...literature by examining the effects of supervisory and peer support on the transfer of training. Based on a cross-sectional method, quantitative data was collected from 100 employees working in one of the Malaysian state health departments, with a response rate of 48 percent. The results of multiple regression analysis revealed that supervisory support was not significantly associated with transfer of training, whereas peer support exerted a significant and positive influence on transfer of training. This study responded to the pressing calls for more studies to elucidate the relationship between social support and the transfer of training. The findings contributed to the body of literature by clarifying the nature of relationships between supervisory support, peer support and transfer of training, particularly from the Malaysian workplace perspective. Key words: Supervisory support, peer support, transfer of training 1. Introduction Over the years, organizations increasingly invest on training and development to improve employees’ work performance. It is estimated that organizations in the United States spend approximately $130 billion annually on training and development (Paradise, 2007). Unfortunately, only a small portion of learning is actually transferred to the job (Pham, Segers & Gijselaers,...
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...Brain Drain: Intentions to Migrate by Future Malaysian Professionals Abstract Globalisation has led to the fierce competition for skilled labor between firms and thus leading to intense labor mobility worldwide. Shortfall in professionals in host countries has led organizations aggressively search for foreign professionals needed to fill up the gap in their own country. Most commonly observed is the outflow of professionals from developing countries to the developed nations more often than not at the expense of the developing countries. Malaysia is one developing country which is not spared from this phenomenon that is threat to the economy. Malaysian professionals are heavily sought after because they are able to adapt themselves anywhere in the world, multi-lingual and inexpensive. Malaysian professionals are steadfastly flowing out to fill the soaring demands abroad. If this situation were to continue, Malaysia would have to endure a shortage of professionals within the country and will create the issue whether our talent pool can maintain equilibrium to support our robust industry growth. Approaches to offset this phenomenon have to be carried out immediately. Thus, this paper will examined the relationship between the push-pull factors and intentions to migrate which eventually may lead to Brain Drain. Seeing that brain drain of our Malaysian professionals will continue to go on which definitely will have an impact on our transformation, researcher believe that an intention...
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...Factors on Job Satisfaction: An Empirical Study on Malaysian Gen-Y Administrative and Diplomatic Officers Nargess Mottaghi Golshan1, Aznur Hafeez Kaswuri2, Betsabeh Aghashahi3, Muslim Amin4, Wan Khairuzzaman Wan Ismail5 1 International Business School, University Technology Malaysia Abstract. Purpose - This study examines the relationship between motivator and hygiene factors of the two-factor theory and job satisfaction of Gen-Y. Design/ Methodology/ Approach - Totally 128 full time Gen-Y employees of the Malaysian Administrative and Diplomatic officers completed a questionnaire measuring their motivator and hygiene factors and job satisfaction. The motivators were measured by work values questionnaire (WVQ) with 25 items, and job satisfaction was measured with a 15-item questionnaire adapted from Warr et al., (1979). The scales for all questions were seven point Likert scales. Factor analysis, T-Test, regression, and One-way ANOVA were applied in the data analysis. Findings - The results revealed that employees’ motivators are related significantly to their intrinsic job satisfaction. However, employees’ hygiene factors are not significantly related to extrinsic job satisfaction. This result is inconsistent with the previous study of Furnham A. and Eracleous A. (2009) and supports Locke’s (1976) criticism of Herzberg’s theory. Research limitations - The limitation of this study was that it used self-report measure in investigating motivational factors as well as job satisfaction...
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...THE IMPACT OF COMPUTER-BASED ACCOUNTING SYSTEMS ON MALAYSIAN PUBLIC SECTOR AGENCIES BY WAN ZURIATI WAN ZAKARIA A thesis submitted to the School of Business and Law, Central Queensland University, Australia, for the fulfilment of the requirement of the degree of Doctor of Philosophy (PhD) MAY 2014 ABSTRACT The positive and negative impacts of information technology (IT) have been continuously discussed and debated by researchers, practitioners and scholars for several years. In the public sector environment, IT can be a powerful tool for improving the delivery of government services with better collaboration among various governments. Therefore, the Malaysian Government, similar to many other governments, has planned and implemented a number of programmes to embrace the digital world by transforming itself to deliver information and services electronically. In public sector audit and accounting practices, the Malaysian Government has experienced local reform aimed at escalating transparency, streamlining accountability and improving overall financial management in line with international standards and practices. The purpose of this study is to evaluate the impact of computer-based accounting systems (CBASs) on the effectiveness of performing accounting tasks by Malaysian public sector agencies (PSAs). This study focuses on the impact of performancebased outcomes at three levels: individual task, accounting-related task, and organisational level...
