Organizational conflict is partly depended on the magnitude of power exercised by superiors in the workplace. The need to investigate how manager’s power affects subordinates’ interpersonal conflict is crucial so that managers can change or maintain their power to achieve optimum result in organization.  Hence, the purpose of this study is to examine the influence of leader power towards interpersonal conflict at Government Linked Companies (GLCs), Malaysia.  A total of 388 questionnaires were distributed to employees of GLCs, Malaysia. A Structural Equation Modelling (SEM) analysis revealed that forty-one percent of the variation in interpersonal conflict can be explained by the power possessed by managers. It also revealed there is a strong positive, linear and significant relationship between leader power and interpersonal conflict.  Therefore, management should be concerned with the authority given to managers as power could lead to a devastating interpersonal conflict

Abdul Aziz, Rozilah

Abdul Razak, Nurfadzilah

Ali, Sharrifah

Hassan, Narehan

Noranee, Shereen

English

Universiti Teknologi MARA Institutional Repository

The inluence of leader power on interpersonal conflict among employees of government linked companies, Malaysia / Rozilah Abdul Aziz … [et al.]

Organizational conflict is partly depended on the magnitude of power exercised by superiors in the workplace. The need to investigate how manager’s power affects subordinates’ interpersonal conflict is crucial so that managers can change or maintain their power to achieve optimum result in organization. Hence, the purpose of this

study is to examine the influence of leader power towards interpersonal conflict at Government Linked Companies (GLCs), Malaysia. A total of 388 questionnaires were

distributed to employees of GLCs, Malaysia. A Structural Equation Modelling (SEM) analysis revealed that forty-one percent of the variation in interpersonal conflict can be

explained by the power possessed by managers. It also revealed there is a strong positive, linear and significant relationship between leader power and interpersonal

conflict. Therefore, management should be concerned with the authority given to managers as power could lead to a

