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Letter of Acceptance
PROCEEDING OF THE 1ST WORLD VIRTUAL
CONFERENCE ON SOCIAL AND
BEHAVIOURAL SCIENCES
28-30 June 2015
Johor Bahru, Malaysia
Editor
Nor Azwadi Che Sidik
Rozanti A Hamid
www.akademiabaru.com
2015
Penerbit
Akademia Baru
PROCEEDING OF THE 1ST WORLD VIRTUAL CONFERENCE ON
SOCIAL AND BEHAVIORAL SCIENCES © PENERBIT AKADEMIA BARU 2015
All rights reserved. No part of this publication may be reproduced or transmitted
in any form or by any means, electronic or mechanical including photocopy,
recording, or any information storage and retrieval system, without permission
in writing from Penerbit Akademia Baru.
Perpustakaan Negara Malaysia Cataloguing-in-Publication Data
Editor: NOR AZWADI CHE SIDIK
ROZANTI A HAMID Penerbit Akademia Baru
Johor Darul Ta'zim, MALAYSIA
Diterbitkan di Malaysia oleh / Published in Malaysia by PENERBIT AKADEMIA BARU
No 50. Jalan Impian Emas 67, Taman Impian Emas, 81300 Skudai,
Johor Darul Ta'zim, MALAYSIA.
Table of Content
Preface i
Conference Steering Committee ii
Views and Ways on Improving Knowledge Sharing of the Malaysian Public Sector
Sunita Rega Kathiravelu, Nur Naha Abu Mansor and Ramayah T
1
Evaluate the Consistency of Curriculum and Courses of Doctoral of Public Administration
Program Emphasis in Social Equity Rubrics
Rugchatjaroen K
20
Socialization of Moral Values in the Family And Community Schools Among The
Aboriginal Communities
Ratu Mutialela Caropeboka
21
A Comparison of Quality Administration and Management in Higher Education in Nigeria
and Malaysia: Implication for Human Resource Development
Norhasni Zainal Abiddin and Gbenga M. Akinyemi
22
The Relationship of Corporate Social Responsibility Activities and Company Financial
Performance in Malaysia
Wan Fauziah Wan Yusoff, Muhammad Sani Adamu and Anim Zalina Azizan
23
A Review on Customer Perceived Value and Its Main Components with a Tourism and
Hospitality Approach
Rasoul Asgarpour, Abu Bakar A. Hamid , Zuraidah Sulaiman and Ali A. Asgari
24
Impact of Capital Investment on Working Capital Management
Vaicondam Y, Anuar M. A and Ramakrishnan S
25
Quality Check for Customer Benefit in Bus Transport System through SPC and Gauge
R&R
Muhammad Zeeshan Rafiquea, Mohd Nizam Ab Rahmana, Nizaroyani Saibania, Norhana
Arsad, Imran Afzal Mughal and Sohaib Hanif, Hafiz Muhammad Zeeshan
26
The Relationship between CSR and Financial Performance: A Literature Review
Tan Gi Gi, Amin Vakilbashi and Nor Aiza Mohd Zamil
27
Empirical Evidence on the SMEs Risks Framework in Malaysia 28
Norashikin Ismail, Akmal Aini Othman, Nur Liyana Mohamed Yousop and Zuraidah Ahmad
The Effect of Information Integration and Knowledge Sharing on Logistics Integration
Ali A. Asgari, Abu Bakar Abdul Hamid, Rasoul Asgarpour and Sofian Ibrahim
29
The Need for Ethics, Learning Objectives and the Nature of Content in Existing
Accounting Curriculum
Haslinah Muhamad, Arfah Salleh, Hashanah Ismail and Nor Aziah Abu Kasim
30
Capital Structure and Performance of Malaysia Plantation Sector
Tan S. L and Hamid N. I. N. A
31
The Impact of Audit Quality on Firm Performance: Evidence from Malaysia
Hamed Sayyar, Rohaida Basiruddin, Siti Zaleha Abdul Rasid and Mohamed A. Elhabib
32
The Impact of Government Linked Directors on Firm Performance: Evidence f rom
Oman
Mohamed A. Elhabib, Siti Zaleha Abdul Rasid, Rohaida Basiruddin and Hamed Sayyar
33
Ethical Issues amongst Professional Accountants in Malaysia: A Review
Malini Kanjanapathy
34
A Successful Model to Inculcate Low Carbon Awareness among School Students and
Teachers
Fatin Aliah Phang, Wong Wai Yoke, Ho Chin Siong, Maiko Suda and Junichi Fujino
35
Improving Viral Marketing Campaign via Mobile Instant Messaging (MIM) Applications
Karimiyazdi R and Mokhber M
36
Improving Employee Outcome through Human Resource Management Practices and
Public Service Motivation: A Study of Malaysia Public Sector
Kassim S. M and Mokhber M
37
Moderating Effect of Strategic Decision Making Process to Decision Output: A Proposed
Framework
Nik Muhammad N. M , Shafie A. S and Ridzwan R
38
Customer Satisfaction as Mediator between Price, Trust and Brand Loya
lty: A Case Study from Malaysia
Arslan Umar, Rohaizat Bahrun and Inda Sukati
39
A Challenge from Teaching to Social Movement: Bediüzzaman Said Nursi’s Struggles for
Modification in Turkey
Kamaruzaman Yusoff, Mansoureh Ebrahimi and Omer Yilmaz
40
SMEs’ Knowledge of Legislated Employment Rights: Malaysian Perspective 41
Hapriza Ashari and Khairiah Soehod
Mismanagement of Zakat Fund: Myth or Reality?
Roshaiza Taha, Nurul Nurhidayatie Muhamad Ali, Mohd Nazli Mohd Nor and Mohd Rodzi
Embong
42
Enhancing Organization Demand for Innovation through Entrepreneurial Leadership and
Social Networks
Mokhber M, Tan G. G and Vakilbashi A
43
Electronic Service Quality of Malaysia Airline Industries (Low Cost Carrier)
Muhammad Khairi Majid, Norhani Bakri and Mohd Shoki Md. Ariff
44
Measuring Gender Equality in Technical and Vocational Education and Training
Mimi Mohaffyza Mohamad,Nor Lisa Sulaiman, Lai Chee Sern and Kahirol Mohd Salleh
45
Trainers’ Readiness To Develop Employability Skills Through Community Service Courses
Latib A. A, Kamin Y, Minghat A. D, Hamid M. Z and Razali N. H
46
The Relationship between Training, Learning and Career Development Strategies on
Engineers’ Intention to Stay
Chew Yee Cheong, Rabeatul Husna Abdull Rahman and Ainul Syakira Mahidi@Mohyedin
47
Science Attitudes Indicator Among Indigenous Pupils
Nur Bahiyah Abdul Wahab, Ahmad Zainal and Johar Buniminl
48
Identify Factors Sustainability of TVET Program Based on Lecturer’s Competencies and
Practices in Malaysian Vocational College
Ahmad Zainal, Nur Bahiyah Abdul Wahab and Johar Bunimin
49
An Assessment of Gender Based Equality among Students in Higher Education
Sultana A. M, Kanthasamy A/L Nallusamy, Samsudin Suhaili and Norzalan H Yaacob
50
List of Authors
51
Index
54
i
Preface
In the Name of Allah, Most Gracious and Most Merciful.
On behalf of the Penerbit Akademia Baru, the editors would like to thank all the authors that contributed to this
proceeding.
The topics covered in this proceeding include social and behavioral sciences fields especially in management,
finance, education, marketing, accounting, public relation, human resource and entrepreneurship.
Because the contributions for this book come from various authors of various backgrounds, who themselves are
experienced in their own right, they are responsible towards the contents of their work. Any questions, however,
may be directed to the editor to be forwarded to the respective authors.
Finally, all of these chapters are presented as to share the knowledge and research findings with the readers. The
editor hopes that this proceeding serves its purpose in disseminating knowledge and creating enthusiasm among
the readers in the area of Social and Behavioral Sciences.
Rozanti A Hamid
Nor Azwadi Che Sidik
Penerbit Akademia Baru, 2015
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Views and Ways on Improving
Knowledge Sharing of the Malaysian
Public Sector
Sunita Rega Kathiravelu*,1,a, Nur Naha Abu Mansor1,b and Ramayah T2,c
1University Teknologi Malaysia, 81310 Johor Bahru, Malaysia 2Universiti Sains Malaysia, 11800 Penang, Malaysia
*,[email protected], [email protected], [email protected]
Abstract - Knowledge is Power - one of the most important sayings that demonstrate an
individual’s growth and development to the highest level. Therefore, the goal of presenting
this paper is to be able to impart an in-depth understanding pertaining to various notions
about knowledge sharing (KS) presented in different institutions and also to raise some
recommendations on how to improve knowledge sharing in Malaysia. Moreover, the content
of this paper is geared on exploring insights in the Malaysian perspective of KS specifically
in the public sector along with illustrating certain ways of effectively enhancing KS in a
particular organization. The information that is presented in this paper were collected from
various related literatures gathered from books, academic journals and articles. Findings
from several literatures revealed that most public sector employees are reluctant to shared
their knowledge as well as best practices, and this is regarded as the ultimate factors that
leads to poor quality and inefficient in the service delivery. Through the useful highlights in
this paper, it would provide beneficial information on contributing factor to enhance
successful KS, not only the Malaysian public sector but also to other countries with similar
public sector settings and culture.
Keywords: knowledge sharing, knowledge management, intellectual asset, continuous
learning, education, public sector
1.0 INTRODUCTION
Knowledge is an important facet of a person’s life because as complex as the word is,
it’s implication is indeed overwhelming. As stated above, a knowledgeable person can defy
ignorance and be able to attain and maintain power. Knowledge is not simply about being
able to comprehend rather it is a procedure of continuous learning, knowing a lot close to
anything and everything and being able to learn from experience. Hence, a truly
knowledgeable person share what he/she knows in society to improve oneself and be able to
produce new thoughts and potential learning interaction. Consequently, communion of
knowledge can lead to wider opportunities for development and sustainable growth.
The advent of technology in the later portion of the 21st century provided the required
boost for faster and more reliable ways of improving the different perspectives on how to
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effectively share knowledge amongst employees in a particular society. Multinational sectors
are being perceived as the cubicle culture that tends to concur with the notion of aspect to face
get-together are the best ways to share knowledge outside and within a particular
organisation. According to Watson (2012), some people like the thought of lunch meetings
being centred on a single idea, as long as the air is kept informal while others agree that
another way is to have the facilitator control or limit the topic by presenting an approximation
for the first five to ten minutes under consideration.
Hence, with the increasing identification of how knowledge has become a strategic
source for all organizations and establishments, the “public sector had often been less
disposed to explore its benefits” (Arora, 2011). Despite these perceptions, the public sector in
the contemporary society have just started out to admit and embrace the concept of KS and its
management. Moreover, the knowledge management (KM) concept has long been
acknowledged by most public institutions and KM initiatives were often incorporated into
government tasks (Riege and Lindsay, 2006). Malaysian government sectors are known to be
knowledge intensives due to the fact that KM was introduced in the country in the year 1991
by their former Prime Minister, Tun Mahathir Mohamad because of a vision of wanting to
transform their economy into one that is knowledge-based (Mohammed and Egbu, 2009).
Nonetheless, empirical evidence has pointed out that organizations in Malaysia have yet to
manage their basis of knowledge (Syed Ikhsan and Rowland, 2007) and stressed that the
public sector, especially in Malaysia is still not ready to extensively embark on KS initiatives
(Yusof, Masrek & Noordin, 2012) in order to be a knowledge-based society. Thus this paper
will further concentrate on related literatures in the factors that moves KM and KS in
Malaysia, and its ways of ameliorating it. Thus, this would be an interesting gap of this paper
as it highlights essential ways from various literatures on improving KS and adapting them in
the Malaysian culture to enhance quality service of the public sector. Therefore, this paper
will focus on two specific research objectives:
1) To explore the recommended ways on how the Malaysian public sectors can improve and
oppose the barriers that impedes knowledge sharing within the organization.
2) To discuss the possible perspectives to implement effective strategies in promoting
knowledge sharing of the Malaysian public sectors within the organization.