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...particularly; multinational companies on corporate social reporting (CSR) development in an economy, where CSR awareness is low coupled with weak pressure group activism. Design/methodology/approach – This is a cross sectional study that focuses on the information contained in the annual reports for year 2002/2003. This research uses content analysis as method to measure the extent CSR. Findings – Based on regression analysis, the study evidences on the impact of government influence. However, the impact of foreign affiliation variables is not evident. Institutionalisation of the government’s aspirations and commitment to CSR is perhaps the most appropriate description for Malaysian CSR practice. Research limitations/implications – There are two main limitations of this study. Firstly, this study examines the annual reports for one year. Secondly, this study is annual reports centric. It does not examine any other stand alone reports that the respondents might have produced on the subject of society and the environment. Practical implications – This study provides justification for government’s role in promoting CSR practice. The impact is evidenced although there are no direct concerted efforts at that time by the government in respect of CSR policy implementation. The significant role is attributed to the unique Malaysian socio economic structure....
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...Cross-Cultural Perspectives: Nike Student UoP Ethics 316 June 18, 2012 Week Five Dr. No Instructor Cross-Cultural Perspectives: Nike Nike Corporation grew from a local United States-based footwear distributor to a global marketing giant of athletic footwear, apparel, and equipment. This paper will provide an analysis of the ethical and social responsibility issues Nike must deal with as a global organization. Additionally, the paper will identify Nike’s ethical perspectives and present the exploration of these perspectives across cultures. Ethical and Social Responsibility Issues Nike began globalization through industrializing in countries, such as Vietnam, Malaysia, Indonesia, and Cambodia. The contracting by Nike of suppliers within these regions instantly began providing jobs, which at the time was just good enough to these improvised areas. However, by the end of the 90s Nike’s use of offshore manufacturing suppliers brought revelations of the sweatshop working conditions prevalent in these nations. The ethical responsibility issues Nike had as a challenge because of these sweatshop conditions ran the full gamut. For example Vietnam factories were violating the minimum wage and overtime laws, Cambodia was using child labor, and Malaysia even went as far as employing forced labor to ensure manufacturing requirements were met...
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...Executive summary Globalization is a process of interaction and integration among companies and government of different nations. This is a process driven by international trade and investment and aided by information technology. And also it effects on the environment, on culture, on political system, on economic development and prosperity, and in societies around the world. The aim of this report is to provide finding and on Malaysian economy in a nutshell with regard to beauty and cosmetic products, identify the current trends and changes in the industry. And also analyze the cultural differences and the impact on Globalization, analyzed the Impact of multinational brands, local brands in the industry and future of the industry. Identify the direction and a coherent, overall plan is particularly important to a global Companies, like Ceylon spa which produces many different product lines worldwide. This report will provide holistic view of the findings and analyzing the environment and the basic structure of Malaysia. The PESTLE analysis of Malaysia identified different impacts on the country’s...
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...(HCM) …………………………… 6 3.1 Extracting the best out of employee …………………………………. 6 3.2 Hire the right candidate ……………………………………………… 6 3.3 Flow of information …………………………………………………. 6 3.4 Training and skills development …………………………………….. 7 3.5 Importance of soft skills and personal development ………………… 7 4. Differences between Human Capital Management (HCM) and Human Resource Management (HRM) ……………………………………… 8 4.1 Nature of relationships ……………………………………………….. 8 4.2 Relation of power and management ………………………………….. 9 4.3 Leadership and management role …………………………………….. 9 4.4 Contract of employment ……………………………………………… 9 4.5 Pay policies and job design …………………………………………... 10 – 11 5. Human Capital Management (HCM) drivers …………………………………. 12 – 13 6. Human Capital Management – A global context ……………………………… 14 – 15 7. Human capital in Malaysia – A government effort ……………………………. 16 7.1 Workplace transformation ……………………………………………. 16 – 17 7.2 Workforce transformation ……………………………………………. 17 – 19 8. Conclusion ……………………………………………………………………... 20 9. List of references ………………………………………………………………. 21 10. Appendices …………………………………………………………………… 22 INTRODUCTION Today's business environment requires a complete re-think of the traditional human resource (HR) practices. Over the years, technological innovations have changed a lot in the corporate...
