Letter of Acceptance PROCEEDING OF THE 1 ST …akademiabaru.com/wvsocial/temp/WVSOCIALproc.pdfThe...

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

Proceedings of the 1st World Virtual Conference on Social and Behavioral Sciences

28-30 June 2015, Johor Bahru, Malaysia

1

Penerbit

Akademia Baru

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



2

Penerbit

Akademia Baru

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



3

Penerbit

Akademia Baru

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;



4

Penerbit

Akademia Baru

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.



5

Penerbit

Akademia Baru

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.



6

Penerbit

Akademia Baru

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



7

Penerbit

Akademia Baru

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.”



8

Penerbit

Akademia Baru

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



9

Penerbit

Akademia Baru

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



10

Penerbit

Akademia Baru

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,



11

Penerbit

Akademia Baru

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,



12

Penerbit

Akademia Baru

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



13

Penerbit

Akademia Baru

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



14

Penerbit

Akademia Baru

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



15

Penerbit

Akademia Baru

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



16

Penerbit

Akademia Baru

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.

REFERENCES

[1] Abili, D. K., Thani, F. N., Mokhtarian, F., & Rashidi, M. M. (2011). The role of

effective Factors on Organizational Knowledge Sharing. Procedia - Social and

Behavioral Sciences, 29, 1701 – 1706.

[2] Alajmi, B. (2008). Understanding Knowledge-Sharing Behavior: A Theoretical

Framework.

[3] Arora, E. (2011). Knowledge Management in Public Sector. Journal of Arts Science &

Commerce, 2(1), 165-171.

[4] Azhar, N.H.B.B. (2012). "MOTIVATION FACTORS ON KNOWLEDGE SHARING

AMONG PUBLIC SECTOR ORGANIZATIONS IN MALAYSIA", MBA Research

Report. Retrieved from

http://eprints.usm.my/26711/1/MOTIVATION_FACTORS_ON_KNOWLEDGE_SHA

RING.pdf

[5] Connelly, C. E., & Kelloway, E. K. (2003). Predictors of employees' perceptions of

knowledge sharing cultures. Leadership & Organization Development Journal, 24(5/6),

294−301.

[6] Dawes, S. S., Gharawi, M. A., & Burke, G. B. (2012). Transnational public sector

knowledge networks: Knowledge and information sharing in a multi-dimensional

context. Government Information Quarterly, 29, 112-120.

[7] Gagné, M. (2009). A Model for Knowledge Sharing Behavior. Human Resource

Management, 48(4), 571– 589.

[8] Goh, S.K and Sandhu, M.S. (2013). “Knowledge Sharing Among Malaysian

Academics: Influence of Affective Commitment and Trust” The Electronic Journal of

Knowledge Management, 11(1), pp. 38-48.

[9] Gupta, A., & Govindarajan, V. (2000). Knowledge management’s social dimension:

lessons from Nucor Steel. Sloan Management Review, 42(1), 71-80.

[10] Hendriks, P. (1999). Why Share Knowledge? The Influence of ICT on the Motivation

for Knowledge Sharing. Knowledge and Process Management, 6(2), 91–100.



17

Penerbit

Akademia Baru

[11] Hendriks, P.H.J. (2001), Many rivers to cross: from ICT to knowledge management

systems, Journal of Information Technology, 16, 57-72.

[12] Ipe, M. (2003). Knowledge Sharing in Organizations: A Conceptual Framework.

Human Resource Development Review, 2(4), 337-359.

[13] Ismail, M.B., & Yusof, Z. M. (2008). Factors affecting knowledge sharing in public

organisations in Malaysia. In Knowledge Management International Conference and

Exhibitions (KMICe).

[14] Kaplan, R. S., & Norton, D. P. (2007). Using the Balanced Scorecard as a Strategic

Management System. Harvard Business Review, 1-15.

[15] Kathiravelu, S.R., Mansor, N.N.A. and Kenny, K. (2013). "Factors Influencing

Knowledge Sharing Behavior (KSB) among Employees of Public Services in

Malaysia", International Journal of Academic Research in Economics and Management

Sciences, 2(3), pp. 107-119.

[16] Keijzer, N., Ørnemark, C. and P. Engel (2006) Networking for learning: The human

face of knowledge management? ECDPM Policy Management Brief no. 18.

ECDPM: Maastricht

[17] Koenig, M.D. and Srikantaiah, T.K. (2000a), ‘‘The evolution of knowledge

management’’, in Srikantaiah, K. and Koenig, M.E.D. (Eds), Knowledge Management

for the Information Professional, Information Today Inc., Medford, NJ, pp. 37-

61.

[18] Kumar, N., & Rose, R. C. (2012). The impact of knowledge sharing and Islamic work

ethic on innovation capability. Cross Cultural Management, 19(2), 142-165.

[19] Lauring, J., & Selmer, J. (2011). Multicultural organizations: common language,

knowledge sharing and performance. Personnel Review, 40(3), 324 - 343.

[20] Lee, J. -H., Kim, Y.-G., & Kim, M. -Y. (2006). Effects of managerial drivers and

climate maturity on knowledge-management performance: Empirical validation.

Information Resources Management Journal, 19(3), 48−60.

[21] Levin, D. Z., Cross, R., Abrams, L. C., & Lesser, E. L. (2002). Trust and knowledge

sharing: A critical combination. Somers, NY: IBM Institute for Knowledge-Based

Organizations.

[22] Ling, C. T. (2011). Culture and Trust in Fostering Knowledge-Sharing. The Electronic

Journal of Knowledge Management, 9(4), 328-339.

[23] Lubiga, et.al. (2010). Using ICT to enhance Knowledge Management in higher

education: A conceptual framework and research agenda: International Journal of

Education and Development using Information and Communication

Technology(IJEDICT), 2010, Vol. 6, Issue 4, pp.83-101.

[24] McGraw, K. and K. Harrison-Briggs (1999). Knowledge Acquisition: Principles and

Guidelines. Englewood Cliffs, NJ: Prentice Hall.

[25] Mei, Y. M., Lee, S. T., & Al-Hawamdeh, S. (2004). Formulating a communication

strategy for effective knowledge sharing. Journal of Information Science, 30(1), 12-22.



18

Penerbit

Akademia Baru

[26] Mihai, A. (2009). Improving Knowledge Sharing in an Open Informal Network:

Knowledge Management in Open Coffee. Dissertations: Paper 26, 1-22.

[27] Noor, N. and Salim, J. (2011). "Factors Influencing Employee Knowledge Sharing

Capabilities in Electronic Government Agencies in Malaysia", IJCSI International

Journal of Computer Science Issues, 8(4), pp. 106-114.

[28] O'Dell, C., & Hubert, C. (2011). Building a Knowledge-Sharing Culture. The Journal

for Quality and Participation, 34, 22-26.

[29] Othman, M., & Egbu, C. O. (2009, May). Issues associated with knowledge sharing

initiatives in government agencies in Malaysia. In CIB World Conference 2010 (Vol. 1).

School of Built Environment, The University of Salford.

[30] Pedersen, P.E. (2003). Adoption of mobile Internet services: an exploratory study of

mobile commerce early adopters. Retrieved August 11, 2010 from

http://ikt.hia.no/perep/earlyadopt_paper.pdf

[31] Riege, A., & Lindsay, N. (2006). Knowledge management in the public sector:

stakeholder partnerships in the public policy development. Journal of Knowledge

Management, 10(3), 24-39.

[32] Ramayah, T, Jasmine, A. L, Yeap, J I, (2013). An Empirical Inquiry on Knowledge

Sharing Among Academicians in Higher Learning Institutions. Minerva: A Review of

Science, Learning and Policy, 51(2), 131-154.

[33] Rogers, E.M. (2003), Diffusion of innovations, 5th ed. New York : The Free Press.

[34] Sandhu, M. S., Jain, K. K., & Ahmad, I. U. (2011). Knowledge sharing among public

sector employees: evidence from Malaysia. International Journal of Public Sector

Management, 24(3), 206-226.

[35] Siddiquee, N. A. (2010). Managing for results: lessons from public management reform

in Malaysia. International Journal of Public Sector Management, 23(1), 38-53.

[36] Sutton, M. (2006). Knowledge citizen's approach to knowledge sharing, rewards and

incentive. South African Journal of Information Management, 8(3), 1-4.

[37] Syed-Ikhsan, S. O., & Rowland, F. (2004). Knowledge management in a public

organization: a study on the relationship between organizational elements and the

performance of knowledge transfer. Journal of Knowledge Management, 8(2), 95-111.

[38] Syed Ikhsan S. O., & Rowland, F. (2007). Knowledge management in public

organisations in Malaysia. Do people really share? Available

at:http://www.kmtalk.net/article.php?story=200706240101037.

[39] Tsui, L. (2006). A Handbook on Knowledge Sharing: Strategies and Recommendations

for Researchers, Policymakers, and Service Providers . Edmonton, Alberta:

Community-University Partnership for the Study of Children, Youth, and Families

(CUP).

[40] Wickramasinghe, V., & Widyaratne, R. (2012). Effects of interpersonal trust, team

leader support, rewards, and knowledge sharing mechanisms on knowledge sharing in



19

Penerbit

Akademia Baru

project teams. VINE: The journal of information and knowledge management systems,

42(2), 214-236.

[41] Yusof, N. I., Masrek, M. N., & Noordin, S. A. (2012). Determinants of Knowledge

Productivity among Administrative and Diplomatic Officers: An Exploratory

Study.



20

Penerbit

Akademia Baru

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



21

Penerbit

Akademia Baru

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



22

Penerbit

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



23

Penerbit

Akademia Baru

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



24

Penerbit

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



25

Penerbit

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.



26

Penerbit

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



27

Penerbit

Akademia Baru

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



28

Penerbit

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



29

Penerbit

Akademia Baru

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



30

Penerbit

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



31

Penerbit

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



32

Penerbit

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



33

Penerbit

Akademia Baru

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



34

Penerbit

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



35

Penerbit

Akademia Baru

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



36

Penerbit

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



37

Penerbit

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



38

Penerbit

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



39

Penerbit

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



40

Penerbit

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



41

Penerbit

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)



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



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



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


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



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



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



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


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



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



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



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

Letter of Acceptance PROCEEDING OF THE 1 ST …akademiabaru.com/wvsocial/temp/WVSOCIALproc.pdfThe...

Documents

Transcript of Letter of Acceptance PROCEEDING OF THE 1 ST …akademiabaru.com/wvsocial/temp/WVSOCIALproc.pdfThe...