Moderator Influences on Individualism-collectivism and Career Adaptability among ICT Professionals in Malaysia

Omar, Siti Sarah; Noordin, Fauziah

doi:10.1016/s2212-5671(16)30161-7

Cited by 6 publications

(5 citation statements)

References 17 publications

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“…Demographic characteristics of the employees can affect this process positively or negatively as well. Omar and Noordin (2016), Career motivation and organizational value perception differ according to variables such as work position, age and industry. It is an important issue for individuals at the executive level to consider individual differences, as well as organizational values.…”

Section: Discussionmentioning

confidence: 99%

“…Career motivations of managers and other employees working in the public sector may differ from those working in the private sector. Career motivation and perception of organizational value differ according to the sector and the position in this sector (Omar & Noordin, 2016). Based on these data, the 4th hypothesis of the research was formed as follows…”

Section: H3 Organizational Values Have An Impact On Extrinsic Motivationmentioning

confidence: 99%

“…Career satisfaction, motivation and perception of organizational value differ according to variables such as job position, age and working style (Omar & Noordin, 2016). Career satisfaction and motivation vary according to working time, education, position and abilities (Baysal & Paksoy, 1999).…”

Section: H4 Career Satisfaction Motivation and Organizational Values ...mentioning

confidence: 99%

See 2 more Smart Citations

A Comparative Study of the Public and Private Sector on the Evaluation of Career Satisfaction and Motivation in Terms of Organizational Values

YURT

Bozkurt

2022

Elektronik Sosyal Bilimler Dergisi

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The quantitative research method was used in this study, in which the relationships between the career satisfaction, which includes the employee's satisfaction when evaluating the gains that the employee has achieved in his career, and the intrinsic and extrinsic motivation that provides the employee's motivation for his job, within the framework of organizational values. Primary data were collected from employees of two large enterprises from the public and private sectors. Data were collected with the questionnaire, which is the most frequently used data collection tool in social sciences. There are many factors that are effective in career satisfaction and motivation to continue a career in the same business. In this study, the values of the organization, which is one of these factors, were examined. The data obtained from a sample of 604 people were analyzed through the SPSS program. According to the analysis results, organizational values are positively associated with career satisfaction and motivation. Organizational values explain both career satisfaction and motivation positively and significantly. In addition, it has been determined that the career satisfaction and motivation values of the employees in the public and private sectors are different from each other. It has been observed that there are differences in career satisfaction and motivation values according to the demographic characteristics of the employees.

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Section: Discussionmentioning

confidence: 99%

Section: H3 Organizational Values Have An Impact On Extrinsic Motivationmentioning

confidence: 99%

Section: H4 Career Satisfaction Motivation and Organizational Values ...mentioning

confidence: 99%

See 1 more Smart Citation

A Comparative Study of the Public and Private Sector on the Evaluation of Career Satisfaction and Motivation in Terms of Organizational Values

YURT

Bozkurt

2022

Elektronik Sosyal Bilimler Dergisi

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“…In Malaysian context, career adaptability has been researched in relation with several constructs including positive psychological traits (Othman et al, 2018) and culture (Omar & Noordin, 2016). Meanwhile, Al-Jubari et al ( 2021) focused on the influence of two constructs, social support and career adaptability on job search self-efficacy and career outlook among university students, and found that both constructs have a positive influence on the latter two.…”

Section: Introductionmentioning

confidence: 99%

Malay Translation and Validation of Career Adapt-Abilities Scale for Higher Learning Institution Students in Malaysia

Hamzah¹,

Perveen²,

Ramlee³

et al. 2022

IJARBSS

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During the COVID-19 pandemic, the traditional face-to-face teaching and learning activities were replaced with online learning. Consequently, there were less opportunity for students to test their knowledge and skills particularly through practicums and industrial trainings. This has impacted their career adaptability, specifically in the readiness to carry out face-to-face work tasks in the real working environment. To get a good picture of career adaptability, a psychometrically sound instrument is needed. Hence, the objective of this study was to evaluate the psychometric properties of the Malay version of the Career-Adapt Abilities Scale (CAAS) among students in higher learning institutions in Malaysia. A total of 360 undergraduates (72.80% females) completed a back-to-back translated 24-item CAAS. Both full-and short-versions of Malay-CAAS were found equally valid and reliable. Significant correlations were found between the subscales of Malay-CAAS and age, and gender, indicating more supports for its validity. For it is more practical and user-friendly, the shortversion of Malay-CAAS with 12 items is recommended.

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“…Adaptation is needed to cope with task changes which are sometimes unpredictable, and which may be seen as unusual as a result of unexpected changes (Omar & Noordin, 2016). Employees are required to develop new skills, beyond the basic skills which tend to be static, because the company has to face market, knowledge and skills changes.…”

Section: Introductionmentioning

confidence: 99%

The Mediating Roles of Pro-Commitment to Learning and Adaptability to Technological Change: Professional Experience Portfolio Toward Employee Performance

Wulandari

Dwiatmadja

Imronudin

2020

Business: Theory and Practice

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To overcome the problem of declining performance, organizations need a variety of professional experience portfolio and strong pro-commitment to learning in addition to the need for employees to adapt to various changes, especially technological changes. Adopting the role of organizational learning theory and human capital, this study aims to analyse the pro-commitment to learning and adaptability to change whether it is able to mediate the influence of the professional experience portfolio on employee performance. The sample of this research consists of the managers and supervisors at PT POS Region VI in Indonesia. Using stratified random sampling, this research sample involves 223 participants. Research data were analysed using Equation Model (SEM). The results show that there are positive and significant influences of all of the variables studied, except for the direct effect of the professional experience portfolio on employee performance. Thus, the role of pro-commitment to learning mediation and adaptability to technological change are fully mediating variables on the effect of professional experience portfolio toward employee performance. It takes an appropriate linear and crossfield experience for managers and supervisors to increase innovative new opportunities through strength of commitment to learning and readiness in encountering technological changes so that companies can survive amidst sharp competition.

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Moderator Influences on Individualism-collectivism and Career Adaptability among ICT Professionals in Malaysia

Cited by 6 publications

References 17 publications

A Comparative Study of the Public and Private Sector on the Evaluation of Career Satisfaction and Motivation in Terms of Organizational Values

A Comparative Study of the Public and Private Sector on the Evaluation of Career Satisfaction and Motivation in Terms of Organizational Values

Malay Translation and Validation of Career Adapt-Abilities Scale for Higher Learning Institution Students in Malaysia

The Mediating Roles of Pro-Commitment to Learning and Adaptability to Technological Change: Professional Experience Portfolio Toward Employee Performance

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