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...1.0 Actors of Micro Environment Company Name: Sheraton Subang Hotel 1.1 Competitors: * Empire Hotel Subang (http://www.empirehotel.com.my/) * Holiday Villa Hotel & Resorts http://www.empirehotel.com.my/) * Dorsett Grand Subang (http://www.dorsetthotels.com/) * Sunway Hotels and Resorts (http://www.sunwayhotels.com/) * Traders Hotel Kuala Lumpur (www.shangri-la.com/kualalumpur/traders/) * Shangri La Hotel Kuala Lumpur (www.shangri-la.com/) * Fraser Place Kuala Lumpur (kualalumpur.frasershospitality.com/) * Mandarin oriental Kuala Lumpur (www.mandarinoriental.com) * The Royale Chulan Kuala Lumpur (www.theroyalechulan.com/) 1.2 Suppliers: * Catercomm Sdn Bhd * Table Top * Bedroom Range * Bathroom Range * Fine China * Table Clothes * Accessories * International Tradepoint Consultancy Company Sdn Bhd * Hotel Furniture * Hotel Bedding * Student accommodation furniture * Hotel outdoor furniture * Office furniture * Hotel restaurant furniture * Hotel Wallpaper * Natural Handmade Hotel Guest Amenities * Hotel Soaps 1.3 Intermediaries: * Travel Agency Malaysia (Travel Agency) * Agoda.com: Smarter Hotel Booking (Online Booking for hotels) * Malaysia Transportation (Transportation Company) * 1.4 Customers: * Family * Business travellers * People from different states * Tourist ...
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...University of Technology John Street, Hawthorn Victoria, Australia 3122 Phone: +61 3 9214 4471 Fax: +61 3 9819 2117 E-mail: eelijidoten@swin.edu.au 1 Combining Qualitative and Quantitative Methods In Environmental Accounting Research Abstract Purpose: To explore how the combination of quantitative and qualitative methods can enhance a study on the environmental reporting decisions made by Malaysian companies using the emergent stakeholder theory. Methodology/approach: The paper provides an illustration of how the descriptive, exploratory and explanatory type of research is entrenched with the objectives of the research and how the combination of quantitative (statistical regression and weighting/mean ranking) and qualitative (archival analysis, qualitative interviews) methods may enhance accounting research not only from results that corroborate. Findings: The three-fold objective of this study, corresponding to its three phases, illustrates that combining qualitative and quantitative methods involves considerations at each phase of the investigation. The research design shows that when the researcher work with different types of data within the same project, the way data is used varies according to the objective and type of each phase (descriptive, explanatory and/or explanatory) of the research project. Each phase may have a particular aim and may address different concerns. However, taken together, the quantitative and qualitative findings may either corroborate...
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...International Journal of Management Perspectives, ISSN: 1307-1629, 2008, 1(1), 49-70. The Effect of the External Auditors’ Ability to Assess Fraud Risk on Their Ability to Detect the Likelihood of Fraud Nahariah Jaffar* Faculty of Management, Multimedia University Arfah Salleh Graduate School of Management, Universiti Putra Malaysia Takiah Mohd Iskandar Faculty of Economics and Business Management, Universiti Kebangsaan Malaysia Hasnah Haron School of Management, Universiti Sains Malaysia ABSTRACT The Malaysian Approved Standards on Auditing, AI 240 on “Fraud and Error” (MIA, 1997) requires the auditor to assess the risk of fraud and error during the audit of financial statements. Based on the risk assessment, the auditor should design audit procedures to obtain reasonable assurance that misstatements arising from fraud and error that are material to the financial statements taken as a whole are detected. Inability of the external auditor to detect material misstatements, particularly intentional misstatements, may expose the external auditor to litigation. The present study aims to examine the effect of the external auditor’s ability to assess fraud risk on his/her ability to detect the likelihood of fraud. An experimental approach is adopted by sending case materials to audit partners and audit managers attached to auditing firms operating in Malaysia. The result shows that in a high fraud risk scenario, the external auditor’s ability to assess fraud risk...
