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Article
Publication date: 1 June 2023

Muhammad Latif Khan, Rohani Salleh, Amjad Shamim and Mohamad Abdullah Hemdi

This paper aims to investigate the role-play of Protean Career Attitude (PCA) and Career Success (CS) in Affective Organizational Commitment (AOC).

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Abstract

Purpose

This paper aims to investigate the role-play of Protean Career Attitude (PCA) and Career Success (CS) in Affective Organizational Commitment (AOC).

Design/methodology/approach

A cross-sectional study on 376 employees from 55 hotels in Malaysia were conducted. The co-variance-based structural equation modeling was employed to analyze the data to test the direct and indirect relationships of PCA and CS with AOC.

Findings

The findings reveal that self-directed career attitude (SDCA) has a positive direct influence on AOC as well as indirect influence through the mediation of OCS and SCS. However, the value-driven career attitude (VDCA) neither influences AOC nor the OCS.

Originality/value

This is a first paper to body of knowledge in Asian context which identify mediating role of career success (SCA and OCS) to PCA and AOC. The findings of this research are the workplace learning in hospitality management. The authors argue that hotels should not assume spontaneously PCA with diminishing AOC, but rather hotels' attention is required to identify the most important preferences of these butterfly career attitudes such as OCS and SCS. Most importantly the research negates many negative labels of PCA and adds new perception to the contemporary career literature. Higher education institutions, government, and primary, secondary, and post-secondary education departments can play a significant role in developing PCA dispositions like SDCA and VDCA toward career success. Therefore, further study should examine PCA and their relevance to career outcome like job searching and employability of students in Malaysia. The paper is the first, to one's knowledge, to assess organizational commitment with specific measures of PCA. While the results are simple, they refute many stereotypes of the new career and, in that sense, add an important perspective to the career literature.

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Asia-Pacific Journal of Business Administration, vol. 16 no. 4
Type: Research Article
ISSN: 1757-4323

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Article
Publication date: 14 May 2019

Mumtaz Ali Memon, Rohani Salleh, Muhammad Zeeshan Mirza, Jun-Hwa Cheah, Hiram Ting and Muhammad Shakil Ahmad

The purpose of this paper is to examine the impact of performance appraisal satisfaction (PAS) on work engagement (WE) and the impact of WE on turnover intention. Furthermore…

5048

Abstract

Purpose

The purpose of this paper is to examine the impact of performance appraisal satisfaction (PAS) on work engagement (WE) and the impact of WE on turnover intention. Furthermore, this paper investigates the mediating effect of WE between PAS and turnover intention.

Design/methodology/approach

The sample consisted of employees of 12 oil and gas organisations operating in Malaysia. The data collection process consists of two surveys using a three-month time lag approach. A total of 295 samples were used for the final data analysis. Partial least squares structural equation modelling was performed to test the research hypotheses.

Findings

The results indicate a strong causal relation between PAS, WE and turnover intentions. In brief, PAS was found to be a predictor of WE, and WE has a negative impact on employees’ turnover intention. Furthermore, WE proved to be a mediator between PAS and turnover intentions.

Practical implications

The findings of this study can be used as a basis to consider PAS to increase employees’ level of WE and to decrease voluntary turnover. Overall, the findings provide pragmatic insights for human resource management practitioners and relevant stakeholders.

Originality/value

To date, little is known about the interrelationship between PAS, WE and turnover intention. Importantly, the mediating role of WE between PAS and turnover intention has remained unexplored. This study fills this gap in the existing literature.

Details

Management Decision, vol. 58 no. 6
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 3 July 2020

Mumtaz Ali Memon, Rohani Salleh, Muhammad Zeeshan Mirza, Jun-Hwa Cheah, Hiram Ting, Muhammad Shakil Ahmad and Adeel Tariq

This study aims to examine the impact of employees' satisfaction with human resource management (HRM) practices (i.e. training satisfaction, performance appraisal satisfaction and…

7603

Abstract

Purpose

This study aims to examine the impact of employees' satisfaction with human resource management (HRM) practices (i.e. training satisfaction, performance appraisal satisfaction and pay satisfaction) on work engagement and subsequently employee turnover intentions. The mediating role of work engagement between employee satisfaction with HRM practices and turnover intentions is also assessed.