devastating interpersonal conflict

Advances in Business Research International Journal
48
Attracting Factors of Retirement Village Migration: A 
Literature Review
Mohamad Naqiuddin Md Mansor1*, Siti Noorsuriani Maon2, Mumtaz Ahmad3 and 
Norzaidi Mohd Daud4
123 Centre for Management and Administration Studies, Faculty of Business and Management, UiTM Selangor, 
42300 Bandar Puncak Alam, Selangor, Malaysia
4 Office of Community of Research (Management Science), Bangunan Wawasan, UiTM Selangor,  40450 Shah 
Alam, Malaysia
* 1naqiuddin@salam.uitm.edu.my (corresponding author)
2sitinoor123@salam.uitm.edu.my 
3mumtaz2627@salam.uitm.edu.my
4norza544@salam.uitm.edu.my
ABSTRACT
Aging population remains a global 
phenomenon in this new millennium and is 
poised to become a major issue in developing 
countries. Malaysia is one of upper middle 
income country that is experiencing rapid 
aging of its population. Most of the time, 
aging population associated with 
abandonment by family and loneliness. As 
Malaysia’s ageing population is keep
increasing, the need for an environment for 
fellowship and social interaction while 
enjoying the support services and amenities is 
becoming critical for retirees. The present 
study aim to investigate the attracting factors 
associated with a retirement village migration. 
Based on the literature review, four attracting 
factors have been identified that are facilities, 
environment, lifestyle, and healthcare status. 
This study is in progress, thus the expected 
outcome will helps the government to develop 
a retirement village that suit with Malaysia 
culture and preferences. 
Key Words: Attracting factors, 
Retirement village, Aging population
1. INTRODUCTION
Aging population is poised to become a 
major challenge to the health system as 
Malaysia progresses to becoming a developed 
nation by 2020. Malaysia’s population is 
expected to grow from 28.31 million in 2009 
to about 33.4 million by the year 2020 
(Department of Statistic, Malaysia 2016). 
According to the previous study that had been 
agreed by Beh & Yoong (2012), this 
phenomenon had lead Malaysia to turn into 
an aging country at 6.3% of its population 
consists of elderly people, which were over 
60 years old and above in 2000 and predicted 
to increase at 9.9% in 2020. Due to the raising 
of aging population, it is important to perform 
this research so that it helps Malaysian 
society to plan their retirement and reduce 
down the essence of poverty during their post 
retirement period. 
Most of the time, it is associated with 
abandonment by family, loneliness and in 
extreme cases destitution. This perception is 
expected to change soon as families become 
smaller and more time and effort are exacted 
from family members to cope with the rising 
cost of living. Younger people, having seen 
the amount of care their grandparents need at 
old age, are also concerned about their future 
with fewer siblings and even smaller families.
Even though demands of an aging 
population rise significantly, but the 
developers must consider whether the models 
in overseas are suitable and can be adopted in 
Malaysia. A developer who wants to develop 
retirement village needs to consider the 
Malaysian culture and stigma associated with 
sending the elderly to an old folks’ home. 
Hence this study would like to identify the 
Mohamad Naqiuddin Md Mansor et al.
49
attracting factors that will encourage 
Malaysian to stay retirement village.
2. LITERATURE REVIEW
2.1. Malaysia Population
In 2016, total population of Malaysia is 
estimated at 31.7 million persons, an increase 
of 0.5 million persons as compared to 31.2 
million persons in 2015 with 1.5 per cent 
population growth rate for the same 
period. Table 1 shows proportion of 
population by age groups from 2010 to 2016. 
There is major difference for 2016 as 
compared with the year 2010. Population in 
groups 0-14 years old decreased 3.1 percent at 
2016 (24.5%) as compared to 2010 (27.6%). 
While for 15-64 years old age population, 
there is increased by 2.1 percent at 2016 as 
compared to 2010. Subsequently, population 
aged 65 years and above was also increased 
by 0.9 percent at the same period. The trend of 
these indicators is in line with the transition of age 
structure towards aging population of Malaysia.
Table 1: Population Composition by Age Group, Malaysia, 2010-2016
Age Group 2010 2011 2012 2013 2014 2015 2016
0-14 years 27.6% 26.9% 26.4% 26.0% 25.3% 24.9% 24.5%
15-64 years 67.3% 68.0% 68.3% 68.5% 69.0% 69.2% 69.4%
65 years and 
above
5.1% 5.1% 5.3% 5.5% 5.6% 5.8% 6.0%
Source: Department of Statistic, Malaysia (2016) and Health Informatics Centre (2014)
Therefore there is an urgency to prepare 
the nation for the eventuality as it takes more 
than a decade for social institutions to change. 
Strategic approaches need to be designed to 
avert the crisis of old age in Malaysia and at 
the same time addressing the needs of other 
sectors of the population.
2.2. Retirement Village
There is a number of housing options 
are available for older people, ranging from 
independent-living alternatives through high-
level care (Jian et. al, 2014). The term of 
retirement village in the Australian context 
normally refers to a community that is 
independently living people, aged around 55 
years and above with associated facilities 
(NSW Fair Trading, 2011). According to 
Saville-Smith (2011) retirement villages are 
typically marketed as a lifestyle choice in 
which retirees can have independent living in 
a managed facility.
According to Counsel (2014) retirement 
villages means a complex containing 
residential premises that are predominantly or 
exclusively occupied, or intended to be 
predominantly or exclusively occupied, by 
retired people who have entered into village 
contracts with an operator of the complex.
In addition, retirement village provides 
people with independent accommodation in a 
community setting with shared facilities, and 
often lifestyle and social amenity. Retirement 
Village can be run by commercial operators 
for profit or by community organizations, 
such as religious or ethics associations 
(Parliamentary Library Research Service, 
2012). In first world countries, retirement 
village are in actuality top notch and strictly 
monitor places where the elderly can be given 
the best care that money can buy, where 
children can rest well knowing that their 
parents are being well cared for.
The term retirement home in Malaysia 
is unfortunately highly misconstrued and 
misunderstood, as old folks homes. These 
homes for elderly who no one there to care 
for them anymore. Historically, Sri Seronok 
Retirement Village located in Cheras claimed 
as the first retirement village established in 
Mohamad Naqiuddin Md Mansor et al.
49
Malaysia. This home was conceived by Soter 
Fernandez, a former Roman Catholic 
Archbishop of Kuala Lumpur offers an 
alternative housing option for active and 
