect towards transparency. Emotional healing was found to be the most underperforming factor that needs to be further improved by managers. In addition, this study provides discussion, implications, limitation, and suggestion for future study

DOES CAREER PROGRAM HAVE EFFECT ON EMPLOYEE OUTCOMES? EMPIRICAL EVIDENCE

This study sets to examine the relationship between career program and employee outcomes. A survey method was employed to obtain data from employees of a military based university in Malaysia. The outcomes of SmartPLS path model analysis showed four important findings: first, career planning was positively and insignificantly correlated with job satisfaction. Second, career management was positively and significantly correlated with job satisfaction. Thirdly, career planning was positively and insignificantly correlated with career commitment. Finally, career management was positively and significantly correlated with career commitment. This result confirms that career planning does not act as an essential predictor of job satisfaction and career commitment, but career management does act as an essential predictor of job satisfaction and career commitment in the studied organization. In addition, this study provides discussion, implications and conclusion