Gursharan Kaur Sidhu; Ismail Nizam
Volume 7, Issue 1 , January 2020, , Pages 41-72
Abstract
The purpose of this study is to examine the impact of workplace coaching on employees’ performance in Malaysia mediated by rewards and recognition. Many studies in the past examined the influence of coaching on employee performance, the relationship between coaching and rewards and recognition, ...
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The purpose of this study is to examine the impact of workplace coaching on employees’ performance in Malaysia mediated by rewards and recognition. Many studies in the past examined the influence of coaching on employee performance, the relationship between coaching and rewards and recognition, as well as the impact of rewards and recognition on employee performance. However, there is limited research on the influence of coaching and employee performance mediated by rewards and recognition appears to have been conducted or examined. There is also inadequate literature on the impact of rewards and recognition on coaching. Based on the critical review of research literature, the questionnaire for this research was developed and divided into three sections based on dependent, independent and mediating variables. In this research, the dependent variable is employee performance, independent variable is coaching, and the mediating variable is rewards and recognition. The conceptual framework is developed using the assumptions of Motivation Theories, Social Exchange Theory, Reinforcement Theory and Psychodynamic Theory. The research used survey approach with a Likert Scale-based survey questionnaire (with 1 to 5 scale – from strongly disagree to strongly agree). The sampling technique adopted for respondent’s selection is convenient sampling. Total of 200 questionnaires are distributed to employees in Malaysia who have had experience in being either a coach or a coachee at a workplace. SPSS Amos Confirmatory Factor Analysis (CFA), Structural Equation Modelling (SEM) and Regression Analysis are used to analyze the data collected. Based on the finding from this research it is found that coaching has a 31.8% positive impact on employee performance, 63.5% positive impact on Rewards, while rewards have a 39.2% impact on employee performance and impact of coaching on employee performance is mediated by rewards has an effect size of 24.9% . Future research should consider looking into other possible mediating factors; consider larger samples looking into different sectors and a different approach in the moderation effect such as demographic profiles of coaches and coachees. The foreseen limitation of this research is the sample size which may not represent the entire workforce population and work sectors in Malaysia. On the other hand, this research has only considered the mediating factors of rewards and recognition while there could be other mediating factors that could influence employee performance. There is also an opportunity in the future to examine different types of coaching and relationship between coach and coachee that may add value to the practical usefulness of the findings.
Tanabalan Subramaniam; Ismail Nizam; Arwa Moustafa Kamil Eissa
Volume 6, Issue 7 , July 2019, , Pages 496-520
Abstract
The purpose of this research is to examine the impact of core competencies (Business Knowledge, Market Awareness, Leadership and Entrepreneurship) of IT professionals on business success. The research includes review of key concepts, theories and existing empirical research to outline key competencies ...
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The purpose of this research is to examine the impact of core competencies (Business Knowledge, Market Awareness, Leadership and Entrepreneurship) of IT professionals on business success. The research includes review of key concepts, theories and existing empirical research to outline key competencies that creates impact to business success. This research adopts positivism paradigm with deductive approach using explanatory research design. The research also adopted non-probability sampling focusing IT middle management in Malaysia group from multiple sectors with a sample size of 147 to examine the impact of defined competency on business success. The research findings outline Business Knowledge and Market Awareness as the most appropriate and have significant core competencies for IT professional to achieve business success. Overall research with the support of literature study, existing published empirical research using underlining theories and data analysis of the research evidently prove Business Knowledge and Market Awareness competency should be focused in the Malaysian IT context. Conversely Leadership and Entrepreneurship competency derives low significant impact against business success whereby researcher has justified the cultural and racial differences are one of the reasons of the negative correlation using relevant studies in Malaysian context. Researcher also suggested Leadership and Entrepreneurship requires awareness in Malaysia to address the globalization in future. This research finding contributes Malaysian organization to address the gaps and fuel up IT department competency model to increase IT productivity which relatively increases overall business productivity to promptly address aggressive business competition.
Ismail Nizam; Malar Vilhi
Volume 5, Issue 4 , April 2018, , Pages 214-243
Abstract
In the wake of increased need for business processes that promote environmental sustainability, many organizations have adopted Green ICT as way to promote environmentally friendly agenda. However, there is scanty information on Green ICT adoption in Malaysia especially by multinationals. More specifically, ...
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In the wake of increased need for business processes that promote environmental sustainability, many organizations have adopted Green ICT as way to promote environmentally friendly agenda. However, there is scanty information on Green ICT adoption in Malaysia especially by multinationals. More specifically, the existing research does not shed light on the factors that facilitate Green ICT adoption by multinationals in Malaysia. Therefore, it is vital to examine the various factors that could contribute to success in Green ICT adoption efforts by MNCs in Malaysia. The independent variables in this research comprise technology, environment, attitude and perceived usefulness of Green ICT. The theories that underlined this research consist of the Diffusion of Innovation (DOI), Technology Acceptance Model (TAM), Theory of Reasoned Action (TRA), Theory of Planned Behaviour (TPB), Stakeholder Theory (ST) and Institutional Theory (IT). In order to test the relationship between the theories and to establish the measurement model validity, the Confirmatory Factor Analysis (CFA) was used and Multiple Regression was used to test the hypotheses. The research design adopted for this research was explanatory and the target population was employees of multinationals in Klang Valley, Malaysia. The researcher collected data from the employees through online self-administered questionnaires and by hand survey questionnaires between July and August 2017. A sample of 138 multinational employees responses were collected using a pre-designed survey questionnaire based on the 5-point Likert Scale. The data gathered from the field from the questionnaires was recorded and coded into SPSS and AMOS for analysis. The findings revealed that environment, attitude and perceived usefulness have a positive significant impact on the adoption of Green ICT. Besides, the findings revealed that technology has no impact on Green ICT adoption. The outcome of the study will provide useful insights to Malaysian government to adjust the existing Green ICT policies at the national level and contributes to the growth of the future master plan.
Ismail Nizam; Chrystinne Kam
Volume 5, Issue 3 , March 2018, , Pages 141-168
Abstract
The aim of this research is to study the determinants of work-life balance (WLB) in the Event Industry of Malaysia. This research intends to discover the impact of these variables (working hours, workload, leave policies, work arrangements and reward schemes) on WLB. This study adapts explanatory research ...
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The aim of this research is to study the determinants of work-life balance (WLB) in the Event Industry of Malaysia. This research intends to discover the impact of these variables (working hours, workload, leave policies, work arrangements and reward schemes) on WLB. This study adapts explanatory research design and primary data is collected through survey questionnaires measured with five (5) point Likert-Scale. A total sample of 303 (n=303) were collected simple random sampling method. This research found that Working Hours (WH), Workload (WL), Work Arrangements (WA) and Reward Schemes (RS) have significant impact on the Work Life Balance among the Event Industry professionals. Leave policies (LP) found to have insignificant impact on work life balance.
