The Mediating Role of Perceived Organizational Support on the Relationship between Pay and Intention to Stay

Md Lazim Bin Mohd Zin KINFORMS 2017 Management Review Vol.12 No.1

In this study, pay is examined to understand it influences on employee retention, especially among IT employees in organization. The study also examines the mediating role of perceived organizational support on the relationship between pay and intention to stay. This study adopts quantitative approach to investigate the relationship between pay and intention to stay, and mediating role of perceived organizational support on this relationship. Toward this objective, a total of 832 questionnaires were mailed to a representative of the organization. A total of 220 questionnaires were returned, and only 178 were usable for further analysis, representing a response rate of 21.39%. Results from 178 participants indicate that salary and bonus were related to intention to stay. While perceived organizational support was found to partially mediate the relationships between salary and intention to stay, and fully mediate the relationship between bonus and intention to stay. This finding shows that pay and organizational support are crucial factors for encouraging employees to stay in organization. Thus, best practice of pay management must be implemented, and this practice will shows high level of organization support to employees’ need and wellbeing. Consequently, employee retention can be managed efficiently.

The Determinants of Human Resource Information System Success in Japanese Manufacturing Companies

Md Lazim Mohd Zin,Hadziroh Ibrahim,Zuraidah Hassan 한국유통과학회 2016 Asian Journal of Business Environment (AJBE) Vol.6 No.4

Purpose - The study sought to examine the relationship between individual characteristics and system features and Human Resource Information System (HRIS) success in Japanese manufacturing companies in Malaysia. Research Design, Data, and Methodology – This study adopt quantitative approach to investigate the relationship between individual characteristics and system features and HRIS. Toward this objective, a total of 700 questionnaires were mailed to a representative of the organization. A total of 187 questionnaires were returned, and only 145 were usable for further analysis, representing a response rate of 20.71%. Result - Results indicated that individual characteristics and two dimensions of system characteristics (ease of use and training) were significantly related to HRIS success. Unexpectedly, the results showed that the third dimension of system features (documentation) was unrelated to HRIS success. Conclusions - The results partially support the underlying arguments that individual characteristics and system characteristics have significant influences on HRIS success. The finding suggests that HRIS success in the organization can be generated as a result of good implementation of system support and employees’ readiness to apply HRIS in their jobs.

Investigating the Determinants of Public Servant Income Management

Md Lazim Mohd Zin,Hadziroh Ibrahim,Ahmad Zafwan Sulaiman 한국유통과학회 2018 Asian Journal of Business Environment (AJBE) Vol.8 No.2

Purpose - This study aims to examine the determinants of income management of the public servant. Three independent variables are examined such as attitude towards money, financial capability and debt management while the dependent variable is financial wellbeing of public servants. Research design, data, and methodology – Quantitative research is applied in this study, and data are collected by using cross sectional approach. Survey questionnaires are obtained from 270 respondents, which represents 79% response rate. The multiple regressions are used to examine the influence of attitude towards money, financial capability and debt management towards financial wellbeing. Results - The result of the multiple regression indicated positive influences of attitude towards money and financial capability on financial wellbeing. However, debt management found no significant influence on financial wellbeing. Conclusions - Research findings show that people have different attitudes towards money and different trends of expenditure. It is also crucial to be highlighted that employees’ attitude and financial capability have a greater influence on overall satisfaction with employees’ financial wellbeing. Some would want to show off their luxury items they bought to close friends or relatives and some are very prudent in making expenditures even for necessity items.

The Influence of Individual Characteristics, Training Content and Manager Support on On-the-Job Training Effectiveness

Hadziroh IBRAHIM,Md. Lazim Mohd ZIN,Punitha VENGDASAMY 한국유통과학회 2020 The Journal of Asian Finance, Economics and Busine Vol.7 No.11

The study examines the influence of individual characteristics, training content, and manager support on the effectiveness of on-the-job (OJT) training in the banking and finance industry. A simple random sampling technique was used to select the samples. Questionnaires were distributed to respondents in order to obtain the data. Using cross-sectional data obtained from 396 respondents in Bank A in Malaysia, the multiple regression results show that self-efficacy, motivation to learn, training content, and manager support have positive influence on OJT training effectiveness. Among all these factors, manager support is very highly correlated with OJT training effectiveness. The findings have given fruitful insight of the crucial roles of OJT training in the respective bank, particularly to bring forward the roles of systematic design and implementation of OJT training. This study is not only expanding knowledge in OJT and training, but offers managers practical insights in developing good OJT training program by considering employees need, capabilities, skills and job requirement. Furthermore, this study also provides a valuable framework in identifying the effectiveness of OJT training program for certain jobs. Further discussion of the research findings and its implications to theoretical knowledge of training and managers are promised at the end of the article.

Impact of Intention and Technology Awareness on Transport Industry’s E-service: Evidence from an Emerging Economy.

Umair Ahmed,Md Lazim Mohd Zin,Abdul Halim Abdul Majid 한국유통과학회 2016 The Journal of Industrial Distribution & Business( Vol.7 No.3

Purpose - Usage of E-services is critical for businesses to maximize work efficiency and gain competitive advantage. The aim of the study is to explore how awareness of technology and e-services usage in an emerging economy in Pakistan. The studies aimed to explore as to what extent these factors can potentially motivate transport employees towards e-services; who are generally not aware about technology and hence also not confident in using it also. Research design, data, and methodology - Employees from the three transport subsidiary units from a large private company in Pakistan were sampled for the study. Through using self-administered technique, the questionnaires were distributed during the month of April, 2016 to 189 employees. A total of 150 responses were taken further for analysis where the study found a positive link between awareness of technology and e-services usage. Results - This study found positive relationship between intention to use and e-service usage among the employees of three subsidiary units. The paper has reported 30 percent variance explained by the predicting variables in relation with e-services usage. Conclusions - Employees could be motivated to use e-services and latest technology through enhancing their awareness about their respective importance and viability. Accordingly, organizations can foster employees’ intentions to use to enhance e-service usage.

HR Moderating HR: Critical link between Developmental HR Practices and work engagement in a Moderated Model

Umair Ahmed,Abdul Halim Abdul Majid,Md Lazim Mohd Zin KINFORMS 2016 Management Review Vol.11 No.2

This conceptual paper sheds light on the concept of work engagement. Employees engaged in their work are bursting with energy, dedication and immersion in work. The article offers an overview of the concept of work engagement and the major gaps in its literatures, particularly in relation with developmental HRM (employee training and career development) practices. The evidences quoted in the review have indicated towards the critical significance of HRM practices on work engagement. Notably, the review also provides adequate support towards the potential moderating role of performance appraisal perceptions upon developmental HRM and work engagement relationships.