Workforce Diversity in Malaysia: Current and Future Demand of Persons with Disabilities

Othman, Rosly

doi:10.1007/978-94-007-5107-1_5

Cited by 3 publications

(2 citation statements)

References 12 publications

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“…Employers are also worried about the potential negative impact of pre-existing health risks of people with disability on their work performance and productivity, and the possible 'waste' of their organisation's resources on training and health services for employees with disability (Ta et al, 2011a). Thus, lack of understanding and interest on the part of potential employers seems to be the biggest obstacle that prevents people with disability from joining the workforce in Malaysia (Sharma et al, 2006;Ta et al, 2011a;Othman, 2013;Ta & Leng, 2013).…”

Section: Introductionmentioning

confidence: 99%

Work Ability of Employees with Disabilities in Malaysia

Lavasani

Wahat

Ortega

2015

DCID

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Purpose: Based on a sample of employees with disability, this study aimed to: (1) evaluate the construct validity of work ability index (WAI), core self-evaluation scale (CSES) and job in general index (JIG), in order to make a valid and reliable assessment of their work ability, job satisfaction and core self-evaluation; (2) assess their levels of work ability, job satisfaction, and core self-evaluation; (3) investigate the associations of work ability with job satisfaction and core self-evaluation among them; and (4) determine which demographic characteristics significantly affect the work ability of employees with disability.Methods: The sample consisted of 275 employees with disability. Data was collected using a self-administered survey. The analysis focussed on: (1) CFA- for evidence of the construct validity of the employed scales; (2) Descriptive analysis - for evaluating the variables of the study; (3) Pearson correlation analysis – for understanding the simple correlation between variables of the study; and, (4) One-way ANOVA- for identifying the demographic factors that influence the work ability of employees with disability.Results: The findings indicated that 29.5% of the participants had poor levels of work ability, while 35.3% reported moderate levels of work ability. Also, 49.1% of the participants reported moderate levels of core self-evaluation, and 70.5% exhibited high job satisfaction. In this study, work ability was found to be associated with core self-evaluation and job satisfaction. Significant differences in work ability levels were found in terms of age, level ofeducation and employment status of the respondents.Conclusion: Work ability among employees with disabilities did not seem to be influenced merely by individual health status. Attitudinal and dispositional factors appeared to have a significant impact on their levels of work ability. The potential positive impact of education and employment status on employees’ levels of work ability are highlighted in this study.

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Section: Introductionmentioning

confidence: 99%

Work Ability of Employees with Disabilities in Malaysia

Lavasani

Wahat

Ortega

2015

DCID

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“…Reflecting on the Malaysian scenario, although the government has implemented laws and various policies as well as programs, the participation of the persons with disabilities in the employment continues to be problematic and disappointing (Lee, Abdullah, & Mey, 2011;Othman, 2013;Ta & Leng, 2013). Hence, it opens room for further investigation to explore the employers' experiences in managing persons with disabilities employees as this could help to understand the dynamic nature of disabled employees in the workforce (Othman, 2013). According to Inge, Strobel, Wehman, Todd & Targett (2000), disabled workers with proper support of assistive technology can maintain their employment.…”

Section: Introductionmentioning

confidence: 99%

The Effects of Perceived Usefulness and Perceived Ease of Use on Acceptance towards Office Assistance Application among Employers to Disabled Employees

Hafit

Othman

Rusdi

et al. 2020

ABRIJ

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Employment among people with disabilities remains debatable. This paper investigates employers' points of view towards accepting technological assistance for employees with disabilities at the workplace. Specifically, this paper examines the effects of perceived usefulness and perceived ease of use on acceptance towards Office Assistance Application among employers to disabled employees. Acceptance towards any technology has been broadly tested using Davis' Technology Acceptance Model (TAM). To prove if that is the case or not for Office Assistance Applications within the context of employers to employees with disabilities, this research was undertaken to affirm the past research. Data was collected via online questionnaires from 35 employers to Micro Enterprises organization. 6 of surveyed employers were current employers to disabled workers, 18 employers affirmed interest to employ PWDs in the future with 9 employers asserted no interest to hire disabled workers. Data was analysed using Partial Least Square Structural Equation Modelling (PLS-SEM). The result showed two hypotheses were supported evidencing positive and significant relationship between perceived ease of use and perceived usefulness, and relationship between perceived usefulness and technology acceptance. Findings are useful for employers to improve functions of their disabled workers at the workplace along with increasing employment prospects for people with disabilities.

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Employment Governance for People with Disabilities: Comparative Study Between Indonesia and Malaysia

Dewi¹,

Harith²,

Harsono³

et al. 2020

Proceedings of the International Conference on Educational Research and Innovation (ICERI 2019)

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People with disabilities in both Indonesia and Malaysia are facing difficulties in attaining proper jobs and salaries. This paper aims to examine employment governance in Indonesia and Malaysia in comparative perspective. Descriptive qualitative research method was employed to gather and analyze the data. To gather data, the researcher used focus groups discussions, depth interview, observation and documentation while interactive model of Miles and Hubermas was employed in analyzing the data. The informants in this research were the Indonesian Ministry of Social agency staff, the Ministry of Labour agency staff, Rehabilitation Center Manager, Yayasan Saujana staff and disability community. Meanwhile, data of employment governance in Malaysia were obtained by documentations and literature reviews. The research result shown that both Indonesian and Malaysian government have implemented several policies and program to increase the equal participation of people with disabilities in job market. Indonesia have launched Law No 8/2016 and People with Disabilities Act 2008 in Malaysia, as the basic guidance for providing inclusive employment. However, the lack of law enforcement and negative assumptions among employer toward disabled workers were becoming the main hindrances. Malaysia stakeholders were leading in providing Job Coach and placement for PWDs in comparison to their Indonesia's counterparts.

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Workforce Diversity in Malaysia: Current and Future Demand of Persons with Disabilities

Cited by 3 publications

References 12 publications

Work Ability of Employees with Disabilities in Malaysia

Work Ability of Employees with Disabilities in Malaysia

The Effects of Perceived Usefulness and Perceived Ease of Use on Acceptance towards Office Assistance Application among Employers to Disabled Employees

Employment Governance for People with Disabilities: Comparative Study Between Indonesia and Malaysia

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