Therefore, it is the aim of this paper is to explore various perspectives and ways of
improving KS in the public sectors in Malaysia as it has been noted that public sector
organizations in the country should be able to develop effective means and strategies. By
enhancing their strengths and the ability to overcome barriers that hinders effective KS, the
public service would be able to create a participative and collaborative environment geared
towards successful KS. This paper will focus on exploring various perspectives and ways of
KS implementation within the public sectors of Malaysia in the context of the identified
barriers. Moreover, it is also the objective of this paper to consider different theories
presented by several prominent authors and be able to utilize them to offer arguments and
justifications in the effort to seek responses to the research objectives presented in this paper.
1.1 Knowledge Management
The concept of KM is defined as the process of applying a systematic approach to
capturing, structuring, managing and disseminating knowledge throughout an organization to
allow its employees to work faster, reuse best practices, and reduces costly rework from
project to project (Monaco and Takeuchi, 1995). KM is most often characterized through an
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approach called the ‘pack rat’ wherein its content is: save it, it may prove useful sometime in
the hereafter. The resolutions provided for KM are proven to be effectual and successful and
is best for capturing, storing and distributing knowledge that has been rendered explicit --
particular lessons learned from experiences and best drills. According to McGraw and
Harrison Biggs (1989), it is a surprising mixture of schemes, instruments and techniques,
some of which are nothing new under the sun: storytelling, peer-to-peer mentoring and
learning from mistakes have all precedents in education, training and artificial intelligence
practices.
KM makes use of a variety of techniques from knowledge-based system design such
as structured knowledge acquisition strategies from subject matters. Due to its broad
perspective, it is difficult for KM to be defined because at one point, it encompasses
everything that has something to do with knowledge. Moreover, KM is narrowly
characterized as an information technology system that dispenses organizational knowledge.
Therefore, as a rejoinder, KM can be considered as both of these and a consensus that KM is
highly multidisciplinary in its field.
Finally, creating and transferring knowledge in various organizations is recognized as
crucial factors in the competitiveness and success of the firms (Syed-Ikhsan & Rowland,
2004). In fact, several organizations nowadays have attempted to try numerous ways of
setting and effectively implementing knowledge management, even in the public sectors.
The compiled literature shown in the Table 1 is a survey of the concepts of KM, its
complexity, definitions and various perceptions about the subject topic. KM can be
comprehended as a process or activity catered with a solid vision of team effort and
collaboration that takes into account the knowledge transfer to be of help to individuals
seeking to be acquainted with fresh and refreshing opportunities to tone up their continuous
learning initiatives.
Table 1: Concepts of Knowledge Management
Knowledge Management
Concepts
Author
Systematic
Informal
Diverse
Discovered
Shared
Nonako and Takeuchi, 1995; Arora, 2011;
Riege & Lindsay, 2006; Kumar & Rose, 2012;
Watson, 2012; Gagne, 2009;
Wickramasinghe & Widyaratne, 2012; O’Dell
& Hubert, 2011
McGraw, Harrison & Biggs,1989; Syed-Ikhsan
& Rowland, 2004; Shariffudin, et.al., 2007;
Ipe, 2003;O’Dell & Hubert, 2011; Mihai,
2009; Tsui, 2006;
Ali, 2005; Al-Owaihan, 2008; Hendriks,
1999; Ling, 2011;
Abili, Thani, Mokhtarian & Rashidi, 2011;
Mihai, 2009; O'Dell & Hubert, 2011; Levin,
Cross, Abrams, & Lesser, 2002; Ling, 2011;
Wickramasinghe & Widyaratne, 2012;
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2.0 LITERATURE REVIEW
This section of the study will present discussions about the works of other authors that
offer various literatures about the same subject and be able to confer how their studies are
relevant to this research. This literature review is being presented in order to provide a better
understanding about the subject matter and be able to promote awareness about KS and how it
is being utilized and perceived in different organizations within the public sector in Malaysia.
Moreover, this review of related literature aims to serve as a secondary research by evaluating
and assessing the findings of the researches of other authors in order to support the objectives
of this study. Hence, this literature review aims to examine and discuss what KS is, how KS is
being presented and implemented in the public sectors in Malaysia such as the different
factors that impact KS and various theories in the context of KS.
2.1 Knowledge Sharing
Sharing of knowledge among individuals is essential in different organizations across
the globe because it allows generation of new ideas, innovation and creativity and open up
new opportunities for the business through socialization and the development of highly skilled
workers. KS is a one of the processes in KM and can be defined as passing on certain
knowledge such as best practices, positive experiences and learning abilities from one
individual to another within an organization to promote cooperation and collaboration towards
task and goal accomplishment (Noor and Salim, 2011).
KS is being implemented by several organizations because of its long-term effect in a
business’ performance, growth and competitiveness. Hence, as asserted by Goh and Sandhu
(2013, p. 39), “It is important for organisations to make sure tacit knowledge is retained
within the organisation through the development of proper KS practices.” Thus, in a broader
perspective, KS can be described as the willingness of individuals to share and impart various
learning, techniques and strategies amongst one another in order to create and enable new
ideas, knowledge and opportunities so as to achieve mutual benefits. In line with this, Azhar
(2012, p.12) mentioned that “KS provides individual with opportunity to enhance their skills
and performance by working together while improving the organizational productivity,
efficiency, quality and innovation in achieving the business success.”
In addition, several organizations have been focusing on creating effective channels
and social network of KS due to it has been noted as being the foundation of acquiring
competitive advantage in the achievement of success and development (Azhar, 2012). Hence,
in the public sectors including non-profit organizations and government agencies, KS is being
perceived as a way to enhance continuous performance and improve customer satisfaction.
Therefore, the Malaysian government has been establishing ways of effective implementation
of KS particularly to the activities in the public sector so as to ensure a knowledge-based
environment which can lead to superior and quality service delivery for customers and the
people within the community (Azhar, 2012).
2.2 Factors Impacting Knowledge Sharing
There are only limited studies that have been conducted pertaining to the factors
impacting KS in public sector organizations in Malaysia (Noor and Salim, 2011). Based on
the study of the same authors, the table below shows the summary of the few factors that have
been derived from literatures from past studies. Noor and Salim (2011) stressed that these few
factors are identified as individual factors, organizational factors and technology factor.
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Table 2: Summary of Factors of that Impact Knowledge Sharing
Author Factors that impacts Knowledge Sharing
in the Public Sectors
Noor and Salim (2011)
• Culture
• Technology
• Leadership
• Management System
• Incentive
Kathiravelu et.al (2013) • Demographic Factors
• Organizational Influences
• Rewards
• Technology
• Commitment
Kathiravelu, Abu Mansor and Kenny (2013) has asserted that KS as a part of KM
System (KMS) can be considered as a framework that focuses on storing information which
can be used in the future. Furthermore, the authors argued that an individual makes two
decisions during utilization of KMS – “1) contributing knowledge and 2) using knowledge”.
Figure 1: The Model Knowledge (Kathiravelu et.al, 2013, p. 111)
2.2.1 Demographic Factors
One of the factors that impact KS amongst the organization’s workforces are the
demographic facets such as age, gender, ethnicity, job position and educational background
among others such that these can influence the willingness and/or reluctance of individuals to
share knowledge and best practices with others (Kathiravelu et.al, 2013). However, according
to the study of the same authors, there has been no definite evidence to support that
demographic factors indeed affect KS in the public sector organizations in Malaysia.
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Figure 2: Relationship of Demographic profile with Knowledge Sharing
(Kathiravelu et.al, 2013)
2.2.2 Organizational Influences
Influences within the organization starts with the culture that encourages employees to
share values, adopt changes and KS that leads to innovation, trust and learning (Kathiravelu
et.al, 2013). Organizational culture according to the same authors plays a vital role in creating
KM and positive attitudes that promotes a good working relationship between the employers
and the employees. Hence, in the culture where KS is present, individuals are more likely to
share their thoughts and exchange information since they feel it is something that is normal
and not forced against their will.
Figure 3: Organizational Influences
2.2.3 Technology
In today’s world of technological advancement, more and more companies are
integrating technology in promoting effective strategic schemes in order to deliver excellent
customer service. Hence, technological advancement is also being used by organizations to
promote a positive knowledge sharing culture such that employees can share their best
practices in accordance to their expertise and bring about new ideas that can be accessible to
everyone within the same organization (Kathiravelu et.al, 2013). Through the incorporation of
information technology (IT), companies are able to implement a ‘knowledge sharing
technology’ so as to improve knowledge sharing practices within the company.
Fellow Workers Support
Knowledge Sharing
Behaviour
Commitment
Technology
Rewards
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3.0 Theories in Knowledge Sharing
In order to understanding how the behaviours of individuals are being influenced in
the context of sharing knowledge within an organization, few theories will be discussed in
relation to KS. These theories are expected to present some perspectives towards KS
improvement in the public sectors in Malaysia.
3.1 Theory of Reasoned Action
The most commonly used theory in the KM and KS field is the Theory of Reasoned
Action (TRA) as it acts as the base on understanding one’ behavioural intention. The theory
suggest that a behavioural intention of a person depends on the attitude about the subjective
norms and behaviour. TRA works best when it is applied to a behaviour that is within a
person’s conscious locus of control (Ramayah T, Yeap and Ignatious, 2013).
3.2 Theory of Planned Behaviour
According to Goh and Sandhu (2013), the Theory of Planned Behaviour (TPB)
proposes that a certain individual’s behaviour is influenced by intention, which is the
extension from the TRA. Therefore, whether the individual decides to act in a particular way
or not corresponds to the intention of why he/she decided to do something or not. Hence,
behaviour can be attributed to the attitude of an individual’s beliefs and thinking that compels
him/her to act in a certain way. The choice of knowledge sharing is based on how favourable
or harmful its effect or consequence is to the employees. Thus, Goh and Sandhu (2013, p. 39)
argued that “the higher the attitude towards knowledge sharing the higher the intention to
share knowledge.”
Furthermore, it has also been stressed by Goh and Sandhu (2013) that KS can be
influenced by the subjective norm such that an individual’s willingness or reluctance to share
knowledge can be motivated by the amount of peer pressure that is present within the work
environment. For example, an employee will be expected to have an increased in salary will
respond to KS if the perception within the work environment about it is to be recognized by
their management.
3.3 Social Exchange Theory
It has been asserted by Azhar (2012, p. 13) that “KS practices involves the changing of
human behaviour” hence, the social exchange theory was developed in order to promote
focus on motivation and good working relationships. In the study of Azhar (2012), it has been
noted that employees tend to engage in KS when they perceive that a greater reward will be
acquired. Hence, Azhar (2012, p. 14) stressed that “the maintenance behaviour of people in
social exchange is based on rational self-interest, trust, loyalty as well as commitment shows
in personal characteristics and interaction process between individual and team members in
both social and organizational context.”
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Figure 4: Social Exchange Theory Framework (Azhar, 2012)
4.0 Knowledge Management and Knowledge Sharing in Malaysia
KM and KS in the context of organizational environment can be described as learning
which is embedded in the heads of employees through sharing, understanding and expressing
positive work behaviours and experiences within the members. If knowledge is not
disseminated effectively in the organization, it can easily be lost once the employee leave the
company (Goh and Sandhu, 2013). Thus, KS when implemented successfully can become a
potent tool in enhancing and improving the lives of people as well as the company.
In an article by Noor and Salim (2011), the said authors argued that their research
shows that most people are indeed reluctant to share. According to the authors, “KS involve
not only our knowledge, but a process of giving and receiving of knowledge with others”
(Noor and Salim, 2011, p. 106). Hence, if individuals within an organization are reluctant to
share best practices, then KS will not be possible.
Malaysia is a country that is known in rebuilding and restructuring their economy
from being agricultural based to industrial based as they endeavour to cope with the demands
brought about by the challenges of the 21s century evolution (Kathiravelu et al., 2013).
Former Prime Minister Tun D. Mahathir was the one who first communicated the importance
of knowledge in Malaysia in the year 1991. Mahathir had a visual sensation of one day
transforming Malaysia’s economy “towards a knowledge-based economy” which was further
supported by the recent Prime Minister, Najib Razak, by addressing the needed tools to
improve the service delivery of the public sectors in the country (Noor and Salim, 2011, p.
