Relationship Between Leadership, Resilience, and Competence Amongst Police Officers in Klang Valley, Malaysia

Abstract

Excellent human resource development prioritizes organizational performance development elements. Organizational performance in Malaysia’s public sector is a concept that still needs to be explored. To date, improvements to leadership quality in order to enhance employee competence is one of the areas of study that has become the focus of researchers in the field of human resource development. In fact, leadership quality is also influenced by a person’s self-resilience to changes – one such example is police officers’ competence in order to perform their duties well. This study aims to assess the relationship between self-resilience and the leadership qualities of police officers. The study involved the Royal Malaysia Police of the state of Selangor. The study which used a simple randomized quantitative method involved 105 respondents comprised of police officers and other members of the force. Findings of the study indicate highest positive relationships between leadership and competency, resilience and competency, and resilience and leadership, with r values between 0.791 to 0.864. However, the relationship between leadership quality based on education level and length of service (work experience) was not significant. This study shows that there are several elements in human resource development and performance management that can be improved by emphasizing on the leadership aspect in order to improve the competencies of police officers in Malaysia.

The Relationship between Job Stress, Job Performance and Job Motivation among Police Officers at the Federal Territory Police Headquarters

“…Study also shown a high level of job performance among the police officers. This could be an impact of the various strategic plans implemented by PDRM to achieve optimum resilience and work performance (Razali et al, 2021), such as the Police Strategic Plan 2015-2020 and Police Integrity Plan 2016-2020. Police officers who are more resilient would have better morale, strength and dedication in improving their work performance (Giessing et al, 2019).…”

Job Motivation as a Mediator in the Relationship Between Job Stress And Job Performance of Police Officers at the Federal Territory Police Headquarters

“…As such, organizations with motivated employees are often more successful because employees will always find ways to perform their tasks effectively (De Jong & Den Hartog, 2007). Motivated employees also support the achievement of organizational goals because they will always find ways to improve their job performance (Razali et al, 2021).…”

Optimizing expected policy outcomes through creative problem structuring: Police human resource development policy in the southeast Sulawesi regional police, Indonesia

“…The process of constantly improving and facilitating the development of human resource capabilities is called human resource development (Ainslie & Huffman, 2019;Bimenyimana, Abay, & Lee, 2021;Dirani et al, 2020;Edvardsen & Hoel, 2022;Goncharova & Zhidkova, 2021;Hamouche & Chabani, 2021;Koedijk, Renden, Oudejans, Kleygrewe, & Hutter, 2021;Kohlström, 2022;Kosmajadi, 2021;Mroziewski, 2021;Mukwevho & Bussin, 2021;Nascimento, Souza, & Adaid-Castro, 2020;Nasir, 2017;Parameswaran, 2020;Razali, Rami, Nazuri, & Suhaimi, 2021;Rothwell, Lindholm, Yarrish, & Zaballero, 2012;Staller & Körner, 2021;Sunahwati, Maarif, & Sukmawati, 2019;Tshukudu, 2021;Ulyanina, Levi, & Teplova, 2020). Human resource development itself is still considered by a number of scientists as part of human resource management (Armstrong & Taylor, 2014;Rothwell et al, 2012;Werner & DeSimone, 2012) although other scientists have viewed it as a new discipline (Tshukudu, 2021) with an interdisciplinary foundation (Jacobs, 1990).…”