Critical thinking and problem solving skill is important for university students to increase their chances of securing a work placement. One way to improve this skill is believed through experiences gained from an industrial training. This study aims to investigate the impact of industrial training on the improvement of students’ critical thinking and problem solving skill. Further, it aims to explore the influence of selected factors on this skill improvement. These selected factors are demographic profiles of students, supervisors and organization, students’ motivation, job scope, supervisor leadership styles and organizational culture. The study adapted Belbin Team Role Self-Perception Inventory as the research instrument of the re-search. A total of 1,227 students and 485 students from six public universities in Malaysia, have completed the pre survey and post survey respectively. Using paired t-test analysis, result exhibited that students’ shown improvement in their critical thinking and problem solving upon completion of their industrial training. The results also exhibited that this skill improvement is best predicted when students performed independence job scope, being supervised by male supervisor and the supervisor and when the supervisors exercise transformational leadership styles. Some practical and empirical implications were drawn from the findings of this study.
This paper aims to explore academicians’ perceptions and perspectives regarding the limitations, challenges, and potential solutions of neuromarketing implementations in the Malaysian context. A semi-structured interview with 16 academicians was conducted. The findings revealed that several issues had impeded the growth of neuromarketing, such as ethical and manipulation concerns, the high cost, the need for specialized expertise, lack of proper knowledge and understanding, the lack of financial resources, the lack of labs and facilities, and time requirements. Despite these obstacles, the academicians suggested several potential solutions to enhance the application of neuromarketing, such as establishing strong collaborative networks, providing labs and facilities, increasing financial resources, complying with laws and regulations, and reducing tools and experiment costs. This study will significantly contribute to the body of knowledge by increasing awareness of the potential difficulties in implementing neuromarketing techniques and helping to guide future research and development. This information can inform decision making by practitioners, researchers, and stakeholders, allowing them to make more informed decisions about using and implementing neuromarketing. To the best of the authors’ knowledge, no current study has identified avenues for future research in neuromarketing and the emerging challenges and limitations that researchers may face in Malaysia. The current paper aims to foster the application of neuromarketing by providing potential solutions to overcome the obstacles researchers face. Moreover, quantitative research is required to test, measure, and validate the items revealed in this study’s findings.
The purpose of the study is to investigate the role of continuance commitment in the relationship between affective commitment and organizational citizenship behaviour (OCB) among the employees of telecommunication industry players in Mogadishu, Somalia. A total of 92 lower managers (supervisors) from three different telecommunication players were involved in this study. The instrument used in the study for affective and continuance commitment was adopted from Natalie J. Allen and John P. Meyer (1990), and for OCB was adopted from Philip M. Podsakoff , Scott B. MacKenzie, Robert H. Moorman, and Richard Fetter (1990). This quantitative survey method employed stratified random sampling technique. Employees’ attitudes and behaviours were tested for correlation and regression analysis. The findings indicated that there are positive and significant relationship between employees’ affective commitment, continuance commitment and OCB. The highest correlations towards employees’ citizenship behaviour is the mediation role of continuance commitment (r=.362, p< .05), then affective commitment (r=.287, p< .05), followed by the relationship between affective commitment and continuance commitment (r=.249, p< .05), whilst continuance commitment shows the weakest relationship on OCB (r=.144, p< .05). The regression model indicates a predictive significance by employees’ behaviours; thus, the findings support the conclusion that the selected behaviours are predictors of telecommunication industries employees’ OCB. This study revealed the importances of organizational citizenship behaviour (OCB), affective commitment and continuance commitment among the telecommunication industries employees’in Mogadishu, Somalia. These findings also have implications for telecommunication industries and managers to reflect and extend employees’ organizational citizenship behavior (OCB).
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Mobile technology usage has changed way people work and becoming primary source of communication in the organization. There are few issues and challenges arise in the pursuit of work and personal life balance. Hence, it is important to highlight the antecedents and its effects on individual employee and organization in order to increase the organization efficacy and performance. The research aims to uncover the antecedents and effects of work connectivity after hours towards individual employee and organization as well as examining the underlying theory behind it.The method used by conducting Systematic Literature Review (SLR) in searching the keywords categorized under journals articles and magazines.The results shown in total of 120 related journal articles and magazines were mined based on the criteria that have been set. Only 16 articles were selected for the study after inclusion and exclusion decisions of the articles. Total numbers of five (5) databases were used in the searching process.In conclusion, work connectivity after hours issues have been intensively discussed based on previous existing literature. The highlighted issues can determine the organizational efficacy and effectiveness only if it is well managed and taken into consideration. Nevertheless, there are still rooms for improvement and opened for further discussion yet to obtain the utmost benefits out of it.
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