The roles of personality in the context of knowledge sharing: A Malaysian perspective

Our era of knowledge today has shown the fact that accomplishments achieved by public agencies receive influence from several inside factors; to name but a few, individual intelligence and personality characteristics.The emphasis on this paper rests on the contributions made by personality and the act of implicit knowledge-sharing to improve individual presentation, with special regards to managers in the public sector. There is a potential that this paper can serve to justify how individual differences are able to weave their way among knowledge workers for performance improvement. The assessment of personality traits is performed using the Big Five Inventory, where the traits are extraversion, agreeableness, openness to experience, neuroticism and conscientiousness. Tacit knowledge sharing, on the other hand, is realized through mentoring and knowledge-sharing agenda. This current study is targeted at Malaysian public sector managers who are expected to distribute their valuable knowledge with others and help enhance individual productivity. Individual performance system is introduced as a measuring tool on individual productivity which comprises of four main components; knowledge and expertise, personal quality, leadership and community contribution. It is suggested that for the purpose of practising knowledge sharing, managers need to possess some personality traits to improve their employees’ performance

The moderating effects of basic needs satisfaction at work on the relationships between burnout, work-family conflict and organizational commitment: relevance of the Conservation of Resources (COR) theory

In this modern era of competitiveness, work commitment is imperative as every organization strive to excel.Employees must find the means to achieve goals with full determination and commitment despite their personal difficulties. This paper analyses the moderation effect of the dimensions of basic needs satisfaction at work (autonomy, relatedness, and competence) on the relationships between burnout (exhaustion, professional efficacy, and cynicism), work-family conflict (work interfering with family (WIF), family interfering with work (FIW)), and the dimensions of organizational commitment (affective, continuance and normative).Two hundred and twenty administrative and professional groups from Kuala Lumpur City Hall (KLCH), Malaysia were involved in the study. The data gathered was examined using hierarchical multiple regression analysis to determine the moderating effects between variables.The findings revealed that: (1) autonomy moderates the relationships between exhaustion and continuance commitment; and (2) relatedness moderates the relationships between WIF and continuance commitment.The study has defined the motivating factors using the Conservation of Resources (COR) theory as a foundation for the discussion.Recommendations and areas for future research are also discussed

Perceived and preferred interviewer characteristics in selection interview

Perceptions of interviewer characteristics signify the validity and reliability of selection procedures.Personality characteristics of the interviewer such as personableness, skills and competency, questioning manner and job information may be perceived differently in different situations. This study examined the perceived and preferred interviewer characteristics based on Perceived Interviewer Characteristics Scale by Ahmad Marzuki (2000).In addition, it included the preferred interviewer characteristics scales modified from the original scales.A total of 140 participants were selected as samples.Results indicated that the actual 4 scales except for ‘questioning manner’ characteristic were correlated to the preferred interviewer characteristics.Results also shown that there were significant differences between what the applicants perceived and what the applicants preferred in three interviewer characteristics namely personableness, skills and competency and job information in general, as well as based on those who were offered and not offered the job

Emotional intelligence among nurses

Malaysia has more than 78 thousand registered nurses working at the government and private hospitals.Nurses who make up 75% of the total healthcare workforce play important parts in providing healthcare services to patients and working with other healthcare professionals. Emotional intelligence allows people to understand the complexity of human interaction and manage his/her own emotions as well as others.Hence, emotional intelligence seems a relevant concept in healthcare, where it is considered vital for nurses to understand patients’ perspectives and engage in relationships that will facilitate successful care management. This article examines the emotional intelligence profiles of nurses. In additions, it also examines the differences in the level of emotional intelligence of nurses based on selected demographic factors.A study had been conducted in four government hospitals using The Bar-On Emotional Quotient Inventory: Short (EQ-i:S) by Bar-On (1997).Three-hundred and ninety-five male and female nurses were involved as respondents. Results showed that the majority of respondents had high level of emotional intelligence and there were no significant differences of emotional intelligence based on demographic factors.It is hoped that the results and implications of the study will enhance the service quality of healthcare professionals

The Role of Human Resource Department in Corporate Social Responsibility

The fields of corporate social responsibility (CSR) and human resource (HR) function have gained increasingly importance to corporate strategies. As many hotels are concerned with sustainability issues and CSR, the HR function is positioned to assist implementing and enhancing CSR strategy as well as administering its core functions. In most cases, CSR in the hotels are housed in HR Department where the managers have responsibility for the strategic application of CSR in the hotels. This paper presents a case study of five hotels in Penang Island, Malaysia as an attempt to demonstrate how Human Resource managers of these hotels perform their CSR practices. Specific focus is placed on the role of Human Resource managers who are not well-equipped with social work experience or background and specifically to investigate how these managers perceive CSR concept, the impact of their CSR programs on beneficiaries and the challenges that they encountered in the process. To answer these questions, we have conducted interviews with five managers from four and five star hotels in Penang. Our findings have reflected the importance of conceptualization of CSR particularly in hotel sector as well as gaining insight into current HR profession in administering CSR activities to consider someone with social work background in a bid to improve the quality of life of targeted communities. &nbsp

Kepuasan komunikasi dan hubungannya dengan komitmen kerja dalam kalangan pekerja sektor awam

Communication satisfaction and work commitment are two important elements for workers in an organization.This study was aimed at identifying the relationship bet ween dimensions of communication satisfaction (seven dimensions) and organizational commitment in a public organization; and differences in work commitment based on age, gender and marital status.A total of 169 respondents from a public organization were chosen through simple random sampling. Communication satisfaction was measured using the Communication Satisfaction Questionnaire (CSQ) by Down and Hazen (1977) while work commitment was measured using Organizational Commitment Scale by Allen and Meyer (1996). Results indicated that there were significant relationships in four dimensions of communication satisfaction (corporate perspective,corporate information, organizational integration and horizontal communication).Communication satisfaction towards superiors, subordinates and feedback were found to be unrelated to work commitment. Differences were also found in work commitment based on age and marital status but not for gender

Relating stress, anxiety and depression among flood victims’ quality of life in Malaysia: A theoretical perspective

Flood disaster is one of the events that have an impact on the lives of the individuals involved in Malaysia. Destruction and loss make a person feels depressed besides being worried.Even worse when the victims become depressed as a result of the incident. Flood events can be seen as a threat to the well-being of individuals both physically and emotionally.This article will discuss how stress, anxiety and depression are related to the quality of life and well-being of flood victims.The discussion is based on the Stressful Life Events Theory, Freud’s Anxiety Theory, Beck's Cognitive Theory of Depression and the Quality of Life Conceptual Model

Stage fright apprehension among UUM lectures

Personality and stage fright apprehension are important factors that contribute towards teaching effectiveness. Individuals who are highly confident of themselves can control their level of stage fright apprehension when delivering speech in public. An exploratory study has been carried out to examine the level of stage fright and shyness according to gender, age, schools, workload and personality factors. It utilized the Personal Report of Communication Apprehension (PRCA-24), Shyness Test (Cheek, 1989) and the NEO-FFI (Neo Five Factor Inventory) as instruments to measure stage fright, shyness and personality elements. Data collected was analyzed using SPSS Win 10 and presented using descriptive and inferential statistics. Results indicated that there are different effects of gender, age, schools, workload and personality factors on stage fright and shyness among UUM lecturers. Overall, gender is a good predictor in determining stage fright apprehension among the respondents. Therefore, it makes a difference from gender perspective when individuals respond towards public speaking in educational context