Design/methodology/approach

Data were collected from Malaysian oil and gas (O&G) professionals. A total of 442 useable questionnaires were obtained for the final data analysis. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesised relationships.

Findings

The findings indicate that training satisfaction and performance appraisal satisfaction are the key drivers of employee engagement at work. Work engagement in turn has a negative impact on employee turnover intentions. Furthermore, work engagement mediates the relationship between employees' satisfaction with HRM practices (i.e. training satisfaction and performance appraisal satisfaction) and turnover intentions. Nevertheless, it did not have any mediating effect on pay satisfaction and turnover intention.

Practical implications

Training plans should be designed to make the relevant jobs more attractive and fulfilling, thus increasing employees' level of work engagement. Besides, ensuring that the appraisal system is fair is pivotal to work engagement. Work engagement will cultivate a strong sense of emotional attachment between employees and employers, thus reducing the turnover intention of Malaysian O&G professionals.

Originality/value

To date, little has been done on employees' satisfaction with HRM practices with respect to their attitudinal and behavioural outcomes. The present study enhances our understanding of the importance of employees' satisfaction with HRM practices and its relation to employees' work engagement and turnover intentions.

Details

International Journal of Manpower, vol. 42 no. 1
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 1 September 2017

Mumtaz Ali Memon, Rohani Sallaeh, Mohamed Noor Rosli Baharom, Shahrina Md Nordin and Hiram Ting

The purpose of this paper is to explore the role of training satisfaction as a predictor of organisational citizenship behaviour (OCB) and turnover intention. The study further…

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Abstract

Purpose

The purpose of this paper is to explore the role of training satisfaction as a predictor of organisational citizenship behaviour (OCB) and turnover intention. The study further examines the mediating role of OCB between training satisfaction and turnover intention.

Design/methodology/approach

Data were collected from 409 Malaysian oil and gas (O&G) sector employees. Partial least squares structural equation modelling (PLS-SEM) was used to test the hypotheses in the research model using SmartPLS 3.0.

Findings

This study highlights the significant positive impact of training satisfaction on OCB and the negative effect on turnover intention. Contrary to expectations, OCB proved to be neither a predictor of turnover intention nor a mediator in the model.

Practical implications

Although the main aim of this study was to test the theoretically driven hypotheses, the findings have a number of valuable implications for organisations. This study suggests that O&G organisations should focus on increasing employee satisfaction with training to maximise desired workplace attitudes and behaviours.

Originality/value

This is the first study to explore the causal links between training satisfaction, OCB and turnover intention. Although it has been observed in the past that training does not directly influence turnover intention, the present study indicates that training satisfaction significantly influences turnover intention. Further, this study unexpectedly found no direct relationship between OCB and turnover intention. Also, OCB was not a significant mediator in the present study. These unexpected findings open new avenues for future research, thus representing an important contribution of the present study.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 4 no. 3
Type: Research Article
ISSN: 2051-6614

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Article
Publication date: 9 April 2018

Mumtaz Ali Memon, Rohani Salleh, Shahrina M. Nordin, Jun-Hwa Cheah, Hiram Ting and Francis Chuah

The purpose of this paper is twofold. First, it examines the impact of person-organisation fit (P-O fit) on work engagement (WE) and the impact of WE on turnover intention…

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Abstract

Purpose

The purpose of this paper is twofold. First, it examines the impact of person-organisation fit (P-O fit) on work engagement (WE) and the impact of WE on turnover intention. Second, it examines the mediating role of WE between P-O fit and turnover intention.

Design/methodology/approach

A cross-sectional online survey design was used to collect data through snowball sampling procedure. In total, 422 oil and gas (O&G) professionals participated in this study. In total, 13 incomplete samples were excluded during initial screening. As a result, 409 samples were used for final data analysis. The partial least squares-structural equation modelling, using SmartPLS3.0, was performed to test the hypothesised model.

Findings

The results of the study revealed strong ties between P-O fit, WE, and turnover intention. Specifically, P-O fit was found to be a strong predictor of WE and WE is negatively related to employees’ turnover intention. Further, WE mediated the relationship between P-O fit and turnover intention.

Practical implications

The findings of this study suggest that O&G organisations must pay greater attention to P-O fit to increase employees’ level of engagement and decrease voluntary turnover rate. Overall, the findings provide pragmatic insights for human resource management practitioners and the relevant stakeholders.

