This study aims to examine the role of organisational support as a moderator in the relationship between emotional intelligence, job engagement, and the work-life balance of Malaysian lecturers. A quantitative approach with a structured questionnaire was used for data collection and it was distributed to the randomly selected population of lecturers via their respective emails. The sample of this study consisted of 132 lecturers from public and private universities in Malaysia. Descriptive statistics and statistical inference were conversant in analysing the correlation and multiple regression using the Statistical Package for Social Sciences version 25.0. The finding concludes that an increase in emotional intelligence and job engagement further increases the ability of the lecturer to achieve a good work-life balance. The results also indicate that organisational support does not affect the relationship between emotional intelligence, job engagement, and work-life balance. Besides, the study failed to find the influence of organisational support as a moderator on the work-life balance among lecturers in Malaysia. The implication of the study is crucial for institutions and management to be alert to the situational needs of the lecturers to ensure work and life expectations are optimised without ignoring other variables.
Gender diversity in the corporate board is still an issue for certain countries including Malaysia. The Malaysian Code of Corporate Governance (MCCG) 2017 anticipates 30% of women to be on the corporate board. However, recently the number of women on board reported is still lower. This study aims to examine the perception of academician towards women on board (WOB). The survey questionnaires were sent among academicians. The result indicates that the academicians believe that the appointment of women on boards will improve and enhance the companies’ performance. There are equal opportunities for men and women to be in management positions. The finding of this study will assist the policymakers and companies especially in formulating women policy to support the national agenda.
The purpose of this paper is to examine the process of institutionalizing and implementing Key Performance Indicators (KPIs) in a Malaysian local government (LG). New Institutional Sociology (NIS) is used to understand the various institutional pressures faced by the organization during the development and implementation process of KPIs. An interpretive case-study strategy was applied. A total of 22 interviews have been conducted with the top management of the LG. The findings suggest that the evolution of the Performance Management System (PMS) in the LG was a result of the directions of government through the Government Transformation Programme (GTP) and is still in its infancy stage. Although the LG has adopted the contemporary PMS, the old PMS; Annual Work Target (AWT) is still the dominant PMS. The KPIs initiative was considered as secondary PMS; therefore, it became as a complementary tool to the existing system. The study also discovered that the KPIs had brought several changes to the staff, departments, and the organization itself. The outcome of the KPIs' implementation, however, could not be studied. The research outcome has contributed to the existing performance management literature especially in the development of PMS within the Malaysian context by exploring the development and implementation of KPIs in an LG as well as the organizational changes within the organization.
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