Faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah UUM, Sintok

High performance work system is one of the way organizations to prepare and restructuring back the works, the human source, technology, and information in the process to achieve high achievement. This study was conducted to find out the factors that influence the high performance work system and use...

Full description

Saved in:

Bibliographic Details
Main Author:	Aqilah, Abdul Manaf
Format:	Thesis
Language:	eng eng
Published:	2014
Subjects:	HD58.7 Organizational Behavior. HM Sociology.
Online Access:	https://etd.uum.edu.my/5032/1/s811784.pdf https://etd.uum.edu.my/5032/2/s811784_abstract.pdf
Tags:	Add Tag No Tags, Be the first to tag this record!

id	my-uum-etd.5032
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Mohd Isa, Mohd Faizal
topic	HD58.7 Organizational Behavior. HM Sociology.
spellingShingle	HD58.7 Organizational Behavior. HM Sociology. Aqilah, Abdul Manaf Faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah UUM, Sintok
description	High performance work system is one of the way organizations to prepare and restructuring back the works, the human source, technology, and information in the process to achieve high achievement. This study was conducted to find out the factors that influence the high performance work system and used quantitative method in determining the relationship between all the independent variables (High Performance Work System Factors) and dependent variable (High Performance Work System). This study involved 130 respondents from Universiti Utara Malaysia. Researcher has distributed 274 sets of questionnaire to the respondents but researcher only received back 130 completed questionnaires. The questionnaire contains of 59 items that have used seven point Likert scale. Each hypothesis was tested using Statistics Package for Social Science (SPSS) version 21.0. The obtained data were analyzed using descriptive analysis and inferential analysis namely correlation and regression. 21 hypotheses were formed after performed the factor analysis and the inferential analysis was used to determine the relationship between independent variables and dependent variable. The results of the study showed that the work life balance (role), organizational culture (improvement) and organizational culture human resources related to the high performance work system (human resource management orientation). The dependent variable factor high performance work system (workers involvement orientation) influenced by the work life balance(work load), work life balance (role), organizational culture (human resources),organizational culture (environment), organizational culture (autonomy) and work ethics. Following that, high performance work system (workers attitude orientation) was influenced by the work ethic and organizational culture (human resource)
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Aqilah, Abdul Manaf
author_facet	Aqilah, Abdul Manaf
author_sort	Aqilah, Abdul Manaf
title	Faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah UUM, Sintok
title_short	Faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah UUM, Sintok
title_full	Faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah UUM, Sintok
title_fullStr	Faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah UUM, Sintok
title_full_unstemmed	Faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah UUM, Sintok
title_sort	faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah uum, sintok
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2014
url	https://etd.uum.edu.my/5032/1/s811784.pdf https://etd.uum.edu.my/5032/2/s811784_abstract.pdf
_version_	1747827849424797696
spelling	my-uum-etd.50322022-04-10T00:10:40Z Faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah UUM, Sintok 2014 Aqilah, Abdul Manaf Mohd Isa, Mohd Faizal Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HD58.7 Organizational Behavior. HM Sociology. High performance work system is one of the way organizations to prepare and restructuring back the works, the human source, technology, and information in the process to achieve high achievement. This study was conducted to find out the factors that influence the high performance work system and used quantitative method in determining the relationship between all the independent variables (High Performance Work System Factors) and dependent variable (High Performance Work System). This study involved 130 respondents from Universiti Utara Malaysia. Researcher has distributed 274 sets of questionnaire to the respondents but researcher only received back 130 completed questionnaires. The questionnaire contains of 59 items that have used seven point Likert scale. Each hypothesis was tested using Statistics Package for Social Science (SPSS) version 21.0. The obtained data were analyzed using descriptive analysis and inferential analysis namely correlation and regression. 21 hypotheses were formed after performed the factor analysis and the inferential analysis was used to determine the relationship between independent variables and dependent variable. The results of the study showed that the work life balance (role), organizational culture (improvement) and organizational culture human resources related to the high performance work system (human resource management orientation). The dependent variable factor high performance work system (workers involvement orientation) influenced by the work life balance(work load), work life balance (role), organizational culture (human resources),organizational culture (environment), organizational culture (autonomy) and work ethics. Following that, high performance work system (workers attitude orientation) was influenced by the work ethic and organizational culture (human resource) 2014 Thesis https://etd.uum.edu.my/5032/ https://etd.uum.edu.my/5032/1/s811784.pdf text eng public https://etd.uum.edu.my/5032/2/s811784_abstract.pdf text eng public masters masters Universiti Utara Malaysia Abdullah. S (2005) Nilai dan Etika Dalam Dunia Korporat, Universiti Malaya. Allen N.J, and Meyer J.P.(1990) “The measurement and antecendentsof affective, continuance and normative commitments to the organization’. Journal of Occupational Psychology, 63:1-8. Ali, J.A. (2005). Islamic Perspectives on Management and Organization. Edward Elgar Publishing, UK. Ali, J.A. (1992). Islamic work ethic in Arabia. Journal of Psychology, 126(5): 507-517. Ansari, M.A. (1990). Managing People at Work. In Bhal, K.T. & Bhowon, U.Making Sense of Personal Values and Organizational Culture: A Studyof Mauritian Managers. Journal of Narsee Manjee Institute of Management Studies Mumbai, 1,1-12. Batt, Rosemary and Valcour, P. Monique. 2003. "Human Resource Practices as Predictors of Work-Family Outcomes and Employee Turnover," Industrial Relations 42: 189–220. Beekun, R. (1997). Islamic Business Ethics. IIIT, Herndon, Virginia, U.S.A. Berg, Peter, Kalleber, Arne and Appelbaum, Eileen. 2003. "Balancing Work and Family: The Role of High-Commitment Environments," Industrial and Labor Relations 42:168–88. Becker, B. and Huselid, M. (2006), “Strategic human resource management: where do we go from here?”, Journal of Management, Vol. 32 No. 6, pp. 898-925. Boxall, P. and Macky, K. (2007) ‘The relationship between 'high-performance work practices' and employee attitudes: an investigation of additive and interaction effects‘, International Journal of Human Resource Management 18(4): 537-67. Bohlander, G., and Snell, S (2004) Managing Human Resource (13th). Mason, OH: Thomson/ South-Western. Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16, 297-334. Churchill, G. A., & Peter, J. P. (1984). ‘Research Design Effects on the Reliability of Rating Scales: A Meta-Analysis'. Journal of Marketing Research, 21(November), 360-375 Coakes, S. J., & Steed, L. G. (2003). SPSS: Analysis without anguish. Australia: John Wiley & Sons, Ltd. Deal, T.E. and Kennedy, A.A. (1982). Corporate Cultures: The Rites and Rituals of Corporate Life, Reading, MA: Addison-Wesley. Delaney, J.T., Lewin, D., And Ichniowiski, C (1989). Human Resource Policies And Practices In American Firms. Washington, DC: U.S Department of Labor, U.S Government printing Office. DeVellis, R. (2003). Scale Development: Theory and Applications. 2nd Edition. Thousand Oaks, CA: Sage. Dyer, L.(1993). Human Resource as a sources of competitive advantages. Kingston Ont: Queens University, Industrial Relations Centre Press Edwards, P., & Wright, M. (2001) High-involvement work systems and performance outcomes The strength of variable, contingent and context bound relationships. International Journal of Human Resource Management, 12(4), 565-85. Gallier, D., Michael White, M. Tomlinson and Y. Cheng.1998. Restructuring the Employment Relationship. Oxford: Oxford University Press. Goddard, J. 2001. "High-Performance and the Transformation of Work? The implications of Alternative Work Practices for the Experience and Outcomes of Work," Industrial and Labor Relations Review 54: 776– 805. Guilford, J. P. (1956). Fundamental statistics in psychology and education. New York: McGraw-Hill. Hayman, J. (2005). Psychometric Assessment of an Instrument Designed to Measure Work Life Balance, Research and Practice in Human Resource Management, 13(1), 85-91. Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1984). Multivariate Data Analysis with Readings. Englewood Cliffs, NJ: Prentice-Hall. Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001). Finding an extra day a week: The positive influence of perceived job flexibility on work and family life balance. Family Relations, 50(1), 49-54. doi: 10.1111/j.1741- 3729.2001.00049.x. Hudson (2005). The case for work/life balance: Closing the gap between policy and practice. Hudson Global Resources 20:20 series. Jones, T. (2001). Understanding High Performance Work Systems: The Joint Contribution of Economics and Human Resources Management. The Journal of Socia-Economics, Elsevier. Vol. 30(1), 63-73. Joel, H. L. (1996). Introduction to Data analysis: The Rules of Evidence, Macintosh HD:DA:DA XI: Vol.I (006). Konrad, A. & Mangel, R. (2000). The impact of work-life programs on firm productivity. Strategic Management Journal, 21, 1225–1237. Kim, K.J. & Bonk, C. (2005). The future of online teaching in higher education: The survey say Literature Review. Krejcie, Robert, V., Morgan, & Daryle, W. (1970). Determining Sample Size for Research Activities. Educational and Psychological Measurement. Levine, D.I. (1995) Reinventing The Workplace: How Business And Employee Can Both Win Washington,D.C. Brookings Institution Lee. J.W (2012), High performance work system, person organization fit and organizational outcomes. Lissitz, R. W., & Green, S. B. (1975). Effect of the number of scale points on reliability: A monte carlo approach. Journal of Applied Psychology, 60, 10-13. McEvoy, G.M.(1984). Small Business Personnel Practice. Journal of Small Business Management, Vol.22 Miller, G. A. (1956). The Magical Number Seven, Plus or Minus Two: Some Limits on our Capacity for Processing Information. Psychological Review, 63, 81-97 Miller, M. J., Woehr, D. and Hudspeth, N. 2002. “The Meaning and Measurement of Work Ethic: Construction and Initial Validation of a Multidimensional Inventory.” Journal of Vocational Behavior 60: 451-489. Osterman, P. (1995). ‘Work/family programs and the employment relationship’. Administrative Science Quarterly. Online Berita UUM (2013) Uum Cuba Mencapai Kedudukan Universiti Terbaik Dunia. 13 Januari Peter. B., Michigan Eileen. A., Arne., L. Kalleberg, (1999) The Role Of The Work Environment And Job Characteristics In Balancing Work And Family University