This study aimed to determine the mediating role of leisure satisfaction between work domain (work overload and job involvement), family domain (family workload and family support) and work-life balance among teachers in Kuching. Fifty employees responded to the self-administered questionnaire in one of a primary school in Kuching area. Data was analyzed Pearson Correlation, Regression and Sobel Test. Results indicated that work overload and family workload are negative and significantly influence employee work-life balance while job involvement and family support are positive and significantly effect work-life balance. This research revealed work overload, job involvement, family workload, family support, and work-life balance are partially mediated by leisure satisfaction. Thus, it is recommended for organizations to organize variety of leisure activities as a strategy to assist employees to improve work-life balance.
This study aims to explore the first rater officers’ perspectives on the application of
performance appraisal attributes in performance appraisal system in a higher education
institution in Sarawak. Six attributes were focused on the study namely clarification of the
system, justification of the system, control criteria, employee participation, system
management, and credibility of the assessor. The study uses a qualitative methodology using
semi-structured interview techniques and data analysis in thematic approach. Three
common issues are the limitation of the system’s availability, insufficient scoring
distribution towards lecturers who are involved in administrative work and limited
capability of the server. Along with that, two critical issues are the subjective judgment of
personality traits and limited utilization of the system. The implication raised based on the
issues is work processes are interrupted, employee dissatisfaction and organizational image
are affected. In conclusion, the issues within the performance appraisal system need to be
taken seriously to avoid conflicts.
This study aims to identify employee perceptions of perceived fairness in performance appraisal system and work performance as the performance appraisal system is crucial to evaluate employees’ performance in every organization; public or private. A private Oil & Gas company in Miri, Sarawak was chosen for this study. Quantitative research method was employed in this study, and closed-ended questionnaires were used to collect data from respondents. Statistical analysis using One Way ANOVA, Pearson correlation, and Independent sample t-test were used to test the hypotheses. The findings showed that there were no significance differences between the selected demographic factors (age, gender, duration of service, highest educational level, and rank) in performance appraisal system and the work performance. Also, there was a significant relationship between the rating accuracy in the performance appraisal system and work performance. Besides that, there was a significant relationship between employee perceptions of leadership styles in decision making in the performance appraisal system and work performance. The findings also showed that employees are concerned with the evaluation and rating given by their supervisor because the outcomes of the performance appraisal will influence their career development in the organization. Thus, performance appraisal system is crucial in increasing the work performance of employees and organization. Organizations should emphasize the role of the performance appraisal system practiced in their organizations and recognize that it is important in improving employees’ performance. Future researchers are encouraged to explore further on the performance appraisal elements that have not been investigated in this study, and conduct the research with a bigger population and sample size.
This study aims to determine the relationship between working arrangements and quality of work life (QWL) among academicians in a selected public institution of higher learning in Kuching, Sarawak. A survey methodology was used in this study. This research involves the utilization of questionnaire which was administered among one-hundred and fifty (151) academicians currently working in a selected public institution in Kuching, Sarawak. The relationship between flexible working arrangements and quality of work life was analyzed using the Pearson’s Correlation analysis test. The results of this study revealed that there is a significant relationship between long working arrangement and flexible working arrangements with QWL. Hence, if organizations are concerned about developing their human resources and gaining a competitive advantage in the marketplace, it is necessary that they attend to one of their most precious assets, namely, their human resources by practicing flexible working arrangements.
This study aims to identify the use of external support systems by counsellors located at the Council within the Islamic Religious Department in Malaysia. Data for this research was collected using a case study. The case study included an interview of five (5) registered counsellors in Islamic Organization in Malaysia. This study was based on a qualitative approach and data were analyzed using N’Vivo 7.0. The data were developed into appropriate themes and sub-themes. The study revealed that the external support system (community support, peer counsellor, Islamic law and Islamic organization) should be applied to Muslim counsellors and Muslim converts. This research could be used as a guide for a counsellor to be more robust in providing guidance and counselling services to specific clients, such as, new Muslim converts.
It is significant for the reverts to have an existing helping organization. Therefore, this study aims to identify organizational issues that are directly and indirectly involved with counsellors at the Council of Islamic Religious Department in Malaysia. This study utilizes a qualitative approach by using the case study method. This study involved five (5) counsellors from Council of Islamic Religious Department in Malaysia. This study used the N'Vivo 10.0 for the data analysis to develop themes and sub-themes that related to this study. The findings showed that there are two (2) sub themes involved both government and non-government. There are six (6) sub-sub themes for the government which are Jabatan Agama Islam, Jabatan Mufti, Pusat Dakwah Islamiah, Pusat Kaunseling MAINS Negeri Sembilan, Jabatan Kehakiman and Baitulmal. While, non-government has ten (10) sub-sub themes; Lembaga Kaunselor Malaysia, Unit Saudara Baru, Unit Ukhuwah, Pusat Saudara Baru Darul Saadah, Darul Ukhuwah Yayasan Kasih Sayang, Volunteer Body, Malaysian Chinese Muslim Association (MACMA), Pertubuhan Kebajikan Islam Malaysia (PERKIM), PERKAMA and Skuad Mubaligh Seremban. In conclusion, this study could be used as a guide for counsellors to provide guidance and counselling services to revert clients.
This study aims to identify the relationship between boundary work tactics (behav-ioral, temporal, physical and communicative) and work-family conflict among work-ing women. A survey methodology was used in this study. This research involves the utilisation of questionnaire which was administered among one-hundred and three (103) working women currently working in a selected organisation. This study was conducted in a selected private organisation in Kuching, Sarawak. The relationship between boundary work tactics and work-family conflicts was analyzed using the Pearson’s correlation analysis test. The results of this study revealed that there is a significant relationship between behavioral tactics, temporal tactics, and communica-tive tactics with work-family conflict. Hence, from this study, the organisation can implement more strategic tactics to reduce work-family conflicts when the working women are challenged to balance responsibilities between their work and family.
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.
The objective of this study is to identify the perceptions of Generation Y employees regarding
work-life balance practices. As increasing numbers of Generation Y enter the workforce,
questions regarding how they perceive work, family and self-related issues, challenges and
coping strategies in balancing personal and professional commitments became issues of interests
for employers. This study uses interviews to collect data from six informants in Generation
Y and the data were analyzed through content analysis. The results indicate that Generation
Y employees do indeed have issues and challenges with balancing work and family.
However, unlike the older generation of employees, Generation Y employees perceive managing
work-life balance only through segmentation or separation strategies. This particular
finding indicates that if organizations want to attract and retain these employees they should
adapt a strategy specifically designed to target this employee group.