<p>Generation Y, individuals age 34 years and below are dominating the workforce in Malaysia today with nearly half of the labour force comprised of this generational cohort. They will be playing a vital role in the Malaysian labour market and will have unprecedented impact to the country’s future economic growth. However, a dilemma confronting leaders today is the limited understanding when leading the Gen Y. This paper is not empirically based but merely conceptual in nature. It is aimed at presenting the preliminary work for a study. The concepts of leadership and the many theories that have evolved are examined. Review of past literature concerning the Gen Y and their leaders are deliberated. From the literature review, many missing parameters were discovered. Firstly, studies in Gen Y mostly covers motivation, values, behaviours, job satisfaction and organisational commitment but not on leadership preferences per se. In addition to that many of the studies conducted are in the Western perspectives and to accept the results entirely will be an over-generalisation. Lastly, the field of leadership is continuously evolving inspired by the current wants and needs. Thus this brings light to the intention of this study which is to explore the leadership preferences of Gen Y employees specifically looking at the local context. The conceptual framework proposed as the foundation of this study consists of the different leadership theories from early days of trait theory to the more contemporary transformational leadership theory. This conceptual framework will guide in the data collection process whereby a basic qualitative method is proposed as the most suitable approach for this study. It will be based on the interpretive or constructivist perspective where multiple realities and lived experiences of Gen Y concerning their leadership preferences will be uncovered through in depth interviews with the participants involved.</p>
Presenteeism is an underreported phenomenon. However, people are slowly beginning to shed more light on it as workplaces become more demanding of their employees. While an employee may think he is doing well by still showing up for work despite being injured, stressed or ill, the opposite is usually true. This paper examined the main influencing factors that affect presenteeism in a local government linked company. The factors examined were job insecurity, job demands and health issues. Quantitative data was collected using the non-probability self-administered questionnaire that consist of questions with 6-points Likert scales distributed to samples of 120 employees in a division within the organisation. The data collected was analysed using Pearson Correlation and Multiple Regression Analysis to determine relationship between different variables. Based on the findings, job insecurity has the strongest and most significant relationship to presenteeism, whilst job demands and health issues were weak and not significant. This study also found that job insecurity as the most influencing factor that affects presenteeism in this local government linked company. The findings have made significant contribution towards developing initiatives focusing on job insecurity which is unique to this organisation to manage future escalation of presenteeism.
The emergence of alarming statistics on Psychological Well Being (PWB) among doctoral students has received critical attention in the media and across the higher education sectors. Complex work in the doctoral journey has been perceived to be draining thus affecting students’ well-being which could lead to mental depression. Understanding relevant challenges in managing PWB could be a prime opportunity for intervention strategies in managing PWB among part-time doctoral students. This paper hopes to contribute to the dearth of studies of PWB on part-time doctoral students, particularly in Malaysia. A qualitative study would uncover detailed accounts and underlying issues on the challenges of managing PWB faced by part-time doctoral students in Malaysia. Purposive sampling and snowball sampling were used in this study. Five part-time doctoral students were selected and invited to participate in the semi-structured interview. The participants expressed their PWB by describing their experience in the doctoral journey. This study's findings concluded on two main themes involved in maintaining PWB; internal and external challenges. Personal occurrences represent the internal challenge, whereas the internal environment and academic process represent the sub-themes under external challenges. It is essential for doctoral students to focus on their personal occurrences especially maneuvering things that are within their control and dealing with external challenges in managing PWB during the doctoral journey.
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