ACTIVATING PRO-ENVIRONMENTAL BEHAVIOUR AT THE WORKPLACE THROUGH GREEN HUMAN RESOURCE MANAGEMENT PRACTICES: THE ROLE OF PERCEIVED INNOVATION CHARACTERISTICS Hamidah Md Yusop, Ainul Azreen Adam, Tan Peck Leong, Chandramalar Munusami, Siti Aishah Hussin International Journal of Business and Society, 2024 This study explores the influence of seven green human resource management (GHRM) practices and perceived innovation characteristics (PICs) on employees' pro-environmental behaviour (PEB) at the workplace. It bridges a gap in research that combines the Ability-Motivation-Opportunity (AMO) and Diffusion of Innovation (DOI) theories. Utilizing partial least squares structural equation modelling (PLS-SEM) and survey data of 366 employees from six Malaysian development financial institutions, the findings suggested that four out of seven GHRM practices have a positive direct effect on PEB. Additionally, PICs mediate the relationship between four GHRM practices and PEB, suggesting the importance of employee perceptions of GHRM practices in fostering workplace PEB.
Relationship between human resource management practices and employee’s job performance in selected private Health Care Sector, Selangor, Malaysia Nurhafizah Zainal, Nor Nazeranah Omar Din, Chandramalar Munusami Human Resources Management and Services, 2023 Human resource management practices are crucial, especially in the private healthcare sector. This could be because managing personnel in the healthcare sector is particularly challenging; therefore, meeting every employee's needs is crucial. Recently, the healthcare sector has experienced a scarcity and unbalanced distribution of employees due to job turnover. In addition, employee performance in the private healthcare sector has shown a slight drop due to the dissatisfaction of employees toward human resource practices such as unattractive compensation and rewards packages, bias in performance appraisal, lack of training and development, and many more. Therefore, this study is conducted to examine the impact of human resource practices on employees' job performance. Specifically, there are three main human resource practices observed as factors that contribute to an employee's job performance. The three human resource practices are compensation and benefits, performance appraisal, and training and development. There were four private hospitals operating in Selangor, Malaysia, chosen as a sample for this study. The private hospitals are KPJ Selangor Specialist Hospital, Columbia Asia Hospital Puchong, Assunta Hospital PJ, and Sunway Medical Centre. Out of these four private hospitals, there were about 291 employees working at the front desk: nurses, clinical workers, and administration staff were chosen as respondents in this study. The questionnaires were distributed to the respondents by hand. The data collected was analyzed using SPSS version 29. The findings indicate that employee job performance in Malaysian private hospitals is positively correlated with compensation and benefits. Employees feel motivated by compensation, which encourages them to increase their production and work more efficiently. Additionally, the findings also suggest that performance appraisal and training and development significantly contribute to employee job performance.
Green Human Resource Management and Employee Pro-Environmental Behavior: Environmental Knowledge Best Mediate or Moderate the Relationship? Hamidah Md Yusop, Ainul Azreen Adam, Abdul Rahman Abdul Rahim, Chandramalar Munusami, Siti Aishah Hussin Malaysian Journal of Consumer and Family Economics, 2023 Malaysia is known as a laggard in adopting environmental and social elements in projecting economies towards greener growth pathways. Accordingly, Malaysia should address this issue by directing efforts towards low-carbon and inclusive green economies rather than simply growing the economy faster. The service sector is regarded as the largest GDP contributor to economic growth. However, it demonstrates the relatively slower pace of green practices and thinking in Malaysian financial institutions. This study aims to examine the role of seven green human resource management practices as independent variables and environmental knowledge in explaining the pro-environmental behavior of employees. PLS-SEM was utilized to ascertain the causal effect between the variables, and the results were based on a survey collected from employees (N=366) in six Malaysia Development Financial Institutions (DFIs). The findings indicate that four out of seven independent variables have a positive direct effect on employee pro- environmental behavior (R2 = 68.4 percent). On the other hand, the results suggest that environmental knowledge is not an important mediator or moderator in enhancing employee behavior within this study context. However, it is worth taking into consideration that this knowledge, if utilized properly through proper implementation of organizational green practices, will enhance employee pro-environmental behavior. In other words, the significant determinants should be improved, and the non-significant determinants should be looked closely upon and strategized properly to create the same positive impact on environmental behavior. This study has extended the research on employees in six Malaysian DFIs by examining the influence of the Ability-Motivation-Opportunity core constructs. These examinations resonate with the necessity to understand whether the constructs together with personal norms of the Norm Activation Model can explain employees’ environmental behavior. This study established an alternative philosophical framework for employees and organizations to adopt a transformative change strategy.
Knowledge management practices: An exploratory study at the Malaysian higher education institutions Balakrishnan V Nair, Chandramalar Munusami Journal of Research in Innovative Teaching and Learning, 2020 Purpose The purpose of this paper is to investigate KM practices that may be in place in the higher education institutions (HEIs) and whether the KM practices are made known to the employees for improving the teaching and learning environment provided at the Malaysian higher education institutions. Design/methodology/approach Data were collected using a personal administrated method made available to private higher education institutions academic members in five states with 30 or more employees. A total of 1,100 survey questionnaires were handed out, out of which 273 were collected and were usable (24.8 per cent response rate). The sample was checked for response and non-response bias. Results were tested using SPSS application and questionnaire tools. Findings It was essential to establish the knowledge management (KM) capacity in key areas such as the ability to recognise experts within the institution, leadership’s innovation, knowledge sharing and knowledge acquiring work culture, and technology usage. KM tools and techniques would help the institutions to meet their competitive goals; therefore, it is vital for HEIs to create KM awareness among the employees. Research limitations/implications Similar to most studies, it is anticipated that the participants’ awareness of KM practices at their HEIs is very high. The samples were collected to evaluate the general view of KM awareness and how participants perceived KM practices. The total samples received for this study were expected; however, they were sufficient to study the impact. Practical implications This paper provides support for the importance of KM practices and employees awareness at HEIs to enhance innovation and performance teaching and learning environment. Originality/value This paper is one of the first papers to find empirical support for the role of KM practices at HEIs. Further, the positioning of KM practices as a competitive tool can be considered as an influential factor to competitive advantage.
Estimation of willingness to pay for wastewater treatment service improvement in Malaysia International Journal of Business and Society, 2016
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