Occupational stress is caused by various reasons, such as, workload and long working hours. This leads to occurrence of trend in using wellness activities to treat physical and psychological illness that is known as complementary therapy, which is Yoga, Aromatherapy, Qi gong, and Islamic Medical Practices (Ruqyah). Therefore, this research offered a perspective on the use of complementary therapies as a tool in improving and maintaining mental health condition of employees located in Penang, Malaysia. Qualitative method was used where 5 complementary therapy practitioners were interviewed to identify the perceptions towards the use of complementary therapy and to identify the type of therapy that can be practiced to reduce stress, as well as, discuss the benefits of complementary therapies. It was found that complementary therapy is very beneficial as it acts as a holistic treatment, natural way of healing and more empowering, as it helps to improve employee’s mental, emotional and physical health
There has been only limited research focused on the assumption of leader stress and affective well-being. Hence, this study aims to determine the relationship between leadership style and employee stress level at workplace. This study primarily took a quantitative approach for data collection and analysis. Questionnaires were distributed at three branches of banks located in Kuching, Sarawak and to their employees. The findings show that there is a relationship between autocratic leadership style and employee stress level at workplace. The strength of the relationship is weak due to r = .461, p = .002. The findings also show that democratic leadership and transformational leadership have no relationship with the employee stress level at workplace.
This study was conducted to explore the manager’s perception towards Generation Y
employees particularly in the IT industry in Selangor. A case study approach was adopted in
which data was obtained through semi-structured interviews. Purposive sampling technique
was used and a total of eight (8) informants participated and interviewed. The data obtained
from the interview were qualitatively analyzed. Data analysis was conducted by adopting a
content analysis framework in which obtained data were divided into four (4) phases
including condensation, code, category and inference and summarize. The findings showed
majority of the managers perceived that openness to experience, conscientious and
extraversion’ are the most common personalities among Generation Y employees. Besides
that, the findings also revealed that in terms of work ethics, Generation Y employees are
perceived as accountable of own’s actions, respect authority, transparency and loyal. The
result of this study implicates the organization in terms of attrition and turnover rate among
Generation Y employees and organizational branding. The result of this study provided
some recommendations to HR practitioners and organizations in managing and handling at
the workplace.
This study aims to determine the relationship between non-financial compensation factors and employees retention in a selected hotel industry. A survey methodology was used in this study. A total of 120 questionnaires were administered to employees who are currently working in the hotel industry. Using the Pearson’s Correlation analysis test, this study analysed the relationship between employees retention and financial compensation factors which include opportunities for training and promotion, job challenges, recognition and the working environment. Multiple Linear Regression was used to determine the dominant factor that contributes to retention of employees. The results revealed that there was a significant relationship between the factors and employees retention. The results indicated that the working environment is the most dominant factor that contributes to employees retention.
A positive working environment is vital in ensuring employee productivity to avoid
unnecessary stress to the employees thus affecting their work performances. There are
several working environment factors that contributed towards job satisfaction. Hence, this
study aimed to investigate the relationship between the working environment and employee
performance based on five dimensions of the working environment. The quantitative survey
design was utilized in this study and data were collected by using questionnaires. The
respondents of this study were administrators from different departments in a local
municipality located in Kuching. The data were analysed by using Pearson’s Correlation
Analysis to measure the relationship between the variables. The finding shows there is a
significant relationship between the working environment and employee performance.
Support from supervisor was found to be the dominant variables in ensuring a positive
working environment.