The Role of Noninstrumental Justice and Age in Predicting Organizational Commitment: Evidence from Malaysia

The purpose of this paper is to determine the influence of the noninstrumental component of procedural justice on organizational commitment and whether this relationship is moderated by age. Regression analysis on a sample of 161 employees revealed that noninstrumental procedural justice had a significant effect on organizational commitment. The hypothesis concerning the role of age as a moderator was not supported. Implications for managerial practice and future research are discussed

JOB SATISFACTIONAND AFFECTIVE COMMITMENTAS PREDICTORS OF IN-ROLE BEHAVIOUR: A STUDY WITHIN THE MALAYSIAN HOTELINDUSTRY

The purpose of this paper is to contribute to the knowledge of how job satisfaction (extrinsic and intrinsic satisfaction) and affective commitment influence in-role behaviour of nonsupervisory workers employed within the Malaysian hotel industry. The mediating role of affective commitment on the relationship between job satisfaction and in-role behaviour was also investigated. Regression analyses on the 188 responses collected demonstrated that both intrinsic and extrinsic job satisfaction had positive relationships with affective commitment. Specifically, intrinsic satisfaction was found to be more influential in explaining the variation in affective commitment. Additionally, affective commitment was found to have a significant and positive impact on in-role behaviour. The findings indicate that the two dimensions of job satisfaction were not significant predictors of in-role behaviour, thereby suggesting that the condition for the mediation effect of affective commitment was not supported. Implications of the findings to theory and practice are discussed. The paper concludes by identifying some possible limitations and offering suggestions regarding further investigations on in-role behaviour

Assessing the relationship between organisational commitment and knowledge sharing behaviour

Knowledge sharing is one important activity in knowledge management. It enables knowledge to be created, as well as acquired and used by others. However, there are reasons to believe that employees are reluctant to share knowledge with their colleagues. Thus, in order to ensure the success of knowledge management effort, knowledge sharing among employees must be encouraged. Though studies had shown that there are many factors that might affect knowledge sharing behaviour, this paper aims at exploring the relationship between organisational commitment and knowledge sharing behaviour. Regression analysis on data gathered from a sample of 114 R&D employees’ indicated that affective commitment and normative commitment were significant predictors of tacit knowledge sharing. Additionally, explicit knowledge sharing was significantly and positively predicted by affective commitment. Implications, limitations, and suggestions for future research are highlighted

Nurses support in reducing working stress among medical doctors in public hospitals: conceptualizing job demands-resources model / Nor Farehan Omar and Aizzat Mohd Nasurdin

The last two decades of research in social and health psychology have established the cohesive of nurses support to promote good mental health and physical health among medical doctors. Although it is commonly assumed that nurses support positively predicts the good health status of medical doctors, the literature are still lacking in focusing the roles of nurses towards medical doctors in hospitals. This conceptual paper suggests how nurses support are associated with reducing prolonged stress among medical doctors in public hospitals which include to determine their health status due to lack of access to supportive workplace. The Job Demands-Resources Model and Conservation of Resource (COR) Theory serve as the foundation in developing the proposed research model. Job burnout is proposed as a mediator in the above-mentioned relationship

Fairness Of Strategic Resource Allocation, Team Commitment And Commitment To Implementing Strategy In Indonesian International Joint Ventures

This study seeks to investigate the relationship between fairness of strategic resources allocation, management team’s commitment to multiple parties, and strategy of international joint ventures (IJVs) in Indonesia. Using a sample of 113 IJVs, the results of the regression analyses showed a positive relationship between fairness of strategic resources allocation and team’s commitment to implementing strategy whereby team commitment served as a mediator. In addition, fairness of strategic resources allocation was positively related to team commitment and team’s strategy. Im-plications, limitations, and suggestions for future research are discussed

Human Resource Management Practices And Organizational Innovation: An Empirical Study In Malaysia

With rapid globalization, firms particularly those in the manufacturing sector have to continuously innovate for competitive advantage.  One way to do so is via effective human resource management practices (thereafter termed as HRM).  The purpose of this study is to examine the relationship between human resource management (HRM) practices and organizational innovation.  We employed a cross-sectional design with a sample comprised of 674 large manufacturing companies from six states in Malaysia which were identified as having a high percentage of innovating companies (Ministry of Science, Technology and Innovation, Malaysia (MOSTI), 2006).  Our independent variables comprised of five HRM practices (performance appraisal, career management, training, reward system, and recruitment).  Three types of organizational innovation (product innovation, process innovation, and administrative innovation) served as our dependent variables.  Our findings provided partial support for our main hypothesis.  Training alone was found to have a positive and significant effect bon the three forms of organizational innovation.  In addition, performance appraisal positively and significantly affects administrative innovation.  Despite the fact that our research framework was partially supported, our study highlights the profound role played by training in stimulating organizational innovation in the context of the manufacturing industry of Malaysia.  Implications of our findings and limitations of the research were discussed

Predicting TUrnover Intentions of Hotel Employees: The Influence of Employee Development Human Resource Management Practices and Trust in Organization

This study investigates the variables that may be predictive of hotel employees’ turnover intentions. The influence of trust in organization as a mediator in the proposed relationship is also examined. A total of 380 operational employees from 5-star rated hotels completed the questionnaires. Hierarchical regression analysis was used to test the relationships hypothesized in the model. Most of the hypotheses were supported. It is suggested that to enhance employees’ trust in organization and subsequently to reduce turnover intentions, hotels need to continue to provide training and development programs to their employees, conduct fair and formal appraisal system, and provide ample and clear career advancement to their employees. Limitations and suggestions for future studies are forwarded

TURNOVER INTENTIONS OF MALAYSIAN HOTEL EMPLOYEES: THE ROLE OF HUMAN RESOURCE MANAGEMENT PRACTICES AND TRUST IN ORGANIZATION

Although numerous studies on turnover intentions have been undertaken in the past, none have systematically investigated the relationships between employees' perceptions of HRM practices,their attitude towards the organization (trust in organization), and their behavioral intentions (turnover intentions). Thus, the objective of this study is to investigate the impact of employees'perceptions of their organization's human resource management (HRM) practices on their turnoverintentions. The influence of trust in the organization as a mediator in the proposed relationship is also examined. Survey data were gathered from operational employees attached to large hotels in Malaysia. 380 usable questionnaires were used in the statistical analyses. The results indicated that the hypothesized linkage between HRM practices and trust in organization as well as between HRM practices and turnover intentions were partially supported. The mediating role of trust in organization was also partially supported. Implications and limitations of the findings are specified. Finally, directions for future research are suggested

Organizational Justice as an Antecedent of Job Performance

The present research examines the influence of organizational justice (distributive justice and procedural justice) on predicting job performance (task performance and contextual performance). Survey data were drawn from a sample of 136 customer-contact employees within the telecommunications industry in Malaysia. Results of the regression analysis illustrate that distributive justice alone has a significant and positive relationship with task performance. On the other hand, only procedural justice is found to be significantly and positively related to contextual performance. Implications of the findings and directions for future research are highlighted