The global drop in oil and natural gas industry have had a significant impact on the
Malaysian market and have potentially redirected Malaysia under a negative global
spotlight. The layoff rate in oil and natural gas organizations have risen dramatically,
this situation may affect the satisfaction level among employees and their loyalty in
the respective oil and natural gas industry. The present study is aimed to determine the
relationship between employee satisfaction and employee loyalty in Oil and Natural
Gas Industry. Using simple random sampling technique 100 employees working in Oil
and Natural Gas Industry were selected as respondents. Questionnaire was used for
data collection. Results obtained showed that there is positive correlation between different
components of employee satisfaction and employee loyalty. A notable variable
that emerged in the analysis was compensation and benefits, while career development
was least important that predisposed loyalty.
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 is a study on employees’ perception of justice towards performance-based pay and
the effect of these perceptions on their turnover intention. This study aims to examine
the mediating role played by distributive and procedural justice in linking pay distribution
and pay procedure of performance-based pay to employees’ turnover intention. A
review of past literature in this particular area has prompted the researchers to narrow
the gaps in previous studies. Towards that, this study utilized questionnaires which
were administered among 50 non-managerial employees currently working in a private
company located in Kuching, Sarawak, East Malaysia. Data analysis was done using
Statistical Package for Social Sciences (SPSS), Version 20.0. Pearson Correlation and
Stepwise Regression were used to examine the relationship between the variables. The
outcomes of Stepwise Regression revealed that distributive justice fully mediated the
relationship between pay distribution and employees’ turnover intention in contrast to
procedural justice which did not have a significant impact in the relationship. The findings
of this study are useful references for organisation management of the pay system
to improve employees’ performance.
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 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.
Renewable energy consumption is a crucial solution to addressing pressing environmental issues, particularly climate change and air pollution. Investigating the factors that drive its adoption is highly significant, as it provides policymakers and stakeholders with valuable insights to accelerate the transition to renewable energy sources. Through this approach, we can minimise the negative consequences of our reliance on fossil fuels, thereby protecting the integrity of the environment. Therefore, the primary goal of this study is to thoroughly investigate the main factors that influence renewable energy consumption and environmental change in six specifically chosen ASEAN countries. The stationarity of the 1990-2019 data was tested using panel data techniques such as Levin, Lin, and Chu (LLC), Im Pesaran (IPS), and the Shin W-stat test. According to the stationarity tests, after the first order, all variables exhibit stationarity. Additionally, Pedroni's co-integration test result confirmed that there was a long-term relationship among the variables. Different methods, such as dynamic ordinary least squares (DOLS), fully modified ordinary least squares (FMOLS), and pooled ordinary least squares (POLS), are used for cointegration estimating. The results suggest that there is a positive co-integration between renewable energy use and GDP in six ASEAN countries, indicating a long-term relationship. The positive relationship between GDP and renewable energy use suggests that economic growth is the primary driving force behind ASEAN's renewable energy adoption. However, factors like carbon emissions, population density, and foreign direct investment (FDI) negatively impact the demand for renewable energy. The limited availability of renewable energy in certain ASEAN countries may discourage foreign direct investment (FDI) due to the inverse relationship between FDI and renewable energy use. The studies also revealed that carbon emissions, which contribute to environmental pollution, do not motivate industries to invest in renewable energy. This finding would challenge the Environmental Kuznets Curve (EKC) hypothesis. According to the EKC, there is a significant transition towards renewable energy as a response to environmental degradation. However, it is worth noting that several ASEAN countries have experienced economic growth while also experiencing higher levels of carbon emissions. Given that economic expansion might not be environmentally beneficial, this research has implications for ASEAN energy policies. The ASEAN region faces a challenge in investing in renewable energy due to the excessive dependence on fossil fuels. Therefore, an in-depth evaluation of the main factor behind ASEAN's environmental concerns, which promotes the adoption of renewable energy, can greatly influence policy decisions, particularly in attaining net zero emissions. Policymakers can utilise this comprehensive analysis to establish informed objectives for policies related to renewable energy and develop strategic plans, i.e. reforming fuel subsidies. The goal is to encourage the development of environmentally friendly and sustainable energy plans for the future in the ASEAN region.