Originality/value

To date, little attention has been devoted to understanding the mediating role of WE between P-O fit and turnover intention. The present study addresses this gap in the literature.

Details

Journal of Management Development, vol. 37 no. 3
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 4 July 2016

Mumtaz Ali Memon, Rohani Salleh and Mohamed Noor Rosli Baharom

The purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE between…

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Abstract

Purpose

The purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE between training satisfaction and turnover intention.

Design/methodology/approach

Data were collected from 409 oil and gas professionals using an email survey questionnaire. Structural equation modelling, using Analysis of Moment Structures (IBM AMOS) 22.0, was performed to test the hypothesized model.

Findings

The results suggest that training satisfaction is significantly positively related to employees’ level of WE and is negatively related to turnover intention. The results also reveal that WE mediates the relationship between training satisfaction and turnover intention.

Practical implications

Training has long been thought to play an important role in achieving positive attitudinal and behaviours outcomes among employees. This study reconfirms these ideas and highlights the importance of training satisfaction as being key to achieving greater WE and reducing voluntary turnover. Therefore, the finding of this study have a number of implications for research and human resource development practitioners.

Originality/value

This study makes a significant theoretical contribution to the literature as this is the first study to demonstrate the significance of training satisfaction and the mediating effects of WE in reducing the turnover intention of employees.

Details

European Journal of Training and Development, vol. 40 no. 6
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 3 December 2024

Eka Pariyanti, Wiwiek Rabiatul Adawiyah and Siti Zulaikha Wulandari

The main objective of this study is to assess kinship employee engagement as a mediating variable in the relationship between person–organization–fit (P-O Fit) and person–job–fit…

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Abstract

Purpose

The main objective of this study is to assess kinship employee engagement as a mediating variable in the relationship between person–organization–fit (P-O Fit) and person–job–fit with turnover intention.

Design/methodology/approach

This research was conducted at creative industry micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. The number of respondents was 331 MSME employees. The distribution of questionnaires was carried out using offline and online systems through direct questions and Google forms. The data analysis tool used was structural equation modelling.

Findings

The findings of this study revealed that kinship employee engagement is proven to mediate the relationship between P-O-fit and P-J-fit on turnover intention.

Research limitations/implications

This research provides a new perspective on social exchanges, namely, exchanges that are intangible based on the relationship between employees, leaders and owners of micro and small medium enterprises (MSMEs) in the form of kinship employee engagement. Employees who feel P-O Fit and P-J fit with their organizations will exhibit positive behavior in the form of kinship employee engagement.

Practical implications

The first practical implication is that MSME superiors/owners must pay more attention to P-O fit; one way to do this is to assess P-O fit at the recruitment and selection stage. This may be useful for organizations that hire and retain employees whose goals and values closely match those of the organization. With regard to the P-J fit relationship, and turnover intention, which turns out to have a negative relationship, this finding has implications for the formulation of policies that should not only focus on increasing the knowledge, skills and abilities of employees but also on fulfilling their wishes. For example, providing employees with training, self-development opportunities, flexible working hours and competitive salaries will strengthen their level of compatibility with their jobs, which in turn will reduce the willingness of employees to leave their jobs.

Social implications

In social practice, kinship employee engagement can be applied to MSMEs. When MSME owners have limited funds, facilities, etc., to bind employees, they can apply kinship to employees so that they are more attached to MSMEs.

Originality/value

This study is among the first to introduce a new construct (kinship employee engagement) which is an extension of the engagement construct that is more specific and follows the MSME context, and is the first study to propose kinship employee engagement as a mediating variable in the relationship between P-O-fit and P-J-fit on turnover intention.

Details

Industrial and Commercial Training, vol. 57 no. 1
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 29 April 2020

Muhammad Safdar, Syeda Hina Batool and Khalid Mahmood

The purpose of this paper was to systematically collect and review the research studies that provide empirical evidence regarding the existence of relationship between…

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Abstract

Purpose

The purpose of this paper was to systematically collect and review the research studies that provide empirical evidence regarding the existence of relationship between self-efficacy and knowledge sharing or influence of self-efficacy on sharing of knowledge.