106). Therefore, Razak proposed the adaptation of KM to initiate the said campaign, which
was held by the Malaysian Administrative Modernization and Planning Unit (MAMPU).
MAMPU’s response to the said campaign was to initiate the implementation of KM in the
public sectors through the development of the “knowledge bank” structure within the said
sector utilizing the ICT framework (Noor and Salim, 2011).
Several initiatives and endeavours since then are being utilized to assure efficient
execution of KM inside the public sectors and government agencies as a reply to the “K-based
economy master plan (KEMP)” that was first presented in the year 2002 as an effort to
establish and make a more developed Malaysia as a nation that promotes world-class public
service deliveries based on knowledge, innovation and sustainability (Azhar, 2012).
Furthermore, the Malaysian government has established supporting agencies such as “The
National Information Technology Agenda (NITA) and the Multimedia Super Corridor
(MSC)” in an attempt to raise the competitive advantage of the governing bodies in Malaysia
so as to be capable to make do with the challenges brought about by the emergence of
globalization and technological progress of the 21st century. The intention of the Malaysian
government in establishing such agencies is to lay stress on the significance of ICT in the
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development of effective KS strategies to create and establish a knowledge-based economy
and improve service delivery and customer relationship in the public service sector (Azhar,
2012).
Whilst KS is beneficial to the various organizations in Malaysia, particularly in the
public sector, there are still some barriers to effective implementation of KS – the reluctance
of certain individuals to cooperate, share knowledge and best practices with their colleagues.
According to Azhar (2012, p.6), a report by ‘The Ninth Malaysian Plan (2006)’ has indicated
that “lack of information and KS” has been identified within the public sector and
government agencies which is ultimately leading to poor quality and inefficient service
delivery. Hence, it has been asserted that the quality of service delivery in the public sector as
compared to that of the private sector can be measured as inadequate.
KS is being acknowledged as being an important element in the survival of
organizations as well as to promote competitive advantage. Amidst the mindset of conserving
its cultural heritage, the Malaysian government maintains its drive to accentuate the creation
of noble parts and the fostering of Islamic values to be able to create a track that leads to
excellence in innovation. As brought up by Ali and Al-Owaihan (2008) and Ali (2005), the
Islamic Work Ethic (IWE) persuades and promotes searching of knowledge to be a means of
developing oneself and at the same time stabilize the effort of accomplishing spiritual
tranquillity and wealth creation. It is worth noting that aside from this drive, the spirit of
discovery and KS can considerably add to the consistencies of the IWE course.
Nevertheless, it can be reasoned that the credibility and influence in the aspect of
education among the Malaysian Administrative executives can be attributed to dealing with
the significance of work principles regarding Islam wherein it can demonstrate various new
discoveries, in as much as the object of such theories include the facilitation of the process of
invention. Starting in 2002, it is evident that the employees in the government and public
sectors are required to undergo compulsory courses or trainings in an effort of boosting their
competences and other employment-related capabilities while they enlist in the tradition of
lifetime learning. Additionally, the Malaysian Remunerative System gives emphasis to
positive values and work competencies as the key factor that allows the sectors in the
government to develop their performance and efficacy. In fact, there were already substantial
investments seen more likely in the human resource development side wherein employees are
reminded and informed that their knowledge and work competencies are to be evaluated by
the organizational authorities (Kumar and Rose, 2012).
Granted that this instance, tends to be a customary view, reality states that this can
somehow boost the employees work culture and KS behaviours which correspondingly can
lead to various novel knowledge base services or merchandise. Matching with the policy and
counsel of the government of Malaysia, the known urgency for the government employees in
the public sector organizations to crucially embark on KS, implementation of innovation
standards and work values and KM implementation are just as timely (Kumar and Rose,
2012).
In a survey led by Syed-Ihksan and Rowland (2004) about KM in the public system in
Malaysia, it presented some of the subjects pertaining to sharing. The findings suggested that
the indication of tacit and explicit knowledge or knowledge assets in the organization has a
direct influence on the performance of knowledge transfer. Sharing culture is a central entity
for whatever establishment that purports to implement strategies in KM. It showcased KM as
a drill that could be the most influential strategy in managing intellectual assets within the
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public organizations in Malaysia in the near future. The K-based Economy Strategic Master
Plan (KESMP), introduced at the end of the year 2002 proved that the government is serious
in transforming Malaysia into a Knowledge-based economy.
4.1 Common Factors Affecting KS in the Public Sectors of Malaysia
i) Individual Factor
KS can be affected by individual factors such as personality, culture, awareness, lack
of confidence, fear of loss of power, and lack of social networking and most importantly, job
satisfaction. People need to be made aware of the importance and benefits of KS in order for
them to contribute and be part of the first step. If people are unaware about the true purpose of
KS, then it can potentially affect their decision of wanting to be left out of it. Moreover,
personality also affects KS because it defines the person and if the person is confident that
he/she is knowledgeable then he/she will not have any problems participating in KS activities.
Lastly, employees who are gratified with their jobs, promote an environment of sharing in an
attempt to see and possibly exceed expected team performances (Gagne, 2009; Ismail and
Yusof, 2008).
ii) Organizational Factors
KS and KM can also be impressed by organizational elements such as cultural
environment, social organization, rewards and recognition, lack of leadership, inappropriate
reward system, lack of sharing opportunities and employment process. If the management
does not provide effective task delegation, certain complications and issues can be expected to
grow with regard to KS and management. Moreover, employees are being motivated and
influenced to share best practices if they are in a safe working environment wherein culture
and values are being practiced accordingly. Also, if employees are being recognized and
rewarded for a job well done, such incentives can influence and motivate employees to
contribute to KS practices (Gagne, 2009; Ismail and Yusof, 2008).
iii) Technological Factors
According to Ismail and Yusof (2008), KS can be affected by the organizations’
readiness to provide the needed technology in order to promote KS. In Malaysia, tools and
systems are often being employed in the public sectors and employees are constantly busy in
front of their computers. Inappropriate information technology and lack of training will be
factors hindering successful implementation (Gagne, 2009) therefore, if KS can be permitted
to be transmitted electronically, then the promotion of KS and KM can be facilitated through
e-learning, e-mails and other ICT tools.
4.2 Way to Improve KM and KS in Malaysia
Improving KS and management in the public sectors in Malaysia will continuously
remain a challenge. Such notion is initiated with the complexity of KS processes in
organizations, while being value laden and power-driven in organizations as well (Ipe, 2003).
Moreover, empirical evidence have underscored different factors acting upon KS that are
categorized as (1) individual factors (personality, culture, awareness, lack of confidence, fear
of loss of power, and lack of social networking and job satisfaction); (2) organizational factors
(cultural environment, social organization, rewards and recognition, lack of leadership,
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inappropriate reward system, lack of sharing opportunities and employment process); and (3)
technological factors (inappropriate information technology/ IT organizations and lack of
training).
With these, efforts underscoring the improvement of KS in both private and public
organizations should as well be focused on these dimensions. However, there are certain
aspects that need to be considered such as the culture and environment of an organization as
well as other factors that are unique to individuals such as behaviour and preferences. For
instance, Abili, Thani, Mokhtarian and Rashidi (2011) found various effective factors in
organizational KS as depicted by the following:
• Circumstances revolving KS is rather desirable;
• Age, educational level, field of study, organizational position and work experiences
of the human resources in an organization do not influence KS;
• A positive relationship occurs between KS and the human factors like commitment
and trust;
• There is a negative relationship between KS and structural factors such as
centralization, complexity and officialism;
• A positive relation appears among KS, creative and supportive culture that includes
the elements of cultural factors;
• There is a negative connection between KS and bureaucratic culture;
• The deterrent factors in KS like bureaucratic culture and structural factors “have no
meaningful difference in ranks, notwithstanding, in the facilitating factors (human
factors, commitment and confidence), organizational culture (creative, advanced and
supportive culture), the creative and innovative culture has the highest rank and after
that, other ranks are concerned to trust, supportive culture and dedication” (Abili et
al., 2011, p. 1701).
The discussion below will further explain the factors that can enhance KS and a more
effective KM strategy in the public sector of Malaysia ; ICT, trust, communication and
interpersonal relations and reward and recognition.
4.2.1 Use of ICT and other forms of Technology
Several studies have instigated the role of technology in influencing KS and
management in organizations. This has underpinned the role of technology for the application
of KS in organizations. However, using technology and ICT should be rendered with caution.
Ling (2011) suggests further study in using online communication tools for KS, in order to
identify if organizations can replace face-to-face interaction. It is also important for human
motivation to be studied within the context of KS. This will serve as an essential step in order
to understand how KS can be managed, as ICT is not only the most prominent instrument in
the KS and its management (Hendriks, 1999).
Furthermore, the focus of Intellectual Capital Management (ICM) is fostered in the
field of business administration and the area of an organization's business values referred as
intellectual capital or assets. Stewart (1997) identifies intellectual capital as "organized
knowledge that can be used to produce wealth". While some of these assets are more
visible, some of the undocumented ones are consisted majorly of know-how, know-why,
experience, and expertise that tends to reside within the head of one of the employees (Klein,
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1998; Stewart, 1997). It is characterized by less content because the information is filtered
and judged and only the best are being inventoried. It tends to be more representative of the
real thinking of individuals because of its focus on actionable knowledge and know-how. In
effect, the outcome is less costly endeavour and a focus on learning rather than building
systems.
There are actually three approaches involved in the use of ICT to enhance KM namely
Adoption, Diffusion and Domestication Approaches (Pedersen, 2003). Rogers Diffusion of
Innovation theory (2003) argues that media and interpersonal contacts provide information
that influences a person's opinion and judgement. The characteristics of innovation which
may include compatibility, complexity, relative advantages and attempts have an impact on
the likelihood of acceptance and adoption, and also on the rate at which innovation process
develops. Lastly, Rogers emphasized that the degree of interpersonal influence an early
adopter possesses within the innovation decision-process will affect the dissemination of the
innovation of others.
The second approach is Adoption. It suggests that when a user is presented with a
new technology, a number of factors influence their decision regarding how and when they
will use it. Adoption includes the perceived usefulness, ease of use, external variables and
intention/attitudes of users, however, other factors such as personal control, economic factors,
outside influence from suppliers, customers and competitors are not considered.
Lastly, the domestication approach focuses on the process in which technology
becomes an integral part of everyday habits and conceptual context distinctions are applied to
new phenomenon. Pedersen (2003) added that there are three important distinctions including
work and leisure context, end-users that belong or do not belong to a demographic group; and
the private and public context.
Hendriks (2001) emphasizes that the ICT enables and provides the entire infrastructure
and tools to support KM processes within an enterprise. An important consideration is needed
to be able to succeed in KM namely assessment and definition of ICT capabilities done
properly as it supports and facilitates KM processes such as knowledge capture, storage,
retrieval, sharing and collaboration, dissemination and updates in organizations of higher
educations. In a research conducted by Lubega, et.al. (2010), several KM ICT tools and
networks were identified to be relevant for developing the proposed framework due to their
significance in carrying out KM roles. Collaborative technologies and KM both have
significant contributions to make but many organizations have yet to adapt to them both in
terms of systematic and strategically implementations. Most of these approaches also have a
tendency to focus on tools, good practices and methods, rather than organizational processes
based on knowledge needs of users such as incentives, attitudes, language, culture and
individual knowledge needs. For KM to be successful, it does not simply depend on
documenting, managing, and archiving of generated knowledge, but require further research
to ensure that knowledge are contextualized in order for learning to occur (Keijzer, et.al.,
2006).
4.2.2 Develop trust between leaders and employees, by leading as an example
In driving change, the Executives are considered to be in the unique position wherein
they are expected to initiate the moves. They are in fact, the ones thought of as the first
persons in the best spot to identify objectively whether the organization is geared towards the
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right direction or whether the knowledge is getting in the right hands. KM or the KM
professionals are perceived to have the capacity to determine some barriers but the decision
on eliminating counterproductive policies aggressively depends on the discretion of the
executives. Moreover, a KS culture requires effective management practices in order to be
effective (Gupta & Govindarajan, 2000).
This may engage some practical approach or an involvement of a more deliberate
effort like the use of balanced scorecards so that trainings will be tracked. The balanced
scorecard “supplemented traditional financial measures with criteria that measured
performance from three additional perspectives—those of customers, internal business
processes, and learning and growth” (Kaplan & Norton, 2007, p. 2).
