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Cross-cultural adjustments and expatriate's job performance : a study on Malaysia
(2013-11-03) Hassan, Zubair; Diallo, Mahmoudou
The purpose of this study is identifying the impact of cross-cultural adjustments on expatriate’s job performance. A conceptual framework comprises of four (4) factors (cross-cultural training, organisational and family support, personality, and emotional intelligence) is used to examined the impact of cross-cultural adjustments on expatriate’s job performance. A multivariate likert-scale questionnaire (scale from 1-5) has been developed. A sample of 100 respondents has been used from five private colleges in Malaysia to collect the data using convenience sampling method. Simple linear regression and correlation analysis was conducted using SPSS 20. Regression beta coefficient and correlation coefficients were generated to test the hypotheses and to establish the causal effects of cross-cultural training, organisational and family support, personality and emotional intelligence on expatriate’s job performance. Also regression analysis was conducted on to establish the overall cross-cultural adjustments and its impact on expatriate’s job performance. The result of the research shows that personality and organisational and family support have significant and positive impact on improving expatriates job performance. The result shows a positive relationship between cross-cultural training, and emotional intelligence and expatriates job performance, although these relationships are not significant. However, the overall crosscultural adjustment has a significant and positive impact on expatriate’s job performance. Therefore this study concluded that improved cross-cultural adjustments would improve expatriate’s job performance, where personality, organisational and family support has most significant impact on performance. Therefore managers at education sector should take initiatives and pay more attention to the personality of expatriates during its recruitment of expatriates, which would enable them to perform better. Further research could be undertaken on different context or by increasing the sample size to test the all the cross-cultural adjustment initiatives to confirm previous research finding. Also future research should be undertaken on different context or by increasing the sample size by widening the research context to ensure validity and reliability of the results.
Employee retention through effective human resource management practices in Maldives : mediation effects of compensation and rewards system
(2022) Hassan, Zubair
PURPOSE The purpose of this study is to examine the effects of human resource management (HRM) practices on employee retention mediated by reward and compensation. Also, this study has examined the moderating role of performance appraisal, and training and development on the relationship between HRM practices and employee retention. METHODOLOGY A sample of 250 respondents among the employees working in the retail sector in Capital City of Maldives was selected using the random probability sampling technique. A structured questionnaire was distributed, and data was collected. Structural equation modeling analysis was carried out to examine the causal effect of HRM practices on employee retention. FINDINGS: The results showed that reward and compensation (R&C) practices had significant and positive effects on employee retention. However, the study found no significant effect of career development, training and development, and performance appraisal on employee retention. In terms of mediating effects, R&C had significantly positive mediating effects on the relationship between training and development (T&D) and employee retention as well as on the relationship between performance appraisal and employee retention. However, there were no moderating effects between performance appraisal as well as T&D and employee retention. Therefore, it was concluded that increasing the positive perception towards HRM practices, particularly R&C practices in the retail sector of Maldives, causes an increase in employee retention (ER). Also, it was concluded that HRM practices such as R&C mediate the relationship between Training and Development (T&D) and Employee Retention along with the relationship between Performance Appraisal (PA) and ER. This means, indirectly PA and T&D can increase ER in the retail sector of Maldives. Similarly, we conclude that there is no moderating effect of PA and T&D in the relationship between HRM practices and ER. The overall conclusion is that R&C has a partial mediating effect on the relationship between HRM practices and ER. IMPLICATIONS: This study contributes to the current knowledge of HRM by confirming that reward and compensation is a key determinant and a significant mediator for employee retention. This study contributes to developing new knowledge in the theoretical domains of HRM practices. In particular, the findings of the study strengthen Hertzberg‘s Two-Factor theory by confirming that career growth opportunities, advancement and salary significantly determine employee retention. This showed that both motivators and hygiene factors are crucial in retaining employees. In practice, the findings also enable managers to make new organizational and HRM policy decisions on improving and enhancing employee retention. This study can be useful for organizational management to formulate effective reward and compensation policies. This study signifies the importance of training and development and performance appraisal by linking these with reward and compensation practices. ORIGINALITY AND VALUE: This could be one of the pioneering studies carried out in the retail sector of Maldives by examining the four constructs of human resource management practices to shed light on how retail sector business organizations in Maldives make decisions on improving employee retention. Furthermore, the current study indicated that reward and compensation have full mediating effects on the relationship between employee retention and training and development as well as performance appraisal. This filled the existing research gaps by adding value to the existing literature. Moreover, the current study adds practical values by confirming that reward and compensation should be emphasized to retain employees through other human resource management practices in the retail sector of Maldives.