Design/methodology/approach

The studies were collected through searching in Google Scholar, Scopus, ProQuest Dissertations and Theses, LISTA (Library, Information Science and Technology Abstracts) and Web of Science. All types of studies, except books, were selected for review. Time limitation was not applied.

Findings

It can be concluded from majority of reviewed studies that self-efficacy influenced knowledge sharing. This systematic review also establishes that majority of reviewed studies confirmed existence of relationship (positive) between variables self-efficacy and knowledge sharing.

Research limitations/implications

A language limit was applied, and only English language studies were reviewed.

Originality/value

This review is first of its kind that systematically collected and reviewed the studies that examined the relationship between self-efficacy and knowledge sharing. This paper is also first in terms of a study which systematically collected and reviewed studies that investigated impact of self-efficacy on sharing of knowledge. Findings of current research paper will be helpful for organizations striving to implement a knowledge-sharing culture. Similarly, this study will also help the readers in understanding the ways to improve their knowledge-sharing practices and learning.

Details

Global Knowledge, Memory and Communication, vol. 70 no. 3
Type: Research Article
ISSN: 2514-9342

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Article
Publication date: 7 December 2021

Aarthy Prabakaran and Elizabeth Rufus

Wearables are gaining prominence in the health-care industry and their use is growing. The elderly and other patients can use these wearables to monitor their vitals at home and…

392

Abstract

Purpose

Wearables are gaining prominence in the health-care industry and their use is growing. The elderly and other patients can use these wearables to monitor their vitals at home and have them sent to their doctors for feedback. Many studies are being conducted to improve wearable health-care monitoring systems to obtain clinically relevant diagnoses. The accuracy of this system is limited by several challenges, such as motion artifacts (MA), power line interference, false detection and acquiring vitals using dry electrodes. This paper aims to focus on wearable health-care monitoring systems in the literature and provides the effect of MA on the wearable system. Also presents the problems faced while tracking the vitals of users.

Design/methodology/approach

MA is a major concern and certainly needs to be suppressed. An analysis of the causes and effects of MA on wearable monitoring systems is conducted. Also, a study from the literature on motion artifact detection and reduction is carried out and presented here. The benefits of a machine learning algorithm in a wearable monitoring system are also presented. Finally, distinct applications of the wearable monitoring system have been explored.

Findings

According to the study reduction of MA and multiple sensor data fusion increases the accuracy of wearable monitoring systems.

Originality/value

This study also presents the outlines of design modification of dry/non-contact electrodes to minimize the MA. Also, discussed few approaches to design an efficient wearable health-care monitoring system.

Details

Sensor Review, vol. 42 no. 1
Type: Research Article
ISSN: 0260-2288

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Article
Publication date: 6 February 2025

Muhammad Ma’ruf, Kanao Fukuda, Shahira Liza and Rizqon Fajar

Developing bio-lubricants for high-temperature applications, such as engine operations, requires reliable thermal stability assessment. This study aims to create a predictive tool…

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Abstract

Purpose

Developing bio-lubricants for high-temperature applications, such as engine operations, requires reliable thermal stability assessment. This study aims to create a predictive tool to evaluate thermal stability using existing organic compounds data. The model predicts the onset temperature (T onset) of bio-lubricant candidates derived from epoxidation with various amine nucleophiles, enhancing initial selection efficiency and reducing reliance on traditional trial-and-error methods.

Design/methodology/approach

Using the Python library Mordred, molecular descriptors were calculated from the SMILES structures of 126 compounds with known T onsets. These descriptors were inputs for machine learning models predicting the thermal stability of bio-lubricants. The models were evaluated on training and test data sets and validated with novel synthesized compounds.

Findings

The predictive model showed strong performance on the test data set, with an R² of 0.93 and a root mean square error of 17.77. In external validation, the model estimated the thermal stability of a novel bio-lubricant compound (MA-EPO) at 290.7°C, closely matching the actual T onset of approximately 300°C.

Originality/value

This research introduces a method for predicting the thermal stability of bio-lubricants using machine learning and open-source libraries. This approach significantly advances the field by improving the efficiency of bio-lubricant development for high-temperature applications. It provides a cost-effective and time-saving alternative to traditional experimental methods, serving as a valuable resource for researchers and developers in the bio-lubricant industry.

Details

Industrial Lubrication and Tribology, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0036-8792

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