The Impact of Job Burnout towards Job Performance among Nurses

The aim of this study was to determine the relationship between job burnout and job performance among nurses. The factors of interest in this study were components of job burnout, which included emotional exhaustion, depersonalization, and diminished personal accomplishment; and job performance of nurses. Survey questionnaire was used to collect the data needed for analysis, which was adapted and modified from Maslach Burnout Inventory (MBI). The respondents were nurses from the private hospital at Perak. Data collected was analyzed using SPSS version 12.0 for Window, and the methods of analysis were Pearson correlation and multiple regression analysis. The findings of this study revealed that there were significant correlations between emotional exhaustion (r=0.305, p=0.006), depersonalization (r=0.239, p=0.031) and job performance. Meanwhile, this study failed to establish a relationship between diminished personal accomplishment and job performance. On the other hand, multiple regression analysis showed that emotional exhaustion was the dominant factor that affecting job performance (β=0.305, r2=0.093). In conclusion, nursing profession is at high risk of job burnout or particularly emotional exhaustion, which will jeopardize nurses' job performance and eventually contribute to deterioration in quality of care

Kesan amalan komunikasi dalam sistem ganjaran dan keadilan prosedur terhadap prestasi kerja

Purpose - This paper seeks to measure the influence of perceived procedural justice; to identify the moderating effects of procedural justice on the knowledge about reward systems; and to identify the moderating effects of procedural justice on the immediate boss treatments toward job performance. Design/Methodology/Approach - The study was dependent on a survey conducted on 92 respondents who had completed the survey questionnaire forms. Findings - Outcomes showed that interaction betwen knowledge about reward systems and procedural justice insignificantly correlated with job performance, but interaction between immediate boss treatments and procedural justice significantly correlated with job performance. This result confirmed that procedural justice does act as a partial moderating effect in the reward system model of the organisation sample. Originality/Value - The paper explores the possible implications and limitations of this study and addresses these to organisations to look at procedural justice as one important element in the compensation system communication. Paper type -Research Paper

Performance-based pay: An empirical study in Malaysian Federal Government linked companies, Kuching, Sarawak

Compensation management literature highlights that properly administering performance-based pay may directly affect employee attitudes and behaviours (i.e. job performance and job turnover). Furthermore, a thorough review of such relationships revealed that the effect of performance-based pay on such employee attitudes and behaviours is indirectly affected by perceptions of procedural justice. The nature of this relationship is less emphasised in past research studies. Therefore, a survey method was used to gather 124 usable questionnaires from employees who have worked in the Malaysian Federal Government linked companies in Kuching, Sarawak (GLCKUCHING). A stepwise regression analysis was performed to determine the mediating effect of procedural justice and the findings obtained indicated that procedural justice and performance-based pay were significantly correlated with job performance. However, no significant correlation was found between procedural justice and performance-based pay with job turnover. Results of this study serve as evidence confirming the assertion that procedural justice does act as a partial mediating variable in the performance-based pay models of the organisational sector investigated. This paper also addresses the implications of such findings on compensation theory and practice. In addition, conceptual and methodological limitations, and directions for future research are also discussed

Kesan Amalan Komunikasi dalam Sistem Ganjaran dan Keadilan Prosedur Terhadap Prestasi Kerja

Kajian ini dilaksanakan untuk mengukur pengaruh persepsi keadilan prosedur dalam perhubungan antara amalan komunikasi dalam sistem ganjaran dan prestasi kerja di sebuah penguasa tempatan berstatus bandar raya di Sarawak, Malaysia. keputusan analisis regresi berganda hierarki menunjukkan bahawa interaksi antara pengetahuan tentang sistem ganjaran dan keadilan prosedur mempunyai hubungan yang tidak signifi kan dengan prestasi kerja, tetapi interaksi antara layanan ketua terdekat dan keadilan prosedur mempunyai hubungan yang signifi kan dengan prestasi kerja. dapatan kajian mengesahkan bahawa keadilan prosedur hanya bertindak sebagai pemboleh ubah penyederhanaan separa dalam model sistem ganjaran dalam organisasi kajian. justeru itu, implikasi dan limitasi kajian ini, serta cadangan kajian akan datang turut dibincangkan.

Effects of Wellness Programs on Job Satisfaction, Stress and Absenteeism between Two Groups of Employees (Attended and Not Attended)

This paper presents significant relationships between employees who have attended wellness program and those who have not attended wellness program with employees’ job satisfaction, stress and absenteeism. This study was conducted at a major telecommunication company in Malaysia. 125 employees of the company were selected as respondents of this study by using simple random sampling. In addition, 63 of these respondents had attended the wellness programs whereas the other 62 had not attended the programs provided by the company. A survey questionnaire was used for data collection. The research hypotheses were tested using T-test. The findings revealed that higher job satisfaction were found in the respondents who have attended wellness program than the respondents who have not attended wellness program. The findings also showed that lower employees’ perceived stress was found among the respondents who have attended wellness program than those who have not attended wellness program; and lower employees’ absenteeism was found in the respondents who have attended wellness program than the respondents who have not attended wellness program. As a conclusion, corporate wellness program is important in promoting employees to be concerned about their health status, possibility of having sickness, and tailored treatment for their health. The challenge now is to inculcate this activity as a culture within the employees so that they would have a positive perception towards wellness programs

Investigating Effective Ways to Maximize the Role of Recruitment Agencies

The aim of this paper was to investigate the effective ways to maximize the role of recruitment agencies in Malaysia. Kuala Lumpur was chosen as a location of this study. This qualitative study involved 7 informants from 3 categories: the recruitment agency operators, the employers, and the job applicants. In-depth interview was used as a method of data collection. Every response received from the informants was recorded. The findings revealed that the recruitment agencies should focus on recruiting both fresh and post graduates; provide constant training and innovation; increase the agency headcount; conduct industry mapping and carefully search for the clients and candidates; recruit the right candidates; reduce the recruitment fees, screen the good candidates with good working attitudes; stop collecting recruitment fees from candidates, and provide better consultation to ensure its effectiveness. As a conclusion, more research about recruitment agencies should be conducted in order to gain valuable outcome, thus contributing to the human resource field