Factors influencing employee engagement : a study on a telecommunication network provider in Maldives
(2016-04-30) Mansoor, Fazna; Hassan, Zubair
This paper will strive to examine key factors identified from previous researches that influences employee engagement. A questionnaire was constructed taking in to account past literature. The independent variables to measure employee engagement include communication, team work and collaboration, job role, Company management and learning and development. The study took on descriptive and explanatory research design. Also, cross sectional survey methods was applied for this study using an online survey questionnaire, containing 30 items with Likert Scale (Strongly disagree-1 and 5 for strongly agree). Initially, a pilot test was run on a sample of 50 employees to check data normality and questionnaire/scale reliability. Based on the findings of the pilot test, questionnaire format was revised and sample size narrowed down to full time employees to encourage mature and realistic feedback. Total 300 questionnaire was distributed and a sample of 201 full time employees from Ooredoo Maldives, used. The collected data was analyzed using descriptive means and regression via SPSS. 20. The study revealed that the five dimensions of employee engagement, which are, communication, team work and collaboration, job role, company management, and learning and development have a positive and significant effect on employee engagement.
Gamification : a tool to enhance employee engagement and performance
(2021-07) Basit, Abdul; Hassan, Zubair; Omar, Nisa; Sethumadavan, Sharmila; Jhanjhi, NZ
The purpose of this research is to examine the impact of gamification on employee engagement and work performance among employees working in IT Multinationals in Malaysia. And to examine the mediating effect of employee engagement on the relationship between gamification and employee performance. Finally, to test the moderating effect of gamification on the relationship between employee engagement and employee performance. Data was collected using a self-rating Likert-Scale questionnaire with a rating scale from 1-5, denoting 1 is strongly disagree, and 5 denotes strongly agree. A Sample of 220 employees were selected using simple random probability sampling of those employees working in IT Multinationals. Data were analyzed using confirmatory factor analysis and structure equation modelling under bootstrapping methods via AMOS22. The result shows that gamification does not directly affect employee performance among the IT Multinational in Malaysia. However, gamification has a significant and positive effect on employee engagement. Also, the result shows that employee engagement is a full mediator and gamification has a moderating effect on the relationship between employee engagement and performance. This study is useful for Human Resource Development intervention through effective training programs to enhance gamification to boost engagement and performance. Through effective gamification with sensitivity, creativity and implemented it within the organization can cultivate highly competitive culture among the staff, resulting in high employee performance through employee engagement. This finding shows that employee engagement is very important to realize the benefit of gamification to foster employee performance.
Human resource management practices and employee retention : job satisfaction as a mediator in Malaysia’s information technology (IT) industry
(2024-08-14) Vasudevan, Asokan; Yong, E Swee; Krishnan, Anbalagan; Balakrishnan, Rajani; Nagaraj, Sriganeshvarun; Kengatharan, Navaneethakrishnan; Waheeda, Aishath
This study investigates the impact of human resource management (HRM) practices on employee retention and job satisfaction within Malaysia’s IT industry. The research centered on middle-management executives from the top 10 IT companies in the Greater Klang Valley and Penang. Using a self-administered questionnaire, the study gathered data on demographic characteristics, HRM practices, and employee retention, with the questionnaire design drawing from established literature and validated measuring scales. The study employed the PLS 4.0 method for analyzing structural relationships and tested various hypotheses regarding HRM practices and employee retention. Key findings revealed that work-life balance did not significantly impact employee retention. Conversely, job security positively influenced employee retention. Notably, rewards, recognition, and training and development were found to be insignificant in predicting employee retention. Additionally, the study explored the mediating role of job satisfaction but found it did not mediate the relationship between work-life balance and employee retention nor between job security and employee retention. The research highlighted that HRM practices have diverse effects on employee retention in Malaysia’s IT sector. Acknowledging limitations like sample size and research design, the study suggests the need for further research to deepen understanding in this area.