independent senior citizens. Completed in 
1988, this village consists of 30 linked units 
each comprising a living room, bedroom and 
kitchen built around a courtyard. However, it 
is an inaccurate concept to call it as a 
retirement village.
2.3. Attracting Factors
Research by Netten et. al (2011) state 
that the reasons for moving were classified as 
push or pull factors, relating to residents’ 
previous circumstances or to the attractions of 
extra care. Gibler et. al. (2009) state that push 
factors such as loss of independence, loss of 
spouse and environmental stress encourage 
movement and pull factors such as retirement 
amenities, relocated friendship, successful 
relocation by friends and environmental 
amenities attract the elderly to migrate.
2.3.1 Facilities
Retirement village might be designed 
for people aged 65 years or older that offer a 
range of health, leisure and support services. 
Village may include recreational and medical 
facilities such as room for visiting doctors, 
nursing homes, medication or other allied 
health professionals. This is the right place to 
live by elderly people who seek for better 
lifestyle in the future.
2.3.2 Environment
The design of the environment must 
consider the declining visual, auditory, and 
kinaesthetic senses to maintain mobility, 
autonomy, independence, and well-being. 
Impaired hearing and vision need to be 
compensated by louder signals and increased 
lighting. Moreover, more resting places may 
also be required for older adults who have 
low stamina (Kerr, Rosenberg & Frank, 2012)
2.3.3 Lifestyle
Lifestyle is someone or group’s way of 
living. It is a composite of motivation, needs, 
and wants and is influenced by factors such as 
culture, family, reference group, and social 
class. While active lifestyle refers to any 
physical activity in daily routine such as 
incorporates exercise, active transportation, 
recreational, household and occupational 
activities. An active lifestyle will decrease the 
risk of falls and delay functional limitations 
and mobility disability. This will ensure older 
adults to continue living independently for 
longer time. Retirement villages are 
specifically designed to cater to the lifestyle 
needs of people aged 65 years old and above. 
They generally provide accommodation units 
and common areas that promote and facilitate 
social interaction and support (Miskovski, 
Chenoweth, & Moore, 2015).
2.3.4 Healthcare Status
Older retirees are more likely to be 
pushed by poor health and mobility 
impairment. Past research has indicated 
declining physical health and mobility is the 
commonly reported reason for late-life 
relocation (National Seniors Productive 
Ageing Center, 2013). Michael & Anupam 
(2012) find out that older people moves are 
reflecting to their health status constraint. 
When deciding to move, a family-based 
decision process based on healthcare services 
and proximity to family become the 
influential factors. Furthermore, older adults 
are most likely to encourage relocation to a 
retirement village included provision for 
continuing health care needs, home 
maintenance support and the convenient 
location of facilities.
Advances in Business Research International Journal
50
3. CONCEPTUAL FRAMEWORK
In this study, the independent variables 
are attracting factors that consist of facilities, 
environment, lifestyle, and healthcare status. 
On the other hand, the dependent variable is 
migration decision to retirement village. The 
relationship between these two variables is 
shown in figure 1.
Figure 1: Conceptual Framework for Attracting Factors of Retirement Village Migration
4. CONCLUSION
Elderly mostly refuse to move to 
another place that might affect their 
comfortability. Unfortunately, because of 
health condition that need assistance for their 
daily life, such as for doing chores and need 
help for moving to elsewhere and at the same 
time they might need new environment that 
suitable for their age. Retirement village are 
relatively new form of housing to appear on 
the aging landscape and there is demand for 
this style of living by a small proportion of 
the older proportion. The demand might 
increase as the elderly suggests these places 
provide a viable alternative lifestyle to that in 
the broader community.
REFERENCES
Counsel, A. P. (2014). Retirement Villages 
Act 2012. Australia: Australian Capital 
Territory.
Department Of Statistic, Malaysia (2016). 
Current Population Estimates, Malaysia, 
2014-2016.
Gibler, K. M., Manuel Casado-Díaz, J., 
Angeles Casado-Díaz, M. & Rodríguez, V. 
(2009). Late Life Second Move Housing 
Choices of International Retiree Migrants, 
International Journal of Housing Markets 
and Analysis, 2(2), 190-210.
Health Informatics Centre (2015). Health 
Facts 2014. Putrajaya: Planning and 
Development Divison, Ministry of Health 
Malaysia.
Jian, Z., Bo. X., Barker, J. & Skitmore, M. 
(2014). Green Buildings for Greying 
People. Facilities, 32 (7/8), 365-381.
Kerr, J., Rosenberg, D. & Frank, L. (2012). 
The Role of the Built Environment in 
Healthy Aging: Community Design, 
Physical Activity, and Health among Older 
Adults. Journal of Planning Literature, 27 
(1), 43-60.
Loo-See Beh & Yoong, Folk Jee (2012). 
Financial Literacy Key to Retirement 
Planning in Malaysia. Journal of 
Management and Sustainability, 2(1), 1-
12.
Michael, B. & Anupam, N. (2012). 
Household attributes and the future 
demand for retirement housing. Real 
Estate and Planning, 1-26
Miskovski, K., Chenoweth, L. & Moore, B. 
(2015) Living with Dementia in Retirement 
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∑ Environment
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∑ Healthcare status
Retirement Village Migration
Mohamad Naqiuddin Md Mansor et al.
51
Villages, Alzheimer’s Australia NSW 
Discussion Paper 13, August 2015.
National Seniors Productive Ageing Center
(2013). Relocation to a Retirement 
Village: Who Considers Relocation and 
What are People Looking for? 
Netten, A., Darton, R., Bäumker, T. & 
Callaghan, L. (2011). Improving Housing 
with Care Choices for Older People: An 
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Personal Social Services Research Unit, 
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NSW Fair Trading (2011). Retirement village 
living: An overview of the NSW 
retirement village laws, Parramatta NSW 
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Saville-Smith, B. J. (2011). Retirement 
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Commission


The influence of leader power on interpersonal conflict

among employees of Government Linked Companies,

Malaysia / Rozilah Abdul Aziz ... [et al.]

http://ir.uitm.edu.my/id/eprint/33011/1/33011.pdf

The inluence of leader power on interpersonal conflict among employees of government linked companies, Malaysia / Rozilah Abdul Aziz … [et al.]

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