Recent developments in service industry have heightened the need for motivating employees. The aim of this study was to have better understanding on factors of employee motivation and their association with job performance in Malaysian servicing organizations. The dependent variable in this study is job performance. The independent variables are motivational factors namely payment, job security, promotion, freedom, friendly environment and training. A correlation research design was used in this study. Survey method was used to collect data. The research instrument was a structured questionnaire. A convenience sampling technique was used to select the respondents for this study. A total of 130 employees of service organizations constituted the sample. The results showed that among the motivational factors, two variables were found to be significant predictors of job performance. Training contributed 40.4% to job performance while promotion contributed an additional 3%. An interesting finding of the research is that intrinsic motivational factors are considered more important compared to extrinsic motivational factors such as payment, job security, and friendly environment. Freedom an intrinsic variable however was not found to be significantly related to job performance
Electronic industry needs innovation to survive, and also to compete internationally. This study examines factors that can enhance technical innovation of companies in the electronic industry of Iran. The main purpose of this study is to examine the relationship between human resource management practices, transformational leadership, knowledge sharing, and innovation of the large and major electronic companies.More specifically, the research attempts to examine whether knowledge sharing mediates the relationship between human resource management practices and transformational leadership with innovation. A quantitative research approach was used in this study. A cross-sectional correlational research design was used.The sample for this study was drawn from a population of 23,704 employees (managers, engineers, and expert technicians) of eight largest electronic companies in Iran using stratified sampling method. The sample size was 376.After exploratory Factor Analysis (EFA) and confirmatory factor analysis (CFA), structural equation modeling (SEM) technique was used to test the hypothetical model. The Findings asserts that only two HRM practices (training and participation) and three transformational leadership components (vision, intellectual stimulation and personal recognition) have significant impacts on innovation. Besides, knowledge sharing has significant and positive impact on innovation.Out of five HRM practices, training, staffing, participation have significant and positive impacts on knowledge sharing while intellectual stimulation, and personal recognition(as transformational leadership components) have significant and positive impacts.Finally, knowledge sharing merely mediated the relationships of training, participation, vision and personal recognition with innovation.
The main purpose of this study is to determine the influence of organizational climate on employee's creativity and innovation which is a competitive advantage for success and survival of organizations nowadays. More specifically the study looked at the different dimensions that constitute organizational climate and examined the relationship between them and employees' creative behavior. This study also determined which among the dimensions of organizational climate could be the best predictor of employees' creative behavior. The research design was a quantitativeapproach, and a survey method was used to collect data. The structured questionnaire as a research instrument was distributed among Malaysian SMEs, performing in different economic sectors. A total of 100 employees constituted the sample; we collected 61 completed usable questionnaires. The data were analyzed with statistical package for social science (SPSS).The results of this study illustrate that organizational climate has significant influence onemployees'creative behavior. According to the results, among the different dimensions of organizational climate, providing resources were the best predictors of employee's creative behavior whichfollowed by mission clarity and leaders' support.Keywords: organizational climate, employee's behavior, creativity and innovation IntroductionIn response to today's globalized knowledge economy organizations need to grapple with a number of technological and demographical forces to survive and be successful in this challenging and dynamic working environment, so they need to introduce more innovations in their business practices, products, and services than before. But not all of them could actually conduct this process successfully. In accord to Ahmad (1998, pp.30), "Virtually all companies talk about innovation and the importance of "doing" innovation, many actually try to "do it", and only a few actually succeed in doing it", because being innovative in the current competitive economy is not easy, and the question is "how organizations can enhance innovativenessin their corporations?" Employees' creativity is one of the most important management principles which has attracted the attention of researchers in the area of business management as one of critical contributors of organizational success (George & Zhou, 2001; Tierney, Farmer, & Graen 1999; McLaughlin & Harris, 1997;Jong & Hartog, 2007;Hellman & Thiele, 2009; Tushman & Orielly, 1997; Martins & Terblunche, 2003). According to the scholars like Hellman andThiele (2009), and Telsuk, Farr, &Klein (1997) Not only employees can generate new ideas, they can also find solutions for current problems and fulfill the gaps, so they are likely to lead developments in organizational level.
Increasing numbers of workers use computer for work. So, especially among office workers, there is a high risk of musculoskeletal discomforts. This study examined the associations among 3 factors, psychosocial work factors, work stress and musculoskeletal discomforts. These associations were examined via a questionnaire survey on 30 office workers (at a university in Malaysia), whose jobs required an extensive use of computers. The questionnaire was distributed and collected daily for 20 days. While the results indicated a significant relationship among psychosocial work factors, work stress and musculoskeletal discomfort, 3 psychosocial work factors were found to be more important than others in both work stress and musculoskeletal discomfort: job demands, negative social interaction and computer-related problems. To further develop study design, it is necessary to investigate industrial and other workers who have experienced musculoskeletal discomforts and work stress.
Introduction:The main aim of this study was to describe the clinical manifestation of tuberculosis infection cases in Malaysia and to determine the individual risk factors for their occurrence.Methodology:The study adopted a quantitative research approach with use of descriptive statistical approach. The study setting was a community clinic which treats walk in patients who are mainly living and working in the surrounding areas. The study was conducted for a period of one year. All tuberculosis patients who sought treatment in the clinic during the time were included in this study. The total number of cases was 40. Data was collected from the medical records of the tuberculosis patients. The risk factors selected for investigation were demographic characteristics of age and sex, personal habits such as smoking, drug use and alcohol and presence of diseases such as human immunodeficiency virus positive (HIV+), diabetes mellitus, cancer, cyanotic heart disease, renal failure and steroid use.Results:Patients in the age group ranging from 41 to 50 years had the highest incidence of the infection. Smoking appears to be the most important risk factor for contracting followed by drug abuse, HIV+ infection and diabetes mellitus.Conclusions:People with diseases such as diabetes mellitus and HIV that are high risk factors for TB should be screened for TB so that early detection and intervention is possible. Educational programs should be carried out to create awareness among the at risk groups.
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