Impact of CEO gender on employee turnover and employee returns
(2019) Hassan, Zubair; Shafiq, Sumaiya
This purpose of this research was to investigate the impact of CEO gender on Employee Turnover and Returns for the year 2017 in 40 companies of Fortune 1000. This research adopted causal research design and quantitative research method. The collected data were examined by the independent sample t-test via SPSS software. The study found that CEO Gender has a significant impact on Returns per Employee in terms of profits. However, CEO Gender was not found to have any impact on Employee Turnover. The findings of the study suggest that gender of the CEO matters in giving rise to returns per employee through profit. The findings also suggested that despite gender impacts, underrepresentation of women in executive managerial positions are results of social perceptions and should be looked up to reduce gender gaps to increase organisational performance and productivity. This research also emphasises that organisational policies and practices could be implemented to encourage women into leadership positions and offer equal opportunities in terms of recruitment, pay and evaluation of performance to improve performance.
Impact of effective teamwork on employee performance
(2016-04) Al Salman, Walid ; Hassan, Zubair
This research examined the impact of Teamwork on employee performance. The study adopted descriptive and explanatory research design. Further this study used a cross sectional survey methods using a survey questionnaires, containing 35 items with Likert Scale (Disagree-1 and 5 for Agree). A questionnaire was developed based on past literature and numerous tests were done to test the normality, reliability and validity of the data. The independent variables to measure effective teamwork are Effective communication, Team Cohesiveness, Accountability, Interpersonal skills, Leadership and Level of trust. The dependent variable used in this research is employee performance. The samples of 107 employees from an entertainment company in Kuala Lumpur capital of Malaysia were selected using simple random probability sampling technique. The collected data was analysed using descriptive means and regression via SPSS. 20. This study found that all the chosen factors have significant relationship with teamwork. This research find Efficient Communication, Level of trust, Leadership and Accountability has a positive and significant impact on employee performance. While we found no significant influence of Intrapersonal skills and Cohesiveness on Employee Performance. Though this research included only one entertainment organisations, future studies may include larger sample by conducting the study on more organisations including manufacturing industry, Financial firms etc. to see the variation in the results.
Impact of job stress on employee performance
(2017-11-25) Murali, Sharmilee Bala; Basit, Abdul; Hassan, Zubair
Purpose of this study is to analyses the impact of job stress on employee performance. A causal research design was adopted to carry out the data collection. For this purpose employees from various sectors were chosen. A questionnaire with 26 items with Likert Scale (1: Strongly Disagree to 5: Strongly Disagree) were developed and tested for its reliability and validity prior to the distribution of questionnaire via social media. 310 respondents were selected from various sectors in Malaysia using convenient sampling technique. The survey questionnaire was sent via Facebook inbox requesting to complete it. The questionnaire includes demographic information and statements to measure four (4) independent variables of time pressure, workload, lack of motivation, and role ambiguity to measure level of stress. The dependent variable is employee performance. Only 136 completed questionnaires were returned (usable sample). Regression analysis was carried out to examine the impact of stress on employee performance using SPSS21. We found that time pressure and role ambiguity have significant and negative influence on employee performance. The other two factors of workload and lack of motivation do not have any significant influence on employee performance. Therefore we concluded that increasing time pressure and role ambiguity would reduce employee performance in all aspects.
Impact of leadership style on employee performance (a case study on a private organization in Malaysia)
(2017-11) Basit, Abdul; Sebastian, Veronica; Hassan, Zubair
The purpose of this study is to identify the impact of leadership style on employee performance. A sample size of 100 was used from one private organization in Selangor, Malaysia using convenience sampling technique. The study used quantitative approaches, and a questionnaire was designed. A five-point Likert scale questionnaire was used to determine the impact of leadership style on employee performance. SPSS software was used in analysing the questionnaires. Demographic analysis, normality test, reliability test (Cronbach’s Alpha), descriptive analysis and regression analysis were presented. Descriptive statistics show that the most significant value associated with employee performance is democratic leadership style followed by laissez-faire leadership style and autocratic leadership style. Democratic leadership style has the highest mean value corresponding to 3.784 and standard deviation value of 0.8124, laissez-faire leadership style scores the second highest mean value corresponding to 3.416 and standard deviation value of 0.5858, and autocratic leadership style has the lowest mean value corresponding to 3.404 and standard deviation value of 0.7330 indicating that autocratic leadership style is poorly correlated with employee performance. Regression coefficient analysis shows that there is a significant and positive impact of democratic and laissez-faire leadership styles on employee performance. Autocratic leadership style beta coefficient value is-0.168 with a significant value of 0.025 which is higher than 0.01, hence autocratic leadership is found to have a negative significant impact on employee performance.
