Organizational Citizenship Behavior (OCB) has always been a major concern in the organizational behaviour field. Albeit OCB has existed since decades ago, it is still in the emerging of development. Hence, this study intended to investigate the determinants of OCBs which comprising altruism, conscientiousness, civic virtue, sportsmanship and courtesy. It was conducted at Agency Kaunseling & Pengurusan Kredit (AKPK) and the data were collected from 113 respondents by using self-administered questionnaires. The obtained results from correlational analysis proved that all independent variables have positive relationship with the dependent variables. However, multiple regression analysis revealed only altruism, sportsmanship and courtesy are significant whereas the other two are found to be insignificant.

No abstract

This study aims to identify the impact of Human Resource Management (HRM) practices (Training and Development, Performance Appraisal, and Employee Involvement) on employee performance among the government servants at the State Office in Malaysia. 169 questionnaires were distributed, and 129 of them were valid and complete responses. The Statistical Package for the Social Sciences (SPSS) software version 23 was used in analyzing the data, and Pearson correlation and regression analysis were performed to determine the relationships between variables. The results from the correlational study indicated that all independent variables have a positive relationship with the dependent variable. While multiple regression analysis showed that only training and development and employee involvement were significant, the remaining performance appraisal variable was insignificant. Three independent variables substantially explain 36.5% of the variance for employee performance.

No abstract

Employee engagement has been a global issue and organizations have to deal with it to strive for success. Employee engagement is defined as commitment and emotional attachment of an employee or group towards the organization. Organizational culture is one of the predictors that contributes to employee engagement. Therefore, the purpose of this research is to determine the roles of organizational culture (clan, adhocracy, hierarchy, and market) toward employee engagement in a manufacturing company in Malaysia. This research is a quantitative study, which used a self-administered questionnaire as an instrument to collect data. The data were successfully collected from 127 respondents out of 190 total population. The questionnaires and all data collected were conveniently distributed to all respondents and analysed using the Statistical Package for the Social Sciences (SPSS) software version 23 respectively. The multiple regression analysis indicated that clan, adhocracy and market culture had significant and positive relationship with employee engagement while hierarchy culture had no significant and negative relationship with employee engagement. Thus, only H 1 , H 2 and H 3 were supported. The contribution of the study is to examine how clan, adhocracy, hierarchy, and market culture affects employee engagement in manufacturing company in Malaysia. Organizational culture research in manufacturing sectors, specifically in Malaysia, remains mostly unexamined. Thus, by examining the four main working cultures, i.e., clan, adhocracy, hierarchy, and market, we can present manufacturing employers with insight into how to adapt their work culture to engage their employees.