The influence of feedback on employee performance in Malaysian’s telecommunication company

Feedback conversation is the process of conveying information in a performance evaluation system to achieve development by confirming or rejecting performance behaviour. It has the purpose for individuals making the effort to develop right and appropriate behaviour in order to achieve valuable resu...

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Main Author:	Zamri, Nur Farrah Najwa
Format:	Thesis
Language:	eng eng
Published:	2021
Subjects:	HD28-70 Management Industrial Management
Online Access:	https://etd.uum.edu.my/10040/1/permission%20to%20use-ALLOWED.pdf https://etd.uum.edu.my/10040/2/s825014_01.pdf
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id	my-uum-etd.10040
record_format	uketd_dc
spelling	my-uum-etd.100402022-11-21T03:44:38Z The influence of feedback on employee performance in Malaysian’s telecommunication company 2021 Zamri, Nur Farrah Najwa Abdul Majid, Abdul Halim College of Business (COB) School Of Business Management HD28-70 Management. Industrial Management Feedback conversation is the process of conveying information in a performance evaluation system to achieve development by confirming or rejecting performance behaviour. It has the purpose for individuals making the effort to develop right and appropriate behaviour in order to achieve valuable results. This study aims to investigate the influence of feedback conversation in an organization on the employees’ performance, where Celcom Axiata Berhad has been chosen as the case study. There are 5 independent variables chosen for current research which are feedback frequency, credibility of the feedback provider, receptive capability, organizational culture, as well as national culture. This research utilizes descriptive research method with a quantitative approach, in which 5-point Likert style questionnaire has been used as the research instrument. A total of 341 respondents have been chosen as the sample size through convenient sampling method from a population of 3019 employees in Celcom Axiata Berhad to conduct the study. Then, all the data collected are arranged and analysed in the SPSS application by using descriptive analysis of mean score and inferential analysis of Multilinear Regression (MLR) to test the hypotheses developed for the study. The findings show that the employees’ performance in Celcom Axiata Berhad is at a high level (4.37). Also, the respondents agreed that all the 5 independent variables studied has high influence on the employees’ performance with mean score 4.35 (feedback frequency), 4.32 (credibility of feedback provider), 4.34 (receptive capability of employee), 4.37 (organizational culture and value), and 4.12 (national culture and value). However, the finding from the MLR analysis shows that only credibility of feedback provider [b=0.147, t=3.133, p<0.05], receptive capability of employee [b=0.16, t=3.88, p<0.05], organizational culture [b=0.310, t=6.628, p<0.05] and national culture [b=0.126, t=4.039, p<0.05] have significant positive impact on the employees’ performance. Meanwhile, feedback frequency [b=0.032, t=0.840, p>0.05] has no significant impact on the employees’ performance. The study also found that the most significant variable is the receptive capability of employee. Hence, this study has added another literature and reference materials regarding the impact of feedback conversations on the employees’ performance. Many organizations may refer to this study to plan for an effective feedback conversation within the organization, so that the goal of enhancing the employees’ performance can be achieved. 2021 Thesis https://etd.uum.edu.my/10040/ https://etd.uum.edu.my/10040/1/permission%20to%20use-ALLOWED.pdf text eng staffonly https://etd.uum.edu.my/10040/2/s825014_01.pdf text eng public other masters Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Abdul Majid, Abdul Halim
topic	HD28-70 Management Industrial Management
spellingShingle	HD28-70 Management Industrial Management Zamri, Nur Farrah Najwa The influence of feedback on employee performance in Malaysian’s telecommunication company
description	Feedback conversation is the process of conveying information in a performance evaluation system to achieve development by confirming or rejecting performance behaviour. It has the purpose for individuals making the effort to develop right and appropriate behaviour in order to achieve valuable results. This study aims to investigate the influence of feedback conversation in an organization on the employees’ performance, where Celcom Axiata Berhad has been chosen as the case study. There are 5 independent variables chosen for current research which are feedback frequency, credibility of the feedback provider, receptive capability, organizational culture, as well as national culture. This research utilizes descriptive research method with a quantitative approach, in which 5-point Likert style questionnaire has been used as the research instrument. A total of 341 respondents have been chosen as the sample size through convenient sampling method from a population of 3019 employees in Celcom Axiata Berhad to conduct the study. Then, all the data collected are arranged and analysed in the SPSS application by using descriptive analysis of mean score and inferential analysis of Multilinear Regression (MLR) to test the hypotheses developed for the study. The findings show that the employees’ performance in Celcom Axiata Berhad is at a high level (4.37). Also, the respondents agreed that all the 5 independent variables studied has high influence on the employees’ performance with mean score 4.35 (feedback frequency), 4.32 (credibility of feedback provider), 4.34 (receptive capability of employee), 4.37 (organizational culture and value), and 4.12 (national culture and value). However, the finding from the MLR analysis shows that only credibility of feedback provider [b=0.147, t=3.133, p<0.05], receptive capability of employee [b=0.16, t=3.88, p<0.05], organizational culture [b=0.310, t=6.628, p<0.05] and national culture [b=0.126, t=4.039, p<0.05] have significant positive impact on the employees’ performance. Meanwhile, feedback frequency [b=0.032, t=0.840, p>0.05] has no significant impact on the employees’ performance. The study also found that the most significant variable is the receptive capability of employee. Hence, this study has added another literature and reference materials regarding the impact of feedback conversations on the employees’ performance. Many organizations may refer to this study to plan for an effective feedback conversation within the organization, so that the goal of enhancing the employees’ performance can be achieved.
format	Thesis
qualification_name	other
qualification_level	Master's degree
author	Zamri, Nur Farrah Najwa
author_facet	Zamri, Nur Farrah Najwa
author_sort	Zamri, Nur Farrah Najwa
title	The influence of feedback on employee performance in Malaysian’s telecommunication company
title_short	The influence of feedback on employee performance in Malaysian’s telecommunication company
title_full	The influence of feedback on employee performance in Malaysian’s telecommunication company
title_fullStr	The influence of feedback on employee performance in Malaysian’s telecommunication company
title_full_unstemmed	The influence of feedback on employee performance in Malaysian’s telecommunication company
title_sort	influence of feedback on employee performance in malaysian’s telecommunication company
granting_institution	Universiti Utara Malaysia
granting_department	College of Business (COB)
publishDate	2021
url	https://etd.uum.edu.my/10040/1/permission%20to%20use-ALLOWED.pdf https://etd.uum.edu.my/10040/2/s825014_01.pdf
_version_	1776103718323748864

The influence of feedback on employee performance in Malaysian’s telecommunication company

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