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International Journal of Management Studies (IJMS) Vol. 28, No. 1, January 2021

1Gopalan Raman, 1Ng Lee Peng & 2Chen, I-Chi
1Department of Business and Administration
2Department of Marketing
Universiti Tunku Abdul Rahman, Malaysia
1Corresponding author:    
Abstract Ɩ Full Text
Academics exert themselves tremendously to advance in higher education institutions, and their leaders’ emotional intelligence and idealised influence are fundamental to responsiveness regarding performance. The effects of transformational leadership on job performance have been established, but a single component, idealised influence, has been neglected. Hence, this study aims to investigate the potential mediating effects of academic leaders’ idealised influence between academic leaders’ emotional intelligence and subordinates’ job performance. Approximately 386 questionnaires from five Malaysian public research universities were obtained. The partial least squares structural equation model was utilised in dichotomising the measurements. Drawing from attribution theory and social exchange theory, it was predicted that academic leaders’ idealised influence will mediate the relationship between academic leaders’ emotional intelligence and their subordinates’ job performance. However, the study reveals that the relationship between academic leaders’ emotional intelligence and their subordinates’ job performance was not mediated by academic leaders’ idealised influence. This study is useful for government and higher institutions in planning, developing, and implementing programs or policies in producing highly talented academic leaders in Malaysian research universities.
Keywords:  Academic leaders, emotional intelligence, idealised influence, job performance.

1Azman Ismail, 2Noor Azmi Mohd Zainol, 3Hilmi Azani Husain, 4Nurshahira Ibrahim & 5Yusof Ismail
1Faculty of Economics & Management, Universiti Kebangsaan Malaysia
2Faculty of Defence Study & Management
3Language Centre
National Defence University of Malaysia
4Academy of Contemporary Islamic Studies, Universiti Teknologi MARA Pahang, Malaysia
5Kulliyah of Economics & Management Sciences, International Islamic University, Malaysia 
1Corresponding author: 
Abstract Ɩ Full Text
Lacking awareness of appropriate type of power to apply might cause top management to implement equitable practices that fail to produce job satisfaction among subordinates. This study attempts to assess the relationship between organisational justice, power distance and job satisfaction among employees of Selangor Office of State secretary, Malaysia. It employed a survey method to gather data from the employees. The SmartPLS is used to evaluate the psychometric properties of the survey data and test the research hypotheses. The results of SmartPLS path model analysis revealed two important findings: First, the interaction between distributive justice and low power distance was significantly correlated with job satisfaction. Second, the interaction between procedural justice and high-power distance was significantly correlated with job satisfaction. This outcome confirms that the relationship between distributive justice and job satisfaction is moderated by low power distance, while the relationship between procedural justice and job satisfaction is moderated by high power distance. Further, significant recommendations from this study can help practitioners to understand diverse perspectives of power distance and draw up cross-cultural management plans to enable their human resource to contribute towards the attainment of the organisation’s vision and missions.
Keywords: Organisational justice, management, power distance, job satisfaction, SmartPLS.

1Munir Hussain & 2Shujaat Mubarik
1Faculty of Management Sciences, Barrett Hodgson University, Pakistan
2College of Business Management, Institute of Business Management, Pakistan 
1Corresponding author: 
Abstract Ɩ Full Text
This paper argues that classical socialisation theories generally discuss the organisational structures rather than the newcomer’s psychology of relationships in any organisation and contributes to the socialisation stage model. In doing so, this research proposes an Organisational Theory of Relationship (OTR) for understanding the relationships of human resources in any organisation in four stages, namely fascination, contention, adaptation and adoration. The four stages have been examined in an empirical setting based on the data collected from 270 participants. Using the structural equation modelling, the measurement model validity was ascertained and several hypotheses were tested. The findings reveal that all employees in any organisation, intentionally or unintentionally, undergo some or all of the four stages. This model can provide a better insight into the organisational socialisation and individualism of its human resource. It also recommends the organisations to adopt the best possible strategies for uplifting employees’ psychological engagement to utilise their full potentials. The findings of the study can help to understand socialisation in relation to interpersonal relationships and provide a foundation for making   socialisation in the organisation better.
Keywords: Organisational theory of relationship, organisational socialisation, attitudes, stage model, human resource.

1Raihan Ashikin Mohd Nor, 2Hawati Janor, 3Mohd Hasimi Yaacob & 4Noor Azuan Hashim
1Faculty of Economics and Management
2Center for Sustainable & Inclusive Development Studies 
3Center for Governance Resilience & Accountability Studies
4 Center for Value Creation and Human Well-Being Studies
Universiti Kebangsaan Malaysia
3Corresponding author:
Abstract Ɩ Full Text
This paper examines the influence of asymmetric information on foreign capital inflows in ASEAN PLUS THREE (ASEAN+3) countries. Linking capital flows to stock market setting, it substantiates other efforts concerning the debatable issues of the effect of asymmetric information on foreign direct investment (FDI) and foreign portfolio investment (FPI). The asymmetric information is captured through the stock market microstructure perspective on the width and depth dimensions using highly frequency cross sectional data from year 2000 to 2015. Roll and Amivest models are employed to quantify the width and depth aspects of the asymmetric information. Employing the panel data technique, the results demonstrate the significant effect of market transparency on foreign capital inflows specifically the FDI as compared to the FPI. An increase in the width and depth analysis based on the Amivest model signifies a high informational transparency, thus shows a lower asymmetric information which consequently leads to the high foreign capital inflows. The results of the study provide information to the policymakers in monitoring capital inflows on the aspect of market transparency and highlight the importance of the stock market microstructure in assessing the asymmetric information for ASEAN+3 countries.
Keywords: Asymmetry information, stock market microstructure, market transparency, capital inflow, ASEAN+3.

(Factors Affecting Youth Participation in the Oil Palm Plantation Sector)
1Wan Nur Sa’adah Surianshah, 2Lai Wei Sieng, 3Norlida Hanim Mohd Salleh, 4Siti Hajar Mohd Idris & 5Hawati Janor
Faculty of Economics and Management, Universiti Kebangsaan Malaysia 
2Corresponding author:
Abstrak Ɩ Full Text
Sektor perladangan kelapa sawit merupakan sektor yang sangat penting dalam industri pertanian dan merupakan penyumbang terpenting kepada ekonomi Malaysia. Namun begitu, isu tenaga buruh di sektor ini sering diperkatakan kerana masih berintensif buruh. Penyertaan golongan belia dalam sektor perladangan kelapa sawit adalah kurang memberangsangkan berbanding sektor lain walaupun sektor ini menawarkan peluang pekerjaan yang lebih luas. Oleh sebab itu, kajian ini bertujuan untuk mengenal pasti golongan belia yang lebih bersedia untuk melibatkan diri dalam sektor perladangan kelapa sawit berdasarkan faktor demografi mereka. Borang soal selidik digunakan bagi mengumpul data daripada responden yang terdiri daripada golongan belia berusia 18 hingga 35 tahun. Seramai 724 orang responden yang telah menjawab soal selidik ini mewakili setiap negeri di Malaysia. Data yang dikumpul dianalisis menggunakan kaedah analisis faktor dan model regresi logistik. Hasil kajian menunjukkan bahawa faktor jantina, bangsa, tempat tinggal, pengalaman, dan penglibatan ahli keluarga dalam sektor perladangan kelapa sawit merupakan faktor yang menyumbang kepada kesediaan belia untuk melibatkan diri dalam sektor tersebut. Faktor gaji, faedah, persekitaran kerja dan keselamatan perlu ditambah baik bagi menarik lagi minat golongan belia untuk melibatkan diri dalam industri pertanian negara khususnya di sektor perladangan kelapa sawit.
Kata kunci: Belia, tenaga buruh, kelapa sawit, faktor demografi, regresi logistik.
The oil palm plantation sector is a very important sector in the agricultural industry and is a major contributor to the Malaysian economy. However, the issue of labour in this sector is often addressed as it is labour-intensive. The participation of youths in the oil palm plantation sector is less favourable than the other sector although it offers greater employment opportunities. Therefore, this study aimed to identify youths who are better prepared to participate in the oil palm plantation sector based on their demographic factors. The questionnaire was used to collect data from respondents in the age range of 18 to 35 years. A total of 724 respondents answered this questionnaire representing each state in Malaysia. The data collected were analysed using the factor analysis method and logistic regression model. The results show that the gender, race, residence, experience and involvement of family members in the oil palm plantation sector are factors contributing to youths’ readiness to participate in the sector. Factors such as salary, benefits, work environment and safety factors need to be improved to attract more youths to participate in the agricultural industry, especially in the oil palm plantation sector. 
Keywords: Youth, labour force, oil palm, demographic factors, logistic regression.

(The Effects of Top Management Team Behavioural Integration on Organisational Agility in Malaysia: Absorptive Capacity as the Mediating Variable) 
1Khairul Naziya Kasim, 2Sofiah Md Auzair, 3Amizawati Mohd Amir & 4Nor Liza Abdullah
Fakulti Ekonomi dan Pengurusan, Universiti Kebangsaan Malaysia
1Corresponding author: 
Abstrak Ɩ Full Text
Kajian ini dijalankan untuk mengenal pasti kesan langsung dan tak langsung yang dimiliki oleh integrasi kelakuan kumpulan pengurusan atasan (KPA) ke atas dua keupayaan dinamik firma iaitu keupayaan pembelajaran dengan keupayaan konfigurasi semula, yang kedua-duanya diterjemahkan melalui pemboleh ubah kapasiti penyerapan dan ketangkasan organisasi. Analisis Partial Least Square ke atas maklum balas soal selidik daripada 159 buah firma perkilangan bersaiz besar dan sederhana di Malaysia menunjukkan terdapat hubungan positif yang signifikan antara integrasi kelakuan KPA dan kedua-dua kapasiti penyerapan serta ketangkasan organisasi. Hasil analisis juga menyokong hipotesis bagi hubungan tak langsung antara integrasi kelakuan KPA dan ketangkasan organisasi dengan kapasiti penyerapan sebagai faktor pengantara. Penemuan kajian ini menggesa KPA agar menonjolkan sikap yang mementingkan tingkah laku berkolaboratif, pertukaran maklumat yang berkualiti dan pembuatan keputusan secara bersama kerana ketiga-tiga aspek ini didapati secara kolektif memberi kesan yang positif kepada keupayaan dinamik firma. Dapatan kajian ini turut memberi isyarat kepada pengurusan atasan  kepentingan untuk memastikan ketiga-tiga ciri ini dimiliki oleh calon yang bakal dipilih sebagai ahli KPA. Hasil kajian ini juga mampu menjadi titik rujuk kepada kajian lanjut yang dijalankan secara kualitatif yang dijangka dapat menyediakan gambaran lebih jelas mengenai peranan KPA dalam pembangunan keupayaan dinamik firma di Malaysia.
Kata kunci: Integrasi kelakuan kumpulan pengurusan atasan; kapasiti penyerapan; ketangkasan organisasi.
This study was conducted to examine the direct and indirect effects of top management team (TMT) behavioural integration on two dynamic capabilities, that is, the learning capability and reconfiguration capability which have been translated through the absorptive capacity and organisational agility. The Partial Least Square analysis on the survey responses from 159 large- and medium-sized manufacturing firms in Malaysia shows that there are significant positive relationships between the TMT behavioural integration and both the absorptive capacity and organisational agility. The analysis results also support the hypothesis of an indirect relationship between the TMT behavioural integration and organisational agility with absorptive capacity as the mediator. The findings reveal the need for the TMT to emphasise collaborative behaviour, quality information exchange and collective decision-making as the three aspects are collectively found to have positive impacts on the firm's dynamic capabilities. The TMT also has to ensure  that the candidates selected as its team members must have  these characteristics. The results of the study can also be a reference point for qualitative studies conducted which can provide a clearer picture of the role of TMT in the development of dynamic capabilities of firms in Malaysia.
Keywords: Top management team behavioural integration, absorptive capacity, organisational agility, dynamic capabilities of firms, Malaysia.

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