Perceived family-supportive work culture, affective commitment and turnover intention of employees.

The objective of this research is to examine the role of perceived family-supportive work culture in reducing turnover intention of employees and the mediating role of affective commitment in the relationship between perceived family-supportive work culture and turnover intention. The subjects in this study constituted 693 employees from 20 private service organizations in the Klang Valley, Malaysia. Results of multiple regression analyses indicate that perceived family-supportive work culture is positively related to turnover intention of employees and employees’ affective commitment mediate the relationship between perceived family-supportive work culture and turnover intention. The results imply the need for employers to understand how employees view the family-friendly programs in terms of the support provided and the values they place on the programs as captured in perceived family-supportive work culture. Positive perceptions would help reduce turnover intention as well the affective commitment of employees

Perceived workplace culture as an antecedent of job stress : the mediating role of work-family conflict.

Few studies have tested the mediating effect of work-family conflict on the relationship between workplace culture and job stress. Approach: This study tested a mediation model consisting of job stress as the dependent variable, perceived family-supportive work culture as the independent variable and work-family conflict as the mediator. Data were gathered from 693 employees from private service organizations in the Klang Valley, Malaysia, using self-administered questionnaires. The data were analyzed using correlation and multiple regression analyses. Results: Results of correlation analysis revealed that perceived family-supportive work culture was related to work-family conflict and job stress and work-family conflict was related to job stress. Results of a series of multiple regression analyses indicated that work-family conflict partially mediates the relationship between perceived family-supportive work culture and job stress. Conclusion/Recommendations: Employees who perceive that their organizations are family supportive seem to experience less stress at the workplace and less work-family conflict. Employers should take into consideration employees’ perceptions of how supportive the organization is of their family needs as a factor that could reduce the experience of work-family conflict and job stress. Employers should also look into the possibility of developing programmes to assist employees in managing work-family roles

Gender differences in work-family conflict and family-friendly employment policy practices

Changes in the demographic make-up of the workforce have been the primary impetus for the increased focus on work and family issues. Competing demands, which arise between work and family roles, often result in conflict for employees. Besides the increase in women, dual-earner couples, and single parents in the workplace, technological change and the need to be globally competitive increase the pressures on organizations and employees alike. This study examined the work-family conflict experienced by female employees and their husbands, as well as family-friendly employment policy practices in the government and selected private organizations in Malaysia. Two forms of work-family conflict were studied, namely work-to-family conflict and family-to-work conflict, and gender differences in the experience of the two forms of work-family conflict were compared. Data on work-family conflict were gathered from 1303 employees consisting of 711 married females, aged 45 and below, as well as their husbands who made up 592 of the respondents. These data were gathered using self-administered questionnaires. Three broad categories of family-friendly facilities were studied including work arrangements, family care benefits, and child care facilities and related benefits. Policy practices in the federal government were examined through document analysis and interviews with human resource personnel. Data from eight private organizations were gathered using questionnaires and interviews with human resource managerial staff. The employees experienced greater work-to-family conflict than family-to-work conflict. An analysis by gender revealed that female employees experienced greater work-to-family than their husbands. However, both female employees and their husbands experienced family-to-work conflict in intensities that do not differ significantly. Generally, the government has been more generous than the private organizations studied in terms of providing family-friendly facilities. Overall, these organizations were still at the early stage of development of policies which could support the reconciliation of the demands of work and family life

Academic dishonesty: an empirical study of personal beliefs and values of undergraduate students in Malaysia

The relationship between academic dishonesty and personal beliefs and values has been studied in many Western countries. However, the relationship between these variables have not been widely examined among higher education students in Malaysia. The purpose of this study is to determine the influence of personal beliefs and values, which consist of idealism, relativism and religious faith, on undergraduate students' academic dishonesty. A total of 2447 undergraduate students from four research universities in Malaysia participated in this study. The findings revealed that personal beliefs and values are significantly related to academic dishonesty. This study also indicated that idealism and religious faith are negatively related with academic dishonesty. Meanwhile, no significant relationship exists between relativism and academic dishonesty. Furthermore, the study found, after controlling for social desirability, idealism is the highest contributor to academic dishonesty. Based on the findings, it can be concluded that idealism and religious faith are important deterrents to academic dishonesty

Relationship between perceived organizational support and organizational citizenship behaviour of academic staff at selected faculty in a Malaysian public research university

