Abstract-The purpose of this study is to examine the relationship between job stress and job performance of front-liners in a shared service center, Malaysia. The conceptual framework of this study is based on the model of Job Stress (role ambiguity, role conflict, inadequate resources, and workload) and the concept of job performance. A total of 113 front-liners from various departments in a shared service center were selected as respondents through convenience sampling technique. Findings indicated that job stress was significantly related to job performance.
The widespread use of smartphones and online text messages for communication has influenced and changed the everyday lives of its users. Undoubtedly, smartphones can enhance and advance our working life and personal life to suit modern lifestyles. However, some of the smartphone users show overdependence on the smartphone’s applications especially on mobile communications to share and receive immediate information either for their work or personal related matters. ‘Text-messagedependency’ is a term used to refer to these users who use and rely so much on text messaging applications. This obsessive use of mobile communications can lead to numerous psychological and behavioural symptoms such as problematic addictions, obsessions, health risks and also producenegative social outcomes.The research concentrates to study the factors that contribute to text-message dependency and psychological or behavioural symptoms from the perspective of self-perception theory. The research is significant and important for the society and national development in several aspects; 1) educate the society about the risks of smartphone addiction, 2) provide guidelines and insight to the ministry of health and multimedia development, and 3) give awareness to the application developers on the future demand of smartphone applications that relates tobehaviour control.
Technology has no boundary, people made technology as their primary routine in daily task. Technology also mainly being used worldwide and provide many outcomes towards the education system. The transformation of industrial revolution 4.0 brings the education system one step forward to meet the worldwide demand. Students nowadays are Z-generation that live in modern and digital lifestyle. Thus, the digital platform such as E-Learning has been applied in recent of teaching and learning in most of the university. However, the application and usage of elearning in university did not well used and applied by students. Hence, there is a need for e-learning platform to transform and improve the system so that student can be more interest to use E-learning and ultimately result in better academic performance. A theory of Technology Acceptance Model (TAM) applied as the fundamental of this study. Hence this study aims to investigate the perception of 152 students in selected of the local university towards the application of e-learning platform. Data collection further analysed using regression analysis and found perceive usefulness, perceived ease of use, behavioural intention and system usage predict significantly towards student satisfaction. The finding implies that the application of e-learning among students was satisfied. The improvement of the interaction system and attraction of the system can promote and encourage students active to use e-learning.
Abstract-This study is aimed at examining the relationship between leadership behaviours (change-centered, employee-centered and product-centered) and organizational commitment among academic staff; to determine the frequency level of leadership behavior of deans; and the level of agreement of organizational commitment among academics. A total of 240 academics from three faculties in one public higher institution in Selangor, Malaysia were selected to participate in this study. The results show that only two components of organizational commitment (normative and affective) are significantly related to all three leadership behaviour components. Findings also indicate that the highest frequency of leadership behavior which is change-centered and the highest level of agreement on organizational commitment is affective commitment.
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