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...National Human Resource Standard Competencies Framework & Body of Knowledge PEMBANGUNAN SUMBER MANUSIA BERHAD 2014 0 TABLE OF CONTENTS TABLE OF CONTENTS ....................................................................................................................... 1 THE STANDARDS ~ AT A GLANCE ................................................................................................... 2 THE FIVE DIMENSIONS ..................................................................................................................... 3 THE THREE LEVELS OF HR PROFESSIONALS ............................................................................... 4 HR COMPETENCIES .......................................................................................................................... 6 HR CORE COMPETENCIES ............................................................................................................... 7 HR FUNCTIONAL COMPETENCIES .................................................................................................. 8 HR COMPETENCIES FRAMEWORK.................................................................................................. 9 HR COMPETENCY LEVELS ACCORDING TO DIMENSIONS......................................................... 10 HR BODY OF KNOWLEDGE............................................................................................................. 19 CONCLUSION .....................................
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...influence employees’ job satisfaction? An empirical case analysis 62 Keng Boon Ooi Multimedia University, Malaysia, Cyberjaya, Malaysia Received May 2005 Revised September 2005 Nooh Abu Bakar Business and Advanced Technology Centre (BATC), University of Technology, Malaysia (UTM), Kuala Lumpur, Malaysia Veeri Arumugam School of Management, University Science, Malaysia (USM), Penang, Malaysia, and Lorraine Vellapan and Alex Kim Yin Loke Carsem (M) Sdn Bhd, Ipoh, Malaysia Abstract Purpose – This paper seeks to examine employees’ perceptions of TQM practices and its impact on job satisfaction within a large Malaysian outsourced semiconductor assembly and test (OSAT) organization. Despite extensive research on TQM practices, none examines this scope of investigative study. Therefore, the proposed model was developed with the intention of examining this relationship. Design/methodology/approach – Original research using self-completed questionnaires, distributed to all staff within this organization, is thoroughly reported. The study sample consisted of 230 employees, resulting in a response rate of 76.6 percent. A questionnaire developed by Wright and Cropanzana was used for ascertaining the level of overall job satisfaction. Data were analyzed by employing correlation and multiple regression analysis. Findings – The results revealed that teamwork, organizational trust, organizational culture and customer focus are positively associated with employees’ job satisfaction. It is...
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...College Business School Section 13 Campus, 76, Jalan Universiti, 46200, Petaling Jaya, Selangor DE ABSTRACT One of Malaysia’s economic goals is to become an education hub for the region. To achieve this, the Malaysian government had liberalised government policies resulting in the proliferation of Private Higher Education Institutions (PHEIs) including private Universities and University Colleges. As competition intensifies it becomes increasingly pertinent to ask “What sustainable competitive advantage should the Private Higher Education Institutions (PHEIs) have to achieve market leadership in the Malaysian education industry?” For the smaller PHEIs, it is a question of survival itself. This paper aims to provide a theoretical study of some of the key strategic activities of the leading PHEIs to answer this question. The literature review covering both foreign and local sources indicates three key factors of sustainable competitive advantage, i.e. branding and image, the physical aspects of higher education including location and facilities, and the mode of delivery. The paper will seek to identify these factors amongst the market leaders to ascertain the validity of the secondary data via critical analysis of their activities. The theoretical framework employed for the analysis will be Michael Porter’s Three Generic Strategies and Five Competitive Forces. The PHEIs have largely evolved into business entities and this development makes the framework appropriate for the study. ...
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...challenges efficiently, human resource has been considered as one of the most important factors in today’s hypercompetitive market place. The focus of this study is to gain an insight into the current HRM practices and its impact on employee’s satisfaction on the private banking sector in Bangladesh. For conducting this research, 100 bank employees are selected from the chosen banks and out of this 88 employees responses properly, the response rate is 88 percent. The questionnaire consists of different questions on nine HRM dimensions such as recruitment and selection systems, compensation package, job security, career growth, training and development, management style, job design and responsibilities, reward and motivation and working environment. The questionnaire was developed by using a five point Likert scale. In this study, some statistical measures such as Z-test, mean and proportion analysis is used to examine employee’s satisfaction. The study reveals that all HRM dimensions exercised in the private banking sector of Bangladesh does not satisfied to the employees equally. Most of the employees are dissatisfied with compensation package followed by reward and motivation, career growth, training and...
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