This is a preliminary study to reports the findings on the relationship between Organizational Citizenship Behaviour (OCB) and perceived organizational support of academic staff at selected faculty in Malaysian Public Research University (RU). The objective is also to identify the relationships between perceived organizational support with five dimensions of OCB namely altruism, courtesy, civic virtue, conscientiousness and sportsmanship. An instrument using a 7-point scale and consisting of 32 items was used to measure the perception of academic staff on the perceived organizational support and the organizational citizenship behaviour at the institution. Findings of the study indicate that the mean score of academic staff perceived organizational support is 5.36 and a standard deviation of 1.000, which is lower as compared to the score on the academic staffs’ citizenship behaviour towards the organization, which obtained a mean of 5.83 and a standard deviation of .615. This study also reported that perceived organizational support has a significant impact on organizational citizenship behaviour (r = .309, p < .05) which explains 9.55 percent of the variance in academic staffs’ citizenship behaviour towards their organization. The finding also exhibits the perceived organizational support has a direct effect on the dimension of altruism and sportsmanship

Work-family enrichment: it’s mediating role in the relationships between dispositional factors and job satisfaction

The growing interest in understanding the interface of work and family roles, in particular work-family enrichment, and its antecedents and outcomes, has stimulated the development of a mediation model. The mediation model developed includes dispositional factors (optimism, self-efficacy) as antecedents, job satisfaction as the outcome, and work-family enrichment as the mediator. This present model is developed based on the conservation of resources theory (Hobfoll, 1989), the model of work-family enrichment (Greenhaus & Powell, 2006) and the social exchange theory (Blau, 1964). This model presents the mechanism of how dispositional factors could influence job satisfaction among employees through work-family enrichment

Understanding who cyberloafs from the self-control perspective: a study in the public service sector

The aim of this study is to understand cyberloafing behavior of employees from the self-control perspective, and to examine differences in cyberloafing according to gender and age, and the gender-age interaction effect. We used survey questionnaires to collect data from 260 Malaysian employees in the public service sector. Our results indicate that the employees engage in cyberloafing with males cyberloafing more than females, irrespective of age. This study contributes to cyberloafing behavior literature by providing an explanation of gender difference in cyberloafing using the self-control theory. The non-significant results on difference in cyberloafing according to age and gender-age interaction effect are discussed. Implications of these results for research and organizational Internet policies and practices are presented

Workplace deviantbehaviour: a review of typology of workplace deviantbehaviour

Over the past decade, research and studies on workplace deviantbehaviour such as absenteeism, dishonesty, aggression and stealing among employees have increased along with the increase in the prevalence of deviant behaviour at workplace. Workplace deviant has been labeled with many terms and typologies. Hence, this paper discusses the concept of work place deviant and its typologies. This paper also focuses on the emerging types of deviant behaviour at work such as cyber-related deviant

The Influence of Organizational Culture and Organizational Justice on Group Cohesion as Perceived by Merger and Acquisition Employees

One of the knowledge gaps in relation to merger and acquisition (M&amp;A) research is an analysis from the perspective of human resources, specifically the extent to which organizational culture and organization justice play a role in group cohesion of the employees. This research investigates the influence of organizational culture and organizational justice factors on group cohesion in selected M&amp;A organizations in Malaysia. This study is driven by the Person-Environment (P-E) Fit Theory. A total of 219 respondents from the M&amp;A organizations in the areas of Klang Valley were involved in this study in which they were identified through the cluster random sampling method. Data were analyzed using Structural Equation Modeling (SEM). This study provides insights to the theory and practice of human resource management in organizations experiencing M&amp;A

Lifestyle Practices and Its Influence on Quality Of Life among Breast Cancer Survivors.

Breast cancer is ranked number one from the ten most frequent cancers in female, Peninsular Malaysia. Various studies provide negative evidence on malignancies and one of the end results is impaired quality of life (QOL). Studies show lifestyle approaches are key factors in enhancing the QOL among cancer survivors. The purpose of this study is to describe the lifestyle practices (LP) among breast cancer survivors (BCS) which consist of dietary intake, exercise habits, and stress management and to determine whether these practices have influence on the QOL among Malaysian BCS. This study adopts a cross-sectional study design using a self-administered questionnaire. A total of 280 BCS from public and private hospitals throughout Peninsular Malaysia had participated. The questionnaire covers QOL and LP items which consist of dietary intake (consumption of high-fat food, high-fibre food, fruits and vegetables), exercise habits, and stress management. Descriptive statistics and one-way ANOVA were used to determine the relationship between LP and QOL. Mean age of the study sample was at 41 (SD=7.37). Majority of them were Malay (74%), 53% were diagnosed with breast cancer between 1 to 2 years whereas 54% were presented with stage 2 at diagnosis. There was a statistically significant difference (p<.05) in the overall quality of life score for the three LP groups (Better, No change, Worse). Malaysians’ BCS reported an improvement in LP and the enhancement in LP may result to better QOL outcomes