No abstract

Employees especially working mothers are struggling to accommodate employer’s expectations and fulfilling the demands of their family needs. Achieving work life balance is the dream and hope of almost every working mother. Though many factors affected work life balance, factors like stress management, work culture and employer’s role are believe to be significance variables. A study conducted in the National Sport Council of Malaysia on 100 working mothers reveals the truth of this relationship.

Job stress is considered as an important phenomenon that affects an individual, society and organization as a whole. The aim of this research was to investigate the relationship between workload, role ambiguity, work-family conflict, workplace bullying and job stress in Malaysian Palm oil Board (MPOB). In this research, a questionnaire was used as an instrument to collect the data from 140 respondents who were the employees from Grade 29. The respondents were selected using purposive sampling technique. The findings revealed that there was a significant relationship between workload, and work-family conflict with job stress. Meanwhile, regression analysis showed that workload made the strongest unique contribution to explaining the job stress. In conclusion, this research contributed to empirical literature and provided a clear picture about the relationship between workload, role ambiguity, work-family conflict, workplace bullying and job stress.

This paper describes whether performance feedback can greatly affect job performance. Hence, this study intends to determine the effects of feedback environment (i.e. its dimensions of source credibility, feedback quality, feedback delivery, favorable feedback, unfavorable feedback, source availability and promotes feedback seeking) as well as feedback orientation (i.e. its dimensions of utility, accountability, social awareness, and feedback selfefficacy) towards job performance. Feedback is defined as information about performance that allows a performer to change his or her behavior. Whilst performance feedback is often described as information that is presented to a performer that enables a change in his or her future performance. Feedback environment is characterized by the availability of valid and valuable feedback that is provided in a constructive way and on a regular basis). On the other hand, feedback orientation is employee's willingness and ability to receive, process, and use feedback. Using purposive samples of 96 academician of a public university in Malaysia, the findings of this study established that, feedback orientation of feedback self-efficacy and feedback environment of favorable feedback have significant effects towards job performance. The significance of this study can contribute numerous advantages to many organisations and the corporate sectors in forming their business strategy specially to cope with industry revolution 4.0 in Malaysia. This study also provides the human resources management team further insights on ways to improve job performance and this will allow organisations to gain profitable entity. Apart from that, this study will provide some directions for future researchers in concerning of feedback and job performance studies.

Workplace environment plays a major role towards the employees’ performance since job performance is important as it plays a major role in determining the productivity of the organization itself. For the older the worker of aging adult worker, this group are more concern on ergonomics issues and needed to be see to ensure the continuity of excellent performance and productivity of the company. Thus, this research explores how the workplace ergonomics affect job performance among aging workforce. Previous studies focused on ergonomics among workers but not specific towards aging workforce. This study aims on how to increase or maintain older workers’ job performance by providing better workplace ergonomics and proposed a conceptual framework of the factors of ergonomics workplace for aging workforce.