Influence of human resource management practices on employee retention in Maldives retail industry
(2015-04) Imna, Mariyam; Hassan, Zubair
This study seeks to establish the influence of human resource management practices on employee retention. A questionnaire was developed based on pas literature and a pilot test was done to test the normality, reliability and validity of the scale. The independent variables to measure human resource management practices include career and development, training and development, performance appraisal, reward and compensation, and health & safety. The dependent variable used in this research is employee retention. The study adopted descriptive and explanatory research design. Also this study used a cross sectional survey methods using a survey questionnaires containing 30 items with Likert Scale (Disagree-1 and 5 for Agree). The sample of 254 employees from 14 retail outlets in Male’(capital city of Maldives) were selected using convenient sampling. The collected data was analysed using descriptive means and regression via SPSS. 20. This study found that three human resource practices such as career development, reward and recognition, and health and safety have a positive and significant impact on employee retention. This research did not find any significant influence of training and development nor performance appraisal on employee retention. However when training and development is linked with career development, there is a positive and significant influence on employee retention. Also when performance appraisal is linked with reward and compensation there is a positive and significant influence on employee retention.
Influence of team-related factors on employee performance : a case study on Malaysian context
(2017) Peters, Jeffta; Basit, Abdul; Hassan, Zubair
The purpose of this research is to examine the effect of Team related factors on employee performance of Private organizations in Malaysia. This research was done by analyzing the impact of 5 independent variables; Leadership-Personality-Communication-Trust-Recognition & Reward, on the dependent variable–Employee performance. The methodology for this research adopted was explanatory research design. Quantitative analysis was carried out, where primary data was collected using a Likert-scale questionnaire from 200 respondents. Non-probability convenience sampling is used to choose respondents and Statistical Package for Social Sciences (SPSS) software was used for data analysis such as reliability, normality, descriptive statistics and regression in this research. This research found that Leadership, personality and communication has an insignificant positive relationship on employee performance, therefore, it is concluded that these variables do not affect team performance in private organizations Malaysia. The research also found that Trust, reward and recognition has a significant positive effect on employee performance. This study recommended that managers and employers should focus more on the two variables and also enhance their working relationship with employees to stimulate the positivity of the other three variables within the Team.
Leadership style and its impact on employee performance
(2018) Chua, J.; Basit, Abdul; Hassan, Zubair
The aim of this study was to determine the impact of leadership style on employee’s performance. A causal research design was used to carry out this research. Middle management employees ‘from services sector at different of location in Klang Valley was used. To do this, respondents from a hearing aid company was chosen. Each respondent should have worked more than 5 years in the field. A Likert scale from 1-5 was used to collect data, where the questionnaire was tested for its face, content and construct validity along with reliability of the construct. A sample size of two hundred and fifty (250) respondents was used using non-probability convenient sampling method. Regression analysis was conducted to analyses the data using SPSS 21. The result shows that autocratic and democratic leadership style has positive and significant impact on employee performance. However we found that laissez-fair leadership style have no significant influence on employee performance. This suggests that leaders with extremely distinguished styles have more influences on employee performance as it is more evident throughout their interaction with the immediate supervisor. Therefore, leaders could adopt innovative strategies using suitable leadership style in order to achieve work performance at the very best level as well as to gain the long-term success. Therefore we concluded that the autocratic leadership is useful in the short term and democratic leadership style is useful in all time horizons to improve employee performance.
