Job stress has become a global problem in recent years, and it is rising year after year. The purpose of this research was to identify influential factors of job stress that affect job satisfaction among the employees in the government sector in the southern region of Malaysia. This research is important because it will help the company determine the best way to assist their workers in improving their job satisfaction. Job stress consists of three elements, namely workload, role conflict, and interpersonal relationships. The questionnaires were distributed to 108 respondents who were employees at Lembaga Kemajuan Johor Tenggara (KEJORA). Descriptive statistics, Cronbach alpha, and regression analysis were employed to analyse the result using the SPSS analysis. The findings revealed that a significant positive relationship exists between interpersonal relationship and job satisfaction whereas role conflict and workload does not influence job satisfaction. Finally, limitations and suggestions for this study are also highlighted.

Employees are the most important asset of organizations. Making them happy with their workplace and the work itself will benefit not only the employees but also the organizations. Employee satisfaction is also based on their awareness of future development. Hence, this paper aims to determine the relationship between job satisfaction and five variables of pay, colleague, management, nature of work and promotion toward individual happiness. Data were collected from 126 respondents from Universiti Teknikal Malaysia Melaka (UTEM), a public higher education institution in Malaysia using simple random sampling. Subsequently, the data were derived using SPSS Version 22.0. The findings indicated that there is a positive relationship between pay, colleague, management, nature of work, and promotion. Based on the results, the nature of work and promotion are the most important factors that influence employee happiness, thus leading to job satisfaction. Moreover, the result from the hypothesis test revealed that there is a significant relationship between pay, colleague, management, nature of work, and promotion. These findings may guide the implementation of policies by human resources or other organization management in a higher education institution. For instance, they may use job happiness (mental well-being) as a predictor of employee behaviors and then formulate recruitment policies that will help maintain employee happiness and satisfaction, thereby helping in employee retention.

No abstract

No abstract

The digital workplace is an invaluable organizational resource that can significantly boost the productivity of knowledge workers. The reduction of barriers between people, information, and processes is one of the many benefits offered digital workplace, along with mobility, information searching, communication, and collaboration. However, the Movement Control Order caused commercial losses for more than two thirds of Malaysian SMEs (MCO). 31% of SMEs suffered delays in finishing tasks and projects, while 30% had operational interruptions. From a thorough analysis of the literature on digital workplace adoption adoption, this study presents a conceptual framework to determine the factors that influence digital workplace adoption. The conceptual framework which is based on Unified Theory of Technology Acceptance and Use (UTAUT) will be applied in this study. The proposed framework can be utilized to identify the determinant factors of digital workplace adoption among employees of Malaysian SMEs. In the meantime, Personal Knowledge Management is integrated to the framework serves as a moderator to assess worker's ability in using digital workplace tools.