Purpose of the study: Quality of work life (QWL) is vital for all establishments to continue to hire and retain high-performance workers. However, from the review of previous literature on QWL, little is known about the dimensions that constitute high QWL among academics. Therefore, this study aimed at contributing to the literature by conducting a detailed validation of seven dimensions of QWL through the Exploratory Factor Analysis (EFA) procedure. Methodology: This study employed a cross-sectional research design to establish reliable measures for the QWL construct. The items were adapted and modified to suit this study. Study data was obtained using a structured questionnaire from 100 randomly selected academics from the five Malaysian research universities. The study further conducted the Exploratory Factor Analysis (EFA) procedure using IBM-SPSS version 21.0. Main Findings: A total of 51 items were initially developed to measure QWL construct, however, from the EFA procedure, the study found that 8 items with factor loading below the cut-off point of .60 were deleted and 48 items with a factor loading above the cut-off point of .60 were retained and deemed suitable to measure the QWL construct. Applications of this study: This study validated the dimensions that lead to improved QWL. Therefore, this study is particularly useful to the Malaysian universities' management who aim to obtain benefits from super motivated and high-performance academics by making sure that the workers' overall well-being is protected in the workplace. Novelty/Originality of this study: This study established a validated and reliable instrument for measuring the QWL construct among academics in the Malaysian research universities.
The sustainability of organizations is increasingly reliant on the involvement, loyalty, and, more importantly, the commitment of their employees. Organizational commitment (OC) is extensively studied in management literature as a predictor of employees' job performance (JP). Several studies discovered a positive correlation between OC and JP among employees. However, most of these studies failed to conduct preliminary analyses on the measuring instruments for the above constructs to determine their appropriateness for other detailed analyses. Therefore, this study responded to the call by conducting a comprehensive Exploratory Factor Analysis (EFA) procedure to develop an effective instrument to measure OC and JP constructs. This study was based on a cross-sectional research design involving 100 randomly selected academics from five Malaysian research universities, and data was obtained using a structured self-administered questionnaire. The validity and reliability of the OC and JP instruments were established using EFA and reliability analysis. The results revealed that the 18 items measuring OC construct were grouped into four components, 1 item with factor loading below .6 was deleted, and 17 items were retained. The 13 items measuring the JP construct were grouped into two components, 1 item was also deleted for the same reason, and 12 items were retained for further analysis. All the components have high internal reliabilities (Cronbach's Alpha > .785). Consequently, this study contributes to an improved understanding of the dimensions of OC among academics. The universities' management should develop strategies to enhance the degree of employees' commitment and efforts towards the organization.
This study aimed to examine the in-depth factors that improve employees' motivation in training program. The critical variable was discussed on training motivation. Random sampling Method used to gather the data from 120 employees at a single point of Kolej Poly-Tech MARA Kuantan. Regression analysis was used for estimating the relationship among variables. The result shows that self-efficacy has a moderate relationship on training motivation. Since data are based on self-reports, common method bias may affect the relationship among the variables. The study only focuses at KPTM Kuantan that was not involved other branches. The paper contributes to both research and practice by providing support to the department heads and the management on ways to increase training motivation among employees. This paper consider few factors that enable to enhance training motivation at KPTM Kuantan
Purpose - The purpose of this study is to conceptualise Human Resource Management Principles in the context of Palestine by investigating the current and standard practices of Islamic HRM principles in the West Bank in Palestine. The primary focus is more on the implementation and awareness about Islamic HRM principles in the large institutions and organisations including governmental and non-governmental influential bodies like banks, universities, ministries and other key organisations. Approach – The paper takes the form of a qualitative approach based on an extensive review of relevant literature. It examines the different available research works and studies done in the field of HRM and Islamic Human resources in the West Bank in Palestine. It aims to summarise the current trends and possible future implications of the present behaviours and practices in the Palestinian organisations and their awareness about the importance of Islamic HRM. Findings – The reviewed literature reveals a considerable misunderstanding of the critical concepts of the Islamic HRM and a lack of awareness about their nature and importance to the organisations. Although most organisations claim that their practices are in line with the principles of Islam and they care a lot about fair treatment and honesty, nevertheless the reality is that the literature reveals a minimal implementation of these principles. Furthermore, the Israeli occupation has created many limitations on Palestinian organisations. Research limitations – The limitations that this study faced are the lack of data from primary resources and official data. Furthermore, there is a lack of research papers on Islamic HRM in the Palestinian context because of the limited resources and empirical studies in this area. Value –The study has an excellent value for decision-makers and policymakers in Palestine and shows them the importance of implementing Islamic HRM for their organisations
Job performance is a diverse concept that is influenced by a variety of factors. This article provides extensive information about job performance in the sector of education. By applying a theoretical thematic analysis, sixteen related studies regarding factors of teacher’s performance from the recent five years were analyzed. Three crucial gaps were found in this study: vague definition of teacher’s performance, type of participants as respondents and the angle of perspective in job performance dimension. The key aspects that influence a teacher's performance, according to this study, may be explained by two pre-existing theories: social cognitive theory of organizational management and leader member exchange theory or LMX theory. The authors provided a theoretical framework to better understanding of teacher performance by applying concepts from both theories to these concerns. This theoretical approach shows that in order to improve teacher effectiveness, school leaders must provide conducive environmental along with personal or cognitive characteristics of teachers.
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