The effect of employees personality on organizational performance : study on insurance company
(2015-04) Youshan, Baiduri Binti; Hassan, Zubair
This project is primarily concerned with the analysis of personality in private company with particular references to the employees at Prudential Assurance Malaysia Berhad (PAMB). In doing this, the researcher briefly explain some of the problem facing about the personality and behavior of person or employees that can be impact on performances. The research work further reviewed to the related literature on the subject matter to sample the opinions of various authors on the subject. The review of related literatures centered on personality types, theories, and effect on performances. The study employed drafted questionnaire, and the use of primary data as the major instrument for gathering information. The data gathered was analyzed based on questionnaire distributed to the respondents. The sample size of this research is about 100 of respondents. Based on the findings from the analysis of data, the study found that Conscientiousness and Agreeableness have a significant and positive impact on organizational performance. Conclusions was drawn and recommendation also made on how to ensure employees gives positively personality not only in the workplace but also to the environment in order to ensure that the employees always produces good behavior and personality to increase the productivity and performance of the organization. Future research should be undertaken on different context or by increasing the sample size by widening the research context to ensure validity and reliability of the results.
The effects of transformational leadership on job satisfaction : a study on four and five star hotels in Kuala Lumpur
(2015) Hassan, Zubair ; Emmanuel, Akinlolu Olumide
Transformational leadership is known to be an important perquisite for establishing and sustaining a satisfying relationship with the employees in different industries. There are few studies which have investigated the effect of Transformational leadership components on satisfaction of employees especially in Hotel Industry of Malaysia. Therefore, the present study intends to investigate the effect of Transformational leadership components (Charisma, Individual consideration, Intellectual stimulation) on employee satisfaction in Hotel Industry in Malaysia. In order to fulfill the objective of this study, a self-administered questionnaire was utilized to collect data from a randomly chosen sample of 100 receptionist office workers of 4 and 5 star hotels in Kuala Lumpur. The data collected was subjected to reliability test, and multiple regression analysis using SPSS Version 21.0. The research found that all of the Transformational leadership components which Charisma, Individual consideration, Intellectual stimulation positive and significant in influencing employee job satisfaction in Hotel Industry in Malaysia.
The impact of social media usage on employee and organization performance : a study on social media tools used by an IT multinational in Malaysia
(Faculty of Management, University of Warsaw, 2018) Radhakrishnan, Grace Shalini A/P; Basit, Abdul; Hassan, Zubair
The purpose of this research is to examine the impact of social media usage on employee and organization performance. The research was done on one multinational IT Company. Social media usage was measured using knowledge sharing, decision making and communication. Organizational performance was measured using employee and organization performance. Questionnaires were developed and the items were measured using a Likert scale ranging from 1 to 5. This research takes on an explanatory approach and the sample consisting of 206 employees working in call center departments was recruited. The data was analyzed using SPSS 21 and AMOS 22 software.
The influence of leadership on employee performance among jewellery artisans in Malaysia
(2017) Lor, Wendy; Hassan, Zubair
The purpose of this paper is to examine the leadership influence on employee job performance, in this case, in the jewellery industry in Malaysia. Various studies tried to examine leadership style and its influence on employee performance, job performance, firm’s performance and commitment. The results was mixed, some are positive and some are negative. In the past, most of the research have taken various leadership styles that are cited under different leadership theories. This study has selected leadership styles such as supportive, participative, servant, transactional and transformational leadership styles as independent variables that are assumed to have direct influence on employee job performance, which is the dependent variable. A survey self-rating scale questionnaire was developed using past literature to examine leadership styles and employee performance. A sample of 115 respondents were recruited using simple random probability sampling technique. The collected data was recorded and analysed using SPSS 22.0. The finding shows that only supportive and transformational leadership behaviour positively and significantly influences employee performance at workplace. We found the other three leadership behvaiour such as servant, participative and transactional leadership behaviours are not significant in influencing employee performance.
The relationship between personality and team conflict
(2015) Fui, Low Dong; Hassan, Zubair
This study aimed to identify the relationship between personality and team conflict. This study employed a sectional approach in collecting data. Data were collected from one of the company in Melaka, Malaysia namely LTK Sdn Bhd. This study collected a sample of 100 full time employees using simple random probability sampling technique. A multicultural experience questionnaire with a likert-scale rating 1-5 was used. The data was processed using the Statistical Package for Social Science (SPSS) version 20.0 for window. To ensure reliability and validity the questionnaire was checked by Cronbach’s alpha and principal components analysis. The correlation analysis shows that personality has positive and significant association with relationship conflict except openness of personality. Neuroticism of personality was found to have a positive and significant association with task conflict while other dimensions of personality were found to have positive but non-significant with task conflicts. Similarly this study found that neuroticism and agreeableness only is significant and positively associated with process conflict. Implication and suggestion for future research are discussed.

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