Other approaches include the rewarding of collaborative endeavours over a single
performer, the directing of the governmental development function with the aim of enlarging
learning opportunities, the recognizing of the human resources function for the purpose of
extracting the qualities that employees must have, and the creating of an example that comes
from the top by bundling offers with promotions that which regards to attitudinal KS. In fact,
KS has been positively associated with the employees’ perceptions of KS culture (Connelly &
Kelloway, 2003); while top management support as well influenced the level and quality of
KS by influencing commitment of employees (Lee, Kim, & Kim, 2006).
Levin, Cross, Abrams, and Lesser (2002) concluded that trust is the missing link and a
critical aspect in KS and management in organizations. They have as well highlighted the
roles that managers play in the development of trust among the employees in the organization,
through the following actions:
• Creating a common understanding on the nature of the business or how it works;
• Demonstrate trust-building behaviours; and
• Bring people together
Apart from these, it is also helpful if additional attention on both the levels of trust and
solidarity will be further investigated, so that pre-conditions for KS will be stimulated (Ling,
2011). This will also allow the development of trust and culture of KS among employees.
Organizations should also foster more attention towards the “fit of team members selected for
a project team and the types of orientation and socialization programs to be given to instil
interpersonal trust as a project team has a finite lifespan” (Wickramasinghe & Widyaratne,
2012, p. 17).
Trust in the context of KS has also opened issues related with culture and rewards system.
In terms of culture, Tsui (2006) suggested that service providers should consider research
evidence and consultation for the development of their professional expertise. They must also
dedicate time and resources for KS resources when needed, wherein professional
development tools will be incorporated.
4.2.3 Communication and Interpersonal Relations
In the process of change, especially in the 21st century, new learning patterns can be
adopted all through the organization, which includes ideas. However, certain sharing
mechanisms require a trusted and secured environment for people to engage in KS. This could
also make them “feel involved in the process of change” (Mihai, 2009, p. ii). It is therefore
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essential that KS is constituted in the commendation of personal opinions, ideas and views
and be integrated with multiple techniques. Making these and knowledge available would
serve as an essential element that would initiate the internal process and influences
organizational learning (Mihai, 2009).
It is a known knowledge that employees need constant communication for them to be
able to participate and understand the KM approaches. It is the kind of communication that
has high concerns with what the KM program represents including the behaviours that are
necessary being aspired of which they are expected to lead certain messaging on the aspect of
organizational output objectives.
In warranting that the communication plan is effectual, one then is advised to use
numerous channels to distribute messages and this also entails leveraging external
benchmarks and stories for the purpose of creating a convincing case for integration. One
must also incorporate collaborative theories towards training the workforces, and on the other
hand host KS events so that KM efforts will be branded and energized. As an example, Mei,
Lee and Al-Hawamdeh (2004) found the way of creating a communication strategy in order to
attain the primary goals of reducing cultural negativity upon implementing KM. These
strategies focus on “securing maximum buy-in or commitment from the management and
employees to support the implementation process” (Mei, Lee, & Al-Hawamdeh, 2004, p. 18).
In an association, one needs to develop messaging that reverberates with the culture of
the organization. For instance, Lauring and Selmer (2011) found that consistency in English
management communication is a dominant factor that has strong relationships with the
investigated knowledge sharing and performance variables. This is way dissimilar to the
several approaches that tend to alter management system during the last twenty years when
the feel and look of the program of change itself was founded on top of the culture of the
organization. Besides, one should be advised to be adapting the feel and look of the KM brand
to fit one’s own structural method.
Koenig and Srikantaiah (2000) mentioned that the negative side to of the BPR is
downsizing which likely leaves a negative impact of the employees. Good communication
and extensive KS are not likely to happen unless there is an atmosphere of trust and some
commitment to the employee. From the perspective of KM, the employees are supposed to be
the integral part of the intellectual asset of an organization. They stated that trust is one of the
most important and crucial social capital within an organization. The prevailing view with
downsizing is that employees are treated as commodities which hamper the intellectual assets,
or the intellectual capital of the employees and their social capital or trust of the employees
which are viewed as important parts of KM.
4.2.4 Rewards and Recognition
The best-practice organizations do not consider recognitions and rewards as the
Pavlovian technique that was designed to motivate the workforces or the employees to do the
sharing. But instead, these best-practice organizations viewed it as the means to recognize the
value of sharing knowledge, boost awareness on the significance of teamwork and appreciate
the contributions created by the employees. In this way, employee participation is encouraged
(Sutton, 2006). The rewards may not necessarily be in the form of cash, but could be movie
tickets, conference opportunities and recognition rewards (Sutton, 2006). Moreover, the
“rewards system can also be designed in such a way to send strong signals to individuals to
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share knowledge” (Wickramasinghe & Widyaratne, 2012, p. 17). Table 3 summarizes the
beneficial ways to enhance KM in the public sector of Malaysia.
Table 3: Enhancing Knowledge Management
Author Enhancement of KM
Ling, 2011; Hendriks,
1999
O’Dell & Hubert;
2011Mihai, 2009
Wickramasinghe &
Widyaratne, 2012;
O’Dell & Hubert, 2011;
Ling, 2011; Mihai, 2009;
Tsui, 2006; Levin, Cross,
Abrams, & Lesser, 2002
Wickramasinghe &
Widyaratne, 2012;
O’Dell & Hubert, 2011
Use of ICT and technology in order to encourage
human values like motivation
Communication and interpersonal relationship
Development of trust between leaders and employees
Development of rewards and recognition
The above-mentioned findings are as well found in vast research efforts that mainly
seek to improve KM in organizations. These elements were commonly pointed out as the
same features that would improve organizations through KS and even KM. For this paper, the
enhancement of KM will require an assessment and focus on (1) use of ICT and technology in
order to encourage human values like motivation (Hendriks, 1999; Ling, 2011); (2)
communication and interpersonal relations (Mihai, 2009; O’Dell and Hubert, 2011); (3)
development of trust between leaders and employees (Levin, Cross, Abrams and Lesser,
2002; Ling, 2011; Wickramasinghe and Widyaratne, 2012; O’Dell and Hubert, 2011; Mihai,
2009; Tsui, 2006) and (4) development of rewards and recognition (Wickramasinghe and
Widyaratne, 2012; O’Dell and Hubert, 2011).
5.0 CONCLUSION
Sharing practices, information and knowledge across national and cultural boundaries
has become a means to answer crucial global problems. For these issues where the agencies in
the government has ever more consolidated with its foreign counterparts, it is on this milieu
also that information sharing and transnational knowledge networks grow in importance as
mechanisms for teamwork or collaboration.
The contextual disparities among the participants are said to be producing distances in
technology, geography, resources, knowledge, relationships, organizational factors,
intentions, politics, and culture. These distances are thereby affecting their ability to connect
in the interactions and processes that are importantly needed to the performance of the
network.
The reviews from this paper could provide useful highlights for the management of the
public sector, not only in Malaysia but most importantly in any culture closely to the
Malaysian settings. The factors discussed could provide beneficial information on what needs
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to be focused in enhancing effective KS among public service employees. Management
should also pay equal attention and consideration to the impeding factors that could hinder
efficient flow of KS activities. Thus, all the mentioned above are the practical contribution of
this paper. However, future researchers would be encouraged to also look out at ways on
improving KS and KM in the private, through comparison between the Eastern and Western
culture as this study was only focused on how it could be practical in the Malaysian way.
Indeed, KM in the public sector requires thorough decisions at all levels. Several
important details still requires consideration from top management, and with the appropriate
culture and efficient leadership, KM strategy can be implemented successfully which is a
crucial need in all public sectors.
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Evaluate the Consistency of Curriculum and
Courses of Doctoral of Public Administration
Program Emphasis in Social Equity Rubrics
Rugchatjaroen K
Department of Social sciences, Faculty of Social Sciences and Humanities, Mahidol
University, Thailand [email protected]
Abstract - The purpose of this study on “Evaluate the Consistency of Curriculum and
Courses of Doctoral of Public Administration Program Emphasis in Social Equity Rubrics”
was to evaluate the consistency of curriculum, course and strategic plan of Doctoral of
Public Administration Program that emphasized in social equity. The results showed that: 1)
Program is fairly complete with guiding and principles, also thoroughly implemented under
the guidelines and principles that prescribed or specified. 2) Program’s strategic plan has
been concerned with social equity, which is consistent with the vision of the faculty of Social
Sciences and Humanities, Mahidol University.
Keywords: program, doctoral, social equity
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Socialization of Moral Values in the
Family And Community Schools Among
The Aboriginal Communities
Ratu Mutialela Caropeboka
Faculty of Human Sciencs, Universiti Pendidikan Sultan Idris, 35900 Tanjong Malim, Perak,
Malaysia [email protected]
Abstract - Socialization referred as a social learning process that lasts throughout life (life-
long process), starting from birth until death. Socialization process can occurs in social
institutions or groups in the society. The social institutions that play important roles are the
family, peer groups, school, religious groups, youth groups, informal institutions and the
mass media. Indigenous society is still perceived as a less developed and socio-economically
backward compared to the main communities in Malaysia namely the Malays, Chinese and
Indian. The purpose of this study is to analyze and explain the role of nuclear family in the
socialization process of moral values in indigenous societies. Research methods used in this
study are case study and indepth study. The samples are selected using the purposive sample
(intentional) that consists of four heads of indigenous families, four teachers and two Form
three indigenous students.The findings show that socialization, as part of education, takes
place in the three essential components in the formation of one’s personality which are the
home or the family, school or formal educational institutions and the community. Values
received from home into a new social structure is the formation of individual identity within a
family unit, giving influence to the formation of a wider social structure.
Keywords: socialization of moral values, formation of identity and social structure
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
22
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Akademia Baru
A Comparison of Quality Administration and
Management in Higher Education in Nigeria and
Malaysia: Implication for Human Resource
Development
Norhasni Zainal Abiddin*,a
and Gbenga M. Akinyemib
Department of Professional Development and Continuing Education, Faculty of Educational Studies, Universiti
Putra Malaysia, Serdang, Selangor,Malaysia *,[email protected] [email protected]
Abstract - Quality higher education system will produce quality skills and quality human capacity.
Therefore, in adjustment to needs for development countries in Africa such as Nigeria and others
should embrace and implement Continuous Quality Improvement (CQI), and Total Quality
Management (TQM) in the universities and Higher Education administration for the purpose of all-
round Human Resource Development. On the other hand, Asian countries that have developed
established forms of TQM framework of their own, like Malaysia, Singapore, Japan, for example,
should continue improving them in line with the realities of world constant changes. Thus, this article
reviewed the literatures on quality administration and management in higher education in Nigeria
and Malaysia with the aims of highlighting the implication of human resource development.
Keywords: human resource development, quality improvement, higher education, technology, economic
growth
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
23
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The Relationship of Corporate Social
Responsibility Activities and Company Financial
Performance in Malaysia
Wan Fauziah Wan Yusoff *,a, Muhammad Sani Adamub and Anim Zalina Azizanc
Faculty of Technology Management and Business, University Tun Hussein Onn Malaysia,
86400 Parit Raja, Batu Pahat, Johor, Malaysia *,[email protected], [email protected], [email protected]
Abstract - Corporate social responsibility (CSR) has been an important topic in accounting
research. Despite extensive studies on CSR activities in Malaysia, studies that investigated
the nature of CSR activities in relation to firm financial performance still limited. Thus, this
research investigates the relationship between CSR activities and firm financial performance
of Malaysian public listed companies. This study relied on secondary data obtained through
content analysis of published company’s annual reports for the year 2009 to 2013. Based on
purposive sampling method, this study covered the assessment of the top one hundred
companies in Malaysia whose names and shares were quoted in Malaysia stock exchange
(Bursa Malaysia). Based on literature, four independent variables (Environment,
Community, Workplace and Marketplace) and two dependent variables (earning per share
(EPS), and return on equity (ROE) have been chosen in this study. Data were analyzed and
interpreted using SPSS specifically Pearson’s correlation, to analyses the relationship
between CSR activities and firm financial performance. This study discovered that the
relationship between four CSR activities (environmental, community, marketplace and
workplace) with financial performance (ROA and ROE) were positive. It can be concluded
that Malaysian Top 100 companies that actively involved in the four CSR activities are able
to enhance their financial performance. It is imply that sound financial management can
effectively be achieved through appropriate CSR practice that leads to a considerable
economic development. Companies’ performance would improve by adopting this
appropriate recommendation for enhancing good CSR practice.
Keywords: corporate social responsibility, financial performance, Malaysian listed
companies
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
24
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Akademia Baru
A Review on Customer Perceived Value and Its
Main Components with a Tourism and Hospitality
Approach
Rasoul Asgarpour*,1,a, Abu Bakar A. Hamid2,b, Zuraidah Sulaiman1,c and Ali A. Asgari1,d
1Faculty of Management, Universiti Teknologi Malaysia, Johor Baharu, Malaysia 2International Business School, Universiti Teknologi Malaysia, Kuala Lumpur International
Campus, Malaysia *,[email protected], [email protected], [email protected], [email protected]
Abstract - The purpose of this paper is to have a revision on customer perceived value and
main components of customer value. This revision attempts to makes more clarification on
customer perceived value as a foundation stone to the success of buyer-seller relationships.
In this regard, this study was conducted to address following problem. The problem is;
satisfied customers may not return to the firm and spread positive word-of-mouth
communications to others despite of having customer satisfaction in a firm. Whereas
customer value can help to build trust and causes willing to commit long-term relationship
with a firm. Thus, customer perceived value is discussed by offering a review on the
importance of customer perceived value, and its main components. Finally, the paper finds
out, in spite of having customer satisfaction, the firm does not deliver what is exactly value in
the mind of customer. Therefore, by offering desired value to the customers, long-term
relationship gained which is the result of customer loyalty.
Keywords: customer perceived value, customer value, price, product quality, service quality
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
25
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Akademia Baru
Impact of Capital Investment on Working Capital
Management
Vaicondam Y*,a, Anuar M. Ab and Ramakrishnan Sc
Department of Accounting and Finance, Faculty of Management, Universiti
Teknologi Malaysia, 81310 Skudai, Johor, Malaysia. *,[email protected], [email protected], [email protected]
Abstract - Working capital management is the mechanism to achieve balance between
current assets and current liabilities for firm to meet the maturing obligations and fixed
assets are properly serviced. This paper investigates the impact of capital investment on
working capital management across Malaysian technology firms from 2007 to 2011. Proxies
of working capital management are the net liquidity balance and working capital
requirement, instead of the traditional financial ratios. Panel data analysis and robust
regression techniques result of 115 observations shows capital investment impact net
liquidity balance negatively. On the other hand, significant positive impact of capital
investment on working capital requirement identified. This signifies that firms capital
investment promote the working capital requirement to ascertain the firm’s liquidity level and
simultaneously creates value from liquid assets. Leverage is the strong substitute for net
liquidity balance capitalization that increases the influence of financial expenditure-net
liquidity balance relationship. Hence, working capital management is dependent on capital
investment in Malaysian technology firms, indicates that long-term investment decision does
influence short-term financial management.
Keywords: capital investment, working capital management, net liquidity balance,
working capital requirement.
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
26
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Akademia Baru
Quality Check for Customer Benefit in Bus
Transport System through SPC and Gauge R & R
Muhammad Zeeshan Rafiquea*, Mohd Nizam Ab Rahmana, Nizaroyani Saibania, Norhana
Arsad, Imran Afzal Mughal, Sohaib Hanif and Hafiz Muhammad Zeeshan
Faculty of Engineering and Built Environment, Universiti Kebangsaan Malaysia, Bangi,
Selangor *[email protected]
Abstract - Travelling is one of the basic necessities of every human being. It is a common
human behaviour of every traveller to desire “arrival as planned” when using any
transportation system. In order to fulfil this desire, travelling through Bus is one of the most
common selected options and is underutilization from decades. The passenger’s decision
regarding selection of bus services entirely depends upon service quality. It is previously
observed that, if the bus service quality is poor more specifically in terms of timing then it
results in fair chances of loss of ridership because of creation of passenger anxiety and
annoyance due to delays. The focus of this research work is to measure quality of bus
transport system through quality management system of one of most famous bus service of
Europe selected as a case study. The aim is to utilize quality management tools named as
“Statistical Process Control” and “Gauge R & R” to check is the process is in control or not
for customers. In order to achieve results a detailed X-bar and R-bar charts are produced
based on frequency of timing of buses from one station to another. The results generated from
this study clearly indicates that the selected bus service is running in control situation and
acceptable for customers (to travel) because of positive outcome of 24% through gauge R &
R which is the leading requirement to achieve.
Keywords: quality management, human behaviours, process improvement, statistics process
control, gauge R & R
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
27
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The Relationship between CSR and Financial
Performance: A Literature Review
Tan Gi Gia, Amin Vakilbashi*,b and Nor Aiza Mohd Zamilc
International Business School, Universiti Teknologi Malaysia, Kuala Lumpor, Malaysia. [email protected], *,[email protected], [email protected]
Abstract – Corporate social responsibility (CSR) concept has been widely understood.
Organizations should not only pledge on their economic consequences but environmental and
social implications as well. CSR value has been attained interest among practitioners, most
of them are eager to ascertain if the social responsibility can elevate its financial
performance. Anyhow, heterogeneous results and contrary between analysis data has been
observed. This paper’s objective is to identify the relationship between CSR and financial
performance. It contains the integration of literature review between years 2011 to 2015 from
the academics and researchers relating to the CSR and financial performance. Despite from
the main variables, other factors such as the mediating variables, the approach applied, the
methodology techniques and the industries involved are being discussed. This paper draws a
link between CSR and corporate financial performance more deeply through the literature
reviews analysis. The segregation of the literature review is presumed to have the
comprehensiveness added for the future studies. The findings appeared to be consistence
where CSR has a positive relationship to the financial performance. It validated the worth for
an organization’s efforts to apply CSR. Additionally, this study provides greater insights for
future researchers to scrutinize in more specific area that will help to groom CSR in the
industry.
Keywords: corporate social relationship (CSR), financial performance
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
28
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Akademia Baru
Empirical Evidence on the SMEs Risks
Framework in Malaysia
Norashikin Ismail*,a, Akmal Aini Othman, Nur Liyana Mohamed Yousopb and Zuraidah
Ahmad
Faculty of Business Management, Universiti Teknologi MARA, 85000 Segamat, Johor,
Malaysia *,[email protected], [email protected]
Abstract – The aim of this study is to propose a SMEs risk framework which eventually will
be used to develop an appropriate takaful scheme to minority groups. The framework
encompasses four critical elements: financial, operational, compliance and strategic risk. A
complete survey questionnaire has been collected from 111 micro enterprises located in the
state of Johor. Factor analysis was employed to identify the most important risks of takaful
products, emphasizing the benefits and expectations, as perceived by the micro enterprises. A
confirmatory factor analysis using structural equation modeling (SEM) was conducted to
support the concept of SMEs risk. The results indicate that model 2 (four correlated factor)
outperformed model 1 (one factor model). The proposed framework is beneficial for takaful
operators to introduce a suitable and a marketable takaful scheme that meant for micro
enterprises.
Keywords: SMEs risk, risk management, takaful, micro enterprises
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
29
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The Effect of Information Integration and
Knowledge Sharing on Logistics Integration
Ali A. Asgari*,1, Abu Bakar Abdul Hamid2 , Rasoul Asgarpour1 and Sofian Ibrahim3
1Faculty of Management, Universiti Teknologi Malaysia, Johor Bahru, Malaysia 2International Business School, Universiti Teknologi Malaysia, Kuala Lumpur, Malaysia
3Center for Diploma Studies, UTM SPACE, Kuala Lumpur, Malaysia *[email protected]
Abstract – Logistics integration is widely considered by both practitioners and researchers.
This study extends the developing body of literature on buyer-supplier relationship, which is
the degree to which a manufacturer strategically sharing information and knowledge with its
suppliers. In addition, knowledge sharing is considered a key managerial strategy in supply
chain. This study empirically examines the importance of information technology,
information and knowledge sharing to logistics integration. Further, results collected in a
supply chain context support a strong positive relationship between antecedents and outcome
variables.
Keywords: information integration, information sharing, information technology, logistics
integration
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
30
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Akademia Baru
The Need for Ethics, Learning Objectives and the
Nature of Content in Existing Accounting
Curriculum
Haslinah Muhamad*,a, Arfah Sallehb, Hashanah Ismailc and Nor Aziah Abu Kasimd
Faculty of Economics and Management, University Putra Malaysia, 43400 Serdang,
Selangor, Malaysia *,[email protected], [email protected], [email protected], [email protected]
Abstract - This study likes to explore the manner in which ethics addressed in the existing
accounting curriculum at public universities in Malaysia and highlight improvement needed.
To conduct this study a mixed- method approach has been used. It is involved survey with
descriptive analysis and 28 semi-structure interviews. Finding reveal that conventional
system of universities seems do not encourage the development of ethics through their vision
and mission of the university. However, some of accounting educators continue looking to
develop ethical behaviour voluntarily and indirectly during their lecture session. They also
suggest that ethics in accounting education should develop by using eastern philosophy
which is based on religion. Consequently, Al-Quran (the Islamic Holy book) and Al - Sunnah
(life style) of Prophet Muhammad should become main references.
Keyword: ethics, accounting education
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
31
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Akademia Baru
Capital Structure and Performance of Malaysia
Plantation Sector
Tan S. L*,a and Hamid N. I. N. Ab
Faculty of Management, Universiti Teknologi Malaysia, 81310 Skudai, Johor, Malaysia. *,[email protected], [email protected]
Abstract - This paper investigates the relationship between capital structure and firm
performance. The sample of this study is 41 listed companies in Bursa Malaysia from year
2007 to year 2011. This study uses four capital structure measures as independent variables
which are short-term debt to total assets (STDTA), long-term debt to total assets (LTDTA),
total debt to total assets (TDTA) and total debt to total equity (TDTE). Another five firm
performance as dependent variables which are return on equity (ROE), return on assets
(ROA), gross profit margin (GMS),earnings per share (EPS) and price earnings (PE).
Capital structure variable which measured by total debt to total assets (TDTA), short-term
debt to total assets (STDTA) and long-term debt to total assets (LTDTA) have significant
positive relationships with return on equity (ROE), return on assets (ROA); and significant
negative relationships with gross profit margin (GPM). However, capital structure which
measured by total debt to total equity (TDTE) have significant positive relationships with
return on equity (ROE) and significant negative relationships with gross profit margin
(GPM) and return on assets (ROA). Total debt to total equity (TDTE) has a significant
influence on return on equity (ROE) and price earnings (PE). While, total debt to total assets
(TDTA) and total debt to total equity (TDTE) are significantly influenced return on assets
(ROA). Gross profit margin (GPM) is significantly influenced by three independent variables
which are total debt to total equity (TDTE), total debt to total assets (TDTA) and short-term
debt to total assets (STDTA). Earnings per share (EPS) is significant influence by total debt
to total assets (TDTA) and short term debt to total debt (STDTA). In sum, the results show
that there is a relationship and significant influence between capital structure and corporate
performance in Malaysia plantation sector firms.
Keywords: capital structure, firm performance
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
32
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Akademia Baru
The Impact of Audit Quality on Firm Performance:
Evidence from Malaysia
Hamed Sayyara, Rohaida Basiruddinb, Siti Zaleha Abdul Rasidc and Mohamed A. Elhabibd
International Business School, Universiti Teknologi Malaysia,Kuala lumpur, Malaysia [email protected], [email protected], [email protected], [email protected]
Abstract - Nowadays in the emerging market and after corporate scandals as well as
financial crisis the issue of firm performance and ways to improve it are crucial for
companies, investors and third parties. One of the ways that it can impact firm performance
is audit quality, which it is recognize as external monitoring. Therefore, the purpose of this
research is to examine the impact of audit quality on firm performance for Malaysian listed
companies for the period of 2003 to 2012. In this study, we use audit fees and audit firm
rotation as proxies for audit quality. Return on assets and Tobin’s q are used as measures for
firm performance. We found that there is insignificant relationship between audit quality
proxies (audit fees and audit firm rotation) and ROA. We also found that an audit fee is
significantly and positively related to Tobin’s Q. However, audit firm rotation is
insignificantly related to Tobin’s Q.
Keywords: audit fees, audit firm rotation, firm performance, Malaysia
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
33
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The Impact of Government Linked Directors on
Firm Performance: Evidence from Oman
Mohamed A. Elhabiba,*, Siti Zaleha Abdul Rasidb, Rohaida Basiruddinc and Hamed Sayyard
International Business School (IBS), Universiti Teknologi Malaysia, 54100 KL, Selangor,
Malaysia *,[email protected], [email protected], [email protected], [email protected]
Abstract - The presence of government-linked board members can be an effective
corporate governance mechanism and a valuable resource for companies. The presence of
such board members based on resource dependence theory is expected to enhance firm
performance. This paper investigates the impact of government-linked board members in
Oman on firm performance using Return on Assets and Tobin’s Q as proxy for firm
performance. The findings of the study revealed that having a government linked board
member such as a royal family member, a cabinet minister or a deputy minister on the
board of a listed company have a positive but insignificant with firm performance as
measured by both ROA and Tobin’s Q. However, statistical analysis show that the
presence of a government representative as a board member has a positive impact on firm
performance, as indicated by the positive coefficient for ROA and TOBINQ. An important
implication of this result is that the presence of a government representative as a board
member has a positive impact on firm performance, indicating that government employees
board members is a valuable resource to the firm. This result is in line with the
presumption of the resource dependence theory, that board members can act as a link
between firms and access to valuable resource.(Hillman et al., 2009). Regulators such as
Oman Capital Market Authority can use the study findings to issue recommendations to
restructure boards in a way that some firms do not gain preferential treatment because of
connection to government and political lobbyist.
Keywords: corporate governance, performance, Oman, frequency of board
meetings, directors’ busyness
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
34
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Akademia Baru
Ethical Issues amongst Professional Accountants
in Malaysia: A Review
Malini Kanjanapathy
Faculty of Management, Universiti Teknologi Malaysia, 81310 Skudai, Johor, Malaysia. [email protected]
Abstract - The aim of this study is to investigate the factors affecting ethical decision making
amongst accountants in Malaysia. This study is mainly targeting the Big Four Accounting
Firms in Malaysia. This is due to the current audit of the 1Malaysia Development Bhd by
Deloitte auditors has not gained the trust of the Public Accountant Committee. The method
used in this study is questionnaire where the target respondents are Big Four Accountants.
Stratified random sampling techniques will be used by the researcher.
Keywords: skills, competencies, knowledge, responsibilities, experience, behaviour,
pressure, ethical climate, professional training, ethical decision making
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
35
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A Successful Model to Inculcate Low Carbon
Awareness among School Students and Teachers
Fatin Aliah Phang*,1,a , Wong Wai Yoke2,b, Ho Chin Siong3,c, Maiko Suda4,d and Junichi
Fujino5,e
1Centre for Engineering Education, Universiti Teknologi Malaysia, 81310 Skudai, Johor,
Malaysia. 2Faculty of Education, Universiti Teknologi Malaysia, 81310 Skudai, Johor, Malaysia.
3UTM Low Carbon Asia Research Centre, Universiti Teknologi Malaysia, 81310 Skudai,
Johor, Malaysia. 4Ibaraki University, Chuo 3-21-1, Ami-Machi, Inashiki-Gun, Ibaraki, 300-0393, Japan.
5National Institute for Environmental Studies, 16-2 Onogawa, Tsukuba-City, Ibaraki, 305-
8506, Japan. *,[email protected], [email protected], [email protected], [email protected], [email protected]
Abstract - This five-year study was conducted to identify a model that can be used as a
guiding model for other cities in Malaysia and Asian countries to form a Low Carbon
Society. The research was conducted in Iskandar Malaysia, a southern economic region in
Johor, Malaysia to inculcate low carbon awareness among school teachers and students. The
research involved a series of meetings, focus group discussion, writing of blueprints and
implementation of the blueprints that includes organizing competitions, teacher trainings,
talks, campaigns and exhibition. The impact of the implementation was measured using
teacher survey, student survey, interviews and observation at schools. Through the
researchers’ reflection, the experience of the study especially in the implementation of low
carbon awareness programs, a successful model is generated as a reference for future
research.
Keywords: low carbon awareness, implementation model, blueprint
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
36
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Akademia Baru
Improving Viral Marketing Campaign via Mobile
Instant Messaging (MIM) Applications
Karimiyazdi R*,a and Mokhber Mb
International Business School, Universiti Teknologi Malaysia, 54100 Kuala Lumpur,
Malaysia *,[email protected], [email protected]
Abstract - The emergence of new media provides new opportunities for marketing. Mobile
instant messaging (MIM) applications such as WhatsApp and Viber are growing in both
number of users and popularity. These applications can be used for viral marketing
campaigns. The success of these campaigns depends on recipients ‘willingness to forward the
advertisement message to others. Hence, it is important to recognize and analyze the factors
that influence individuals’ intention to forward a viral message. The purpose of this paper is
to better understand the factors that motivate individuals to participate in viral marketing
campaign via MIM applications. A paper survey will be given to 400 students of University
Technology Malaysia (UTM). The data will be subjected to statistical analyses with SPSS.
The study will provide guidelines to the improvement of viral marketing campaign through
MIM applications.
Keywords: viral marketing, MIM application, entertainment and purposive value of
message, market mavenism, social identity
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
37
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Akademia Baru
Improving Employee Outcome through Human
Resource Management Practices and Public
Service Motivation: A Study of Malaysia Public
Sector
Kassim S. M*,a and Mokhber Mb
International Business School, Universiti Teknologi Malaysia, 54100 Kuala Lumpur,
Wilayah Persekutuan, Malaysia *,[email protected], [email protected]
Abstract - The purpose of this paper is to examine the relationship between Human Resource
Management (HRM) practices and Public Service Motivation (PSM) and its impact on the
employee outcome. The proposed framework intends to add to the understanding of specific
process that mediate between HRM practices and employee outcome in Malaysia public
sector. This study is based on reviews of prior studies and theories on HRM practices,
employee outcome and PSM. A conceptual framework is provided with the objective to
measure HRM practices-employee outcome relationship with the mediation of PSM. This
paper proposes to answer how HRM practices can influence employee outcome through the
mediating factor of PSM in public sector of Malaysia. This paper can assist the HR managers
to understand on the significance of motivation serving the public as the mediating variable
and the way HRM practices, through the integration of these two processes lead to the
enhancement of employee outcome of becoming 1st class public servants. This paper attempt
to clarify the linking process through which HRM practices influence employee outcome.
Hopefully, the conceptual framework proposed can contribute further towards the body of
literatures since there are still no definite answers of the connection between HRM practices
and employee outcome. It can be used for further empirical test in Malaysia public sector.
Keywords: human resource practices, employee outcomes, public service motivation
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
38
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Akademia Baru
Moderating Effect of Strategic Decision Making
Process to Decision Output: A Proposed
Framework
Nik Muhammad N. M*,a, Shafie A. Sb and Ridzwan Rc
Faculty of Entrepreneurship and Business, Universiti Malaysia Kelantan, 16100 Kota Bharu
Kelantan, Faculty of Business Management, 15050 Kota Bharu, Kelantan *,[email protected], [email protected], [email protected]
Abstract - There has been a lot of literature on the strategic decision making process and
factors influencing the process. However, there is still a strong need to test the relationship
between the strategic decision making process output with contextual factors such as
internal, external organization characteristics and decision specific characteristics. Study
that focusing on decision process characteristic as a moderating effect that enhances the
relationship between decision output and contextual factors is still scanty. Therefore, the
objective of this study is to propose a framework on effect and impact of contextual factors on
the strategic decision making process and at the same time to test the extent to which the
nature of decision-making process (a moderating effect) enhance the quality of the decision-
making process output. The variables proposed are decision specific characteristic
(familiarity, and magnitude of impact)t, organizational (size, and slack), and environmental
(dynamism, and hostility) effect on quality and satisfaction of the decision output while
having strategic decision process (Rationality / comprehensiveness, Decentralization and
Politicization) as a moderating factor. Despite the contradictory views to those relationships,
this study try to confirms whether managers utilize a rational and/or comprehensive process
of decision making under the following circumstances; (1) if the situations where they make
strategic decisions are highly dynamic, (2) if the organization is large, and (3) if the
decisions exerts a high level of impact on different areas of the organization.
Keywords: decision process, decision quality, organization slack, decision specific
characteristics
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
39
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Akademia Baru
Customer Satisfaction as Mediator between Price,
Trust and Brand Loyalty: A Case Study from
Malaysia
Arslan Umar*,a, Rohaizat Bahrunb and Inda Sukatic
Faculty of Management, Universiti Teknologi Malaysia, 81310 Skudai, Johor, Malaysia *,[email protected], [email protected], [email protected]
Abstract - Brand loyalty is dream of any company to gain competitive advantage. The interest of
managers of companies lies in good financial performance on which the profitability depends. The
profit means stability and increase in shareholder’s wealth. Brand loyalty has gained greater
attention since last decade as grabbing the attention of new customers considered being more
expensive than to clasp the old ones hence making it a vital factor in whole business world. The
purpose of the study is to explore the role of customer satisfaction as mediator between trust and
price and brand loyalty with the support of theoretical framework. The data has been collected
through questionnaires form Skudai district of Johor Bahru in Malaysia. In order to test the proposed
research, survey methodology has been used by distributing the questionnaires, the turnout of which
was 179 out of 210. Reliability is checked through Cronbach’s alpha, which came up with a value of
0.90. The hypothesis testing are being done by correlation and multiple regressions. The results
highlighted that the trust significantly predicts customer satisfaction and brand loyalty and customer
satisfaction also significantly predicts brand loyalty but unable to mediate the relationship between
trust and brand loyalty, on the other hand price significantly predicts customer satisfaction and brand
loyalty and customer satisfaction also significantly predicts brand loyalty but plays a role of partial
mediator between price and brand loyalty. The results also suggest that companies must pay attention
towards customer satisfaction as well.
Keywords: trust, price, customer satisfaction, brand loyalty, FMCGs
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
40
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Akademia Baru
A Challenge from Teaching to Social Movement:
Bediüzzaman Said Nursi’s Struggles for
Modification in Turkey
Kamaruzaman Yusoff1,a, Mansoureh Ebrahimi*,1,b and Omer Yilmaz2
1Faculty of Islamic Civilization, University Technology Malaysia, Malaysia 2History Department, The National University of Malaysia, Malaysia
[email protected], *,[email protected]
Abstract - The present study has twofold objectives. First, it focuses on Nursi’s struggles in
Turkish society to provide a general view of its eastern and western parts. The impact of
Nursi’s intellectual and spiritual life had a significant influence on the social movement that
he established. Second, it discusses about Nursi’s contributions to the revival of Islamic
ethics and sciences through of his texts and the Nur movement.
Keywords: the New Sa’id, the Third Sa’id, the Risâle-i Nur, Medresetü’z-Zehra
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
41
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Akademia Baru
SMEs’ Knowledge of Legislated Employment
Rights: Malaysian Perspective
Hapriza Ashar *,a and Khairiah Soehodb
Faculty of Management, Universiti Teknologi Malaysia, 81310 Skudai, Johor, Malaysia. *,[email protected]/[email protected], [email protected]
Abstract - This study seeks to investigate small and medium-sized enterprise Human
Resource (HR) practitioners’ knowledge pertaining to legislated employment rights at the
workplace as laid down by the Employment Act (EA) 1955. The EA provides a variety of
individual employment rights covering protections of wages, statutory right to the general
standard of working time, statutory right to rest day, public holidays, annual leave and sick
leave, statutory right to employment security as well as female employee’s statutory right to
paid maternity leave. The study also aims to determine whether HR practitioners’ level of
knowledge concerning legislated employment rights differed significantly between age
groups, years of experience, level of education and size of company. It also examined the
nature of the relationship between the HR practitioners’ level of basic knowledge concerning
legislated employment rights and their level of concern in making legally sound decisions in
their administrative practice. In addition, it identified whether the HR practitioners’ level of
basic knowledge pertaining to legislated employment rights correlate significantly with the
size of the company where they are employed.
Keywords: employment rights, employment law, employment legislation, human resource
(HR) practitioner, legal knowledge, small and medium-sized enterprises (SMEs)
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
42
Penerbit
Akademia Baru
Mismanagement of Zakat Fund: Myth or Reality?
Roshaiza Taha*,1,a, Nurul Nurhidayatie Muhamad Ali2,b, Mohd Nazli Mohd Nor2,c and Mohd
Rodzi Embong2,d
1School of Maritime Business and Management, Universiti Malaysia Terengganu, 21030
Kuala Terengganu, Terengganu, Malaysia 2Centre for Foundation and Liberal Education, Universiti Malaysia Terengganu, 21030 Kuala
Terengganu, Terengganu, Malaysia *,[email protected], [email protected], [email protected], [email protected]
Abstract - The total amount of Zakat collection in Malaysia has shown a tremendous
increase for the past six years. This improved performance on Zakat collection was due to the
tireless efforts of Zakat institutions’ officers in enhancing the process of Zakat collection. The
Zakat collection fund will then be distributed to the eight eligible recipients groups. An
analysis of the annual reports of the Zakat institutions, comparing Zakat collection and Zakat
distribution, has shown that there are huge amounts of surplus of Zakat funds in a few
Malaysian states and this has caused public debate on why Zakat collected is not fully
distributed in the same year. With the emergence of social media, the public are being fed
with information that the Zakat institutions have mismanaged the Zakat fund by using the
fund not for the eight eligible recipients groups, but for development purposes which later
can generate extra income for the institutions. This issue has triggered us to observe the real
situation in Zakat management system. For this purpose we are focusing on Zakat institutions
in the East Coast Region of Malaysia. The first-hand information was gathered through an
interview with top level Zakat officers who are directly involved in managing the Zakat fund.
Based on the observations and interview session, the Zakat institutions should be more
transparent in providing more relevant information to avoid public misconception. Although
there are some limitations for such institutions to be transparent due to bureaucracy,
something needs to be done to clear the institution image. This study hopes to provide useful
information to clear the image of Zakat institutions which the public labelled as failed to
manage Zakat money efficiently and effectively.
Keywords: zakat collection, zakat management, institution, mismanagement, asnaf
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
43
Penerbit
Akademia Baru
Enhancing Organization Demand for Innovation
through Entrepreneurial Leadership and Social
Networks
Mokhber M *,a, Tan G. Gband Vakilbashi Ac
International Business School, Universiti Teknologi Malaysia, Kuala Lumpur 54100,
Malaysia *,[email protected], [email protected], [email protected]
Abstract - This study aims to investigate the direct and indirect effect of entrepreneurial
leadership on organization demand for innovation. Over the past years academic debates
have mostly focused on individual’s demand for innovation while emphasizing on the
organization's success in producing new products and services to individual customers.
However the organizational customers and organization's demand to use innovation in day to
day work has been generally neglected. Since previous studies identified leadership as an
important determinant of innovation in the organization, this research proposes a conceptual
framework to explore the effect of entrepreneurial leadership on organization’s demand for
innovation. The success of entrepreneurial leadership depends not only on the behaviors of
the leader, but also on the characteristics of their followers in demonstrating entrepreneurial
behaviors. Therefore this study aims to examine the moderating role of follower’s reliance on
social networks to recognize new opportunities on the relationship between entrepreneurial
leadership and organization’s demand for innovation. A sample of Malaysia Top 100
Companies participates in this research and the hypotheses are evaluated using Partial Least
Squares (PLS) analysis. This research makes an important contribution by providing
empirical evidences that may support entrepreneurial leaders and their firms to identify and
generate more opportunities and enact them in ways that increase the organization's
receptivity towards innovation.
Keywords: entrepreneurial leadership, receptivity of innovation, organizational innovation
confidence, social networks, PLS-SEM
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
44
Penerbit
Akademia Baru
Electronic Service Quality of Malaysia Airline
Industries (Low Cost Carrier)
Muhammad Khairi Majid *, a, Norhani Bakrib and Mohd Shoki Md. Ariffc
Faculty of Management, Universiti Teknologi Malaysia, 81310 Skudai, Johor, Malaysia *,[email protected], [email protected], [email protected]
Abstract - This research was perform to examine the dimension electronic service quality of
Malaysia airline industries (low cost carrier) and the impact on customers perceived service
satisfaction. This research employed convenience sampling procedure and questionnaire as
method to gain data, 392 completed questionnaires were gathered from Malaysia airline
industries (low cost carrier) website users. The Confirmatory Factor Analysis performed and
indicated that five dimensions such as fulfilment, system availability, efficiency, site privacy
and aesthetic and customizations were applicable to measure Malaysia airline industries
(low cost carrier) e-SQ. The regression analysis performed showed that e-SQ dimension-
fulfilment, system availability, efficiency, site privacy and aesthetic and customizations have
a significant positive relationship exist between e-SQ dimension and perceived service
satisfaction in the Malaysia airline industries (low cost carrier) website user. Future
research recommendations to discuss on impact dimension of e-SQ regarding to recovery
issue such as compensation, responsiveness and contact on customers perceived satisfaction
in Malaysia airline industries (low cost carrier).
Keywords: electronic service quality, e-S-Qual, Perceived Service Satisfaction
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
45
Penerbit
Akademia Baru
Measuring Gender Equality in Technical and
Vocational Education and Training
Mimi Mohaffyza Mohamad* ,Nor Lisa Sulaiman, Lai Chee Sern and Kahirol Mohd Salleh
Faculty of Technical and Vocational Education, Universiti Tun Hussein Onn Malaysia,
86400 Batu Pahat, Johor, Malaysia *mimi @uthm.edu.my
Abstract - This study was performed to measure the gender equality involvement in
Technical and Vocational Education and Training (TVET) Program in one of the Malaysia
Technical University Network (MTUN). The focused of this study are general perspective in
gender equality, men and women position in society, sources of information about TVET. 200
respondents involving students and lecturers from various field of TVET programs involved
in this study. Questionnaire was applied to gather the data information and descriptive
analysis represent the findings. Result showed that most respondents strongly agree with men
helping in the household were women, they are also aware about the national policies on
gender equality in Malaysia, and for last section of survey respondents agree that they
choose studying in TVET program because the better job opportunities. In summary, there is
no gender issues in Malaysia’s policy, position of work and opportunities in further
education especially in TVET programs.
Keywords: gender equality, TVET, gender perspective
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
46
Penerbit
Akademia Baru
Trainers’ Readiness To Develop Employability
Skills Through Community Service Courses
Latib A. A*,a, Kamin Y b, Minghat A. Dc, Hamid M. Zd and Razali N. He
Faculty of Education, Universiti Teknologi Malaysia, 81310 Johor Bahru, Malaysia *,[email protected], [email protected], [email protected], [email protected], [email protected]
Abstract - This study was aimed in identifying the teaching approaches, teaching methods
and assessment methods used by trainers in developing Employability skills through
community service courses in three research universities in Malaysia namely Universiti Sains
Malaysia, Universiti Kebangsaan Malaysia and Universiti Teknologi Malaysia. A qualitative
research design was used in conducting the research. Statistical analysis technique was
utilized in checking the data and calculating the frequency of a concept in the aspect to be
identified. This method is also known as "Enumeration" or quantifying qualitative data. A
structured interview protocol served as the instrument for data collection to identify the
dominant teaching approaches, teaching methods and assessment methods used in the
community service program. The results showed that the dominant teaching approach used to
develop the Employability skills in the community service course is problem-based learning
(PBL) approach. In addition, the findings show demonstration, lecture and quiz as among the
most dominant teaching method practiced by instructor and the most dominant assessment
method practiced by all respondents are examination, projects and presentation. The
discussion was based on the findings and several recommendations were made to improve
the quality of education, particularly at higher education level.
Keywords: teaching approach, teaching method, assessment method, employability skill,
community service
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
47
Penerbit
Akademia Baru
The Relationship between Training, Learning and
Career Development Strategies on Engineers’
Intention to Stay
Chew Yee Cheong*,a , Rabeatul Husna Abdull Rahmanb and Ainul Syakira
Mahidi@Mohyedinc
Faculty of Management, Universiti Teknologi Malaysia, 81310 Skudai, Johor, Malaysia *,[email protected], [email protected], [email protected]
Abstract - This paper investigates the relationship between Human Resource Development
(HRD) strategies and Malaysian engineers’ intention to stay working with their employing
organization. It focuses on three main HRD strategies, namely training, learning and career
development. A total of 97 questionnaires were distributed to engineers in a multinational oil
and gas company, however only 68 were returned. The findings revealed a significant
positive relationship between all three main HRD strategies and engineers’ intention to stay,
whereby learning had the strongest unique contribution to explaining engineers’ intention to
stay than other HRD strategies. This finding implies that learning opportunities such as
challenging works, study leave, and multi-tasking role have the capacity to influence
employees’ intention to continue working in the company..
Keywords: human resources development, training, learning, career development, retention,
intention to stay, engineer
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
48
Penerbit
Akademia Baru
Science Attitudes Indicator Among Indigenous
Pupils
Nur Bahiyah Abdul Wahab*,1,a, Ahmad Zainal2 and Johar, Buniminl2
1Faculty of Science, Technology and Human Development, Universiti Tun Hussein Onn
Malaysia (UTHM), 86400 Parit Raja, Johor, Malaysia 2Faculty of Technical and Vocational Education, Universiti Tun Hussein Onn Malaysia
(UTHM), 86400 Parit Raja, Johor, Malaysia. *,[email protected]
Abstract - This research paper discusses the development of the Science Attitudes Indicators
among pupils. The two main objectives for this study are to develop the criteria of science
attitudes among indigenous pupils and thus to obtain the reliability of the criteria for the
science attitudes formed. A qualitative approach using document analysis and experts
interview protocol was conducted to form science attitude criteria among indigenous pupils.
Document analysis and expert interview data were analyzed manually using the matrix
frequency table. Cohen's Kappa reliability analysis were used to determine the agreement
index items for each of the criteria identified. The reliability of the nine criteria and 28
dimensions that were established for science attitude among indigenous pupils were tested
using quantitative approach. To get the reliability for these criteria, questionnaires were
distributed to 31 indigenous pupils throughout Johor, Malaysia. The findings of the Kappa
coefficient value was 0.84, which showed a very good agreement. Responses analyzed using
Rasch Model approach through Winstep software came out with Alpha Cronbach values of
0.98 for the criteria formed. The development of Science Attitude Indicators among
indigenous pupils is one of the research efforts to enhance the competency of indigenous
pupils, especially in the aspect of knowledge. The outcome of this study will be one of the key
elements for the development of Science Competency Standards for indigenous pupils.
Keywords: indicator, science attitudes, criteria, indigenous pupils
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
49
Penerbit
Akademia Baru
Identify Factors Sustainability of TVET Program
Based on Lecturer’s Competencies and Practices
in Malaysian Vocational College
Ahmad Zainal*,1,a , Nur Bahiyah Abdul Wahab2 and Johar Bunimin1
1Faculty of Technical and Vocational Education, Universiti Tun Hussein Onn Malaysia
(UTHM), 86400 Parit Raja, Johor, Malaysia 2Faculty of Science, Technology and Human Development, Universiti Tun Hussein Onn
Malaysia (UTHM), 86400 Parit Raja, Johor, Malaysia *,[email protected]
Abstract - This study aims to develop a Model of Sustainable Competency-based TVET
Program and Lecturer Practice of Malaysian Vocational College. This model is develop in 4
phases: Phase 1) Exploring factors predictor and moderator variables that affect the
dependent variable. Phase 2) Implementation of a pilot study. Phase 3) Running the actual
study on Vocational College lecturers throughout Malaysia. Phase 4) Develop and validate a
Sustainable of TVET Program Model. In the first phase, the issue of the study is identified
base on document analysis and expert interviews. The Matrix Analysis was formed based on
the findings. the analysis proceeded the formation of elements after obtaining agreement
from the experts. Once the factors and elements agreed upon, the researchers conducted a
qualitative analysis using the Fleiss Kappa to validate the attribute used to develop research
instruments. After Kappa analysis results were obtained, the questionnaire developed by
Kappa values more that exceeded > 0.61, indicating a good level of agreement. Next in
Phase 2, Pilot Studies conducted and the researchers analyze the item using Rasch
measurement model to determine the four diagnosis for inspection purposes to the functional
item. The analysis will be performed to determine (i) the reliability and separation of
individual items; (Ii) the Pt. Measure Corr for detecting polarity items that measure factors;
(Iii) compatibility (fit) item measure factors; and (iv) the value of standardized residual
correlation in determining leaning item. After going through the pilot process, researchers
obtain items that really qualified to run the actual study in Phase 3. Review category scale
measurements found five points Likert Scale suitable to be used in this study. These factors
are largely constructed and validated unidimensi a component or factor to Sustainability
Model Competency-based TVET Program and Practice of Malaysian Vocational College
Lecturer, an expected by the researchers. Phase 4: researchers conducted a Principal
Component Analysis (Principal Component Analysis - PCA) using Rasch Measurement
Model. to validate the developed model.
Keywords: sustainability of TVET program, Malaysian vocational college, lecturer’s
competencies and practice
Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences
28-30 June 2015, Johor Bahru, Malaysia
50
Penerbit
Akademia Baru
An Assessment of Gender Based Equality among
Students in Higher Education
Sultana A. M*,a, Kanthasamy A/L Nallusamy, Samsudin Suhaili and Norzalan H Yaacob
Department of Social and Citizenship Studies, Faculty of Human Science, Universiti
Pendidikan Sultan Idris (UPSI), 35900 Tanjong Malim, Perak, Malaysia. *,[email protected]
Abstract - The purpose of this section is to assess gender based equality among students in
higher education in Malaysia. The study was conducted in two higher learning institutions
such as International Islamic University Malaysia (IIUM) and Universiti Pendidikan Sultan
Idris (UPSI) in Malaysia. A total of 300 students (77 males & 223 females) were selected as
the respondents from the selected study areas using purposive sampling method. A survey
research design was employed in this study. Questionnaires were completed in a supervised
setting by the research protocol. The first objective of this study was to assess student’s
attitudes towards equality at higher learning institutions from traditional and non-traditional
perspectives. Results revealed that despite the majority of the respondents performed
favourable attitudes towards equality; less favourable attitude towards gender equality was
noted with respect to religious leadership and boys’ priority over girls in education. The
study examined whether there is any difference between male and female student’s attitudes
towards equality. Results showed that female students tended to have more egalitarian or
non-traditional attitudes towards equality. The study analyzed the relationship between the
demographic characteristics and student’s attitudes towards equality. The results revealed
that the ethnicity (r=0.26; p<0.01), region of residence (r=0.12; p<0.05), father’s
educational level (r=0.117; p<0.043) and family members of studying were significantly
related to the student’s attitudes towards equality.
Keywords: equality, inequality, gender norms, traditional, non-traditional
51
List of Authors
A
Abu Bakar Abdul Hamid Universiti Teknologi Malaysia, Malaysia
Ahmad Zainal Universiti Tun Hussein Onn, Malaysia
Ainul Syakira Mahidi@Mohyedin Universiti Teknologi Malaysia, Malaysia
Akmal Aini Othman Universiti Teknologi MARA, Malaysia
Ali A. Asgari Universiti Teknologi Malaysia, Malaysia
Amin Vakilbashi Universiti Teknologi Malaysia, Malaysia
Anim Zalina Azizan Universiti Tun Hussein Onn Malaysia, Malaysia
Anuar M A Universiti Teknologi Malaysia, Malaysia
Arfah Salleh Universiti Putra Malaysia, Malaysia
Arslan Umar Universiti Teknologi Malaysia, Malaysia
C
Chew Yee Cheong Universiti Teknologi Malaysia, Malaysia
F
Fatin Aliah Phang Universiti Teknologi Malaysia, Malaysia
G
Gbenga M. Akinyemi Universiti Putra Malaysia, Malaysia
H
Hamed Sayyar Universiti Teknologi Malaysia, Malaysia
Hamid M Z Universiti Teknologi Malaysia, Malaysia
Hamid N I N A Universiti Teknologi Malaysia, Malaysia
Hapriza Ashari Universiti Teknologi Malaysia, Malaysia
Hashanah Ismail Universiti Putra Malaysia, Malaysia
Haslinah Muhamad Universiti Putra Malaysia, Malaysia
Ho Chin Siong Universiti Teknologi Malaysia, Malaysia
I
Inda Sukati Universiti Teknologi Malaysia, Malaysia
J
Johar Bunimin Universiti Tun Hussein Onn, Malaysia
Junichi Fujino National Institute for Environmental Studies, Japan
K
Kahirol Mohd Salleh Universiti Tun Hussein Onn Malaysia, Malaysia
52
Kamaruzaman Yusoff Universiti Teknologi Malaysia, Malaysia
Kamin Y Universiti Teknologi Malaysia, Malaysia
Kanthasamy A/L Nallusamy Universiti Pendidikan Sultan Idris, Malaysia
Karimiyazdi R Universiti Teknologi Malaysia, Malaysia
Kassim S M Universiti Teknologi Malaysia, Malaysia
Khairiah Soehod Universiti Teknologi Malaysia, Malaysia
L
Lai Chee Sern Universiti Tun Hussein Onn Malaysia, Malaysia
Latib A A Universiti Teknologi Malaysia, Malaysia
M
Maiko Suda Ibaraki University, Japan
Malini Kanjanapathy Universiti Teknologi Malaysia, Malaysia
Mansoureh Ebrahim Universiti Teknologi Malaysia, Malaysia
Mimi Mohaffyza Mohamad Universiti Tun Hussein Onn Malaysia, Malaysia
Minghat A D Universiti Teknologi Malaysia, Malaysia
Mohamed A. Elhabib Universiti Teknologi Malaysia, Malaysia
Mohd Nazli Mohd Nor Universiti Malaysia Terengganu, Malaysia
Mohd Rodzi Embong Universiti Malaysia Terengganu, Malaysia
Mohd Shoki Md. Ariff Universiti Teknologi Malaysia, Malaysia
Mokhber M Universiti Teknologi Malaysia, Malaysia
Muhammad Khairi Majid Universiti Teknologi Malaysia, Malaysia
Muhammad Sani Adamu Universiti Tun Hussein Onn Malaysia, Malaysia
N
Nik Muhammad N M Universiti Malaysia Kelantan, Malaysia
Nor Aiza Mohd Zamil Universiti Teknologi Malaysia, Malaysia
Nor Aziah Abu Kasim Universiti Putra Malaysia, Malaysia
Nor Lisa Sulaiman Universiti Tun Hussein Onn Malaysia, Malaysia
Norashikin Ismail Universiti Teknologi MARA, Malaysia
Norhani Bakri Universiti Teknologi Malaysia, Malaysia
Norhasni Zainal Abiddin Universiti Putra Malaysia, Malaysia
Norzalan. H. Yaacob Universiti Pendidikan Sultan Idris, Malaysia
Nur Bahiyah Abdul Wahab Universiti Tun Hussein Onn, Malaysia
Nur Liyana Mohamed Yousop Universiti Teknologi MARA, Malaysia
Nur Naha Abu Mansor Universiti Teknologi Malaysia, Malaysia
Nurul Nurhidayatie Muhamad Ali Universiti Malaysia Terengganu, Malaysia
O
Omer Yilmaz Universiti Malaya, Malaysia
R
Rabeatul Husna Abdull Rahman Universiti Teknologi Malaysia, Malaysia
Ramakrishnan S Universiti Teknologi Malaysia, Malaysia
53
Ramayah T Universiti Sains Malaysia, Malaysia
Rasoul Asgarpour Universiti Teknologi Malaysia, Malaysia
Ratu Mutialela Caropeboka Universiti Pendidikan Sultan Idris, Malaysia
Razali N H Universiti Teknologi Malaysia, Malaysia
Ridzwan R Universiti Malaysia Kelantan, Malaysia
Rohaida Basiruddin Universiti Teknologi Malaysia, Malaysia
Rohaizat Bahrun Universiti Teknologi Malaysia, Malaysia
Roshaiza Taha. Universiti Malaysia Terengganu, Malaysia
Rugchatjaroen K Mahidol University, Thailand
S
Samsudin Suhaili Universiti Pendidikan Sultan Idris, Malaysia
Shafie A S Universiti Malaysia Kelantan, Malaysia
Siti Zaleha Abdul Rasid Universiti Teknologi Malaysia, Malaysia
Sofian Ibrahim Universiti Teknologi Malaysia, Malaysia
Sultana A M Universiti Pendidikan Sultan Idris, Malaysia
Sunita Rega Kathiravelu Universiti Teknologi Malaysia, Malaysia
T
Tan G G Universiti Teknologi Malaysia, Malaysia
Tan S L Universiti Teknologi Malaysia, Malaysia
V
Vaicondam Y Universiti Teknologi Malaysia, Malaysia
Vakilbashi A Universiti Teknologi Malaysia, Malaysia
W
Wan Fauziah Wan Yusoff Universiti Tun Hussein Onn Malaysia, Malaysia
Wong Wai Yoke Universiti Teknologi Malaysia, Malaysia
Z
Zuraidah Ahmad Universiti Teknologi MARA, Malaysia
Zuraidah Binti Sulaiman Universiti Teknologi Malaysia, Malaysia
54
Index
A
accounting education, 12
asnaf, 24
assessment method, 28
audit
fees, 14
firm rotation, 14
B
behaviour, 16
blueprint, 17
brand loyalty, 21
C
capital
investment, 7
structure, 13
career development, 29
community service, 28
competencies, 16
continuous learning, 1
corporate
governance, 15
social relationship, 9
social responsibility, 5
criteria, 30
customer
perceived value, 6
satisfaction, 21
value, 6
D
decision
process, 20
quality, 20
specific characteristics, 20
directors’ busyness, 15
doctoral, 2
E
economic growth, 4
education, 1
electronic service quality, 26
employability skill, 28
employee outcomes, 19
employment
law, 23
legislation, 23
rights, 23
engineer, 29
entertainment, 18
entrepreneurial leadership, 25
equality, 32
e-S-Qual, 26
ethical
climate, 16
decision making, 16
ethics, 12
experience, 16
F
financial
performance, 5, 9
performance, 13, 14
FMCGs, 21
formation of identity, 3
frequency of board meeting, 15
G
gauge R & R, 8
gender equality, 27
gender
norms, 32
perspective, 27
H
higher education,
human behaviours, 8
37
human resource
practitioner, 23
development, 4, 29
practices, 19
I
implementation model, 17
indicator, 30
indigenous pupils, 30
inequality, 32
information
integration, 11
sharing, 11
technology, 11
institution, 24
intellectual asset, 1
intention to stay, 29
K
knowledge, 16
management, 1
sharing, 1
L
learning, 29
lecturer’s competencies and practice, 31
legal knowledge, 23
logistics integration, 11
low carbon awareness, 17
M
Malaysia, 14
Malaysian
listed companies, 5
vocational college, 31
market mavenism, 18
Medresetü’z-Zehra, 22
micro enterprises, 10
MIM application, 18
mismanagement, 24
N
net liquidity balance, 7
non-traditional, 32
O
Oman, 15
organization slack, 20
organizational innovation confidence, 25
P
perceived service satisfaction, 26
performance, 15
PLS-SEM, 25
pressure, 16
price, 6, 21
process improvement, 8
product quality, 6
professional training, 16
program, 2
public
sector, 1
service motivation, 19
purposive value of message, 18
Q
quality
improvement, 4
management, 8
R
receptivity of innovation, 25
responsibilities, 16
retention, 29
Risâle-i Nur, 22
risk management, 10
S
science attitudes, 30
service quality, 6
skills, 16
small and medium-sized enterprises, 23
SMEs risk, 10
social
equity, 2
identity, 18
social
networks, 25
structure, 3
socialization of moral values, 3
38
statistics process control, 8
sustainability of TVET Program, 31
T
takaful, 10
teaching
approach, 28
method, 28
technology, 4
the New Sa’id, 22
the Third Sa’id, 22
traditional, 32
training, 29
trust, 21
TVET, 27
V
viral marketing, 18
W
working capital
management, 7
requirement, 7
Z
zakat
collection, 24
management, 24