Women empowerment has always been an issue discussed around the globe including in Malaysia. Generally, the Government of Malaysia acknowledged that women should be given equal opportunities and treatment in terms of educational, social, and economic positions. With support from the government, women's empowerment in Malaysia has been included as part of the national agenda. This paper ascertains the quality of women's empowerment by understanding the situation in the labor workforce, educational, social, economic, and political. By having the understanding, recommendations are proposed to reduce the gap between the current situation to the desired state of quality in women empowerment. Additionally, this paper provides readers the idea and areas of improvement in the quality of women's empowerment which detailed research and study could be conducted. Thus, women's empowerment in Malaysia would be better in the future.
Auditing in IR 4.0 presents several challenges due to the changing nature of the business environment and the increasing complexity of organizational systems. One of the main challenges of auditing in IR 4.0 is the need for auditors to have a deep understanding of the emerging technologies that are being used by organizations. This includes the ability to analyze data generated by these technologies, understand how they are integrated into business processes, and identify potential risks associated with their use. IR 4.0 brings disruption with much more automated and technologically complex processes. The industry is entering the so-called "new generation," and keeping up with it is the most difficult challenge. Auditing firms need to consider technology investment so as to keep their competitiveness. IR 4.0 has severely impacted the labour market, including audit firms. To safeguard their profession, auditors will need to embrace the automation of current auditing procedures. This paper investigates factors that influence the job security of auditors due to the rapid growth of technology in the IR 4.0 era through an article review. Three factors are discussed which are technological, knowledge and skills, and environmental. With these insights, recommendations are proposed for auditors to be prepared for and well-suited to the IR 4.0 industry.
Nowadays digital communications have become an essential part of our daily lives and this has become even more prevalent since the Covid-19 pandemic outbreak. To ensure their market sustainability and relevance, most organizations must adapt and even accelerate the implementation of digital communication in their daily operations. However, not all organizations can keep up at the same rate as others. Therefore, this concept paper aims to identify and analyse the limitations of digital communication along with risk mitigation strategies for organizations. These findings emphasise the importance of researching risk mitigation strategies for organisations. There are five limitations of digital communication which are (1) Ethics via ethical communications may improve business performance and minimize exposure to risk (2) Retention of traditional communication methods may be shifted by the availability of social media channels (3) Organization and Individual Readiness and Competency on digital communication determines the efficiency of organizational performance (4) Digital Communication Tools such as augmented reality and virtual reality will help organization achieve greater heights in delivering their products to customers (5) Government rules and regulations have a significant impact on encouraging digital innovation and new technologies. The study focused on critical governance elements required for digital communications, which are qualitative in nature and difficult to measure. Even though quantitative methods have been used in previous studies, there is still a need for a global empirical study to generalise findings. This paper adds to the limited literature on the limitations of digital communications by conducting Theory-Based studies that can assist organisations in emphasising the importance of researching risk mitigation strategies for organisations.
Studies on tax non-compliance remain limited. This is due to the challenges and difficulties of getting access to the correct information on indirect tax. However, these studies only focus on economic factors. The researchers focus on examining the relationships between non-economic factors and tax non-compliance. This study distributed a sample of 285 public universities student in Selangor and Klang Valley. The findings reveal a strong relationship between tax knowledge and perception of non-compliance behavior. Therefore, tax administrators need to collaborate more closely with universities or other educational institutions to create more awareness among Malaysians to comply with Malaysian tax systems. Keywords: Tax non-compliance; Non-economic factor; Public universities students; Tax knowledge eISSN: 2398-4287 © 2022. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open access article under the CC BYNC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians/Africans/Arabians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: https://doi.org/10.21834/ebpj.v7i21.3747
The public sector organizations in Malaysia play a major role in the development of the country. The reward system is very important because it has a vital role to keep employees motivated and attached to work. This study aims to analyze the effect of giving rewards on the improvement of the performance of an organization, especially in the public sector. Rewards are issued to employees as encouragement when they have delivered their job well. The study shows how giving rewards may increase employees' motivation, job satisfaction, and a sense of achievement that may help contribute to better performance. Besides being effective in the short-term, rewards could also impact long-term performance and bring benefits to all public servants such as motivation towards better services. The study also criticised how giving rewards in the government sector is not the only factor in managing performance, but also looks at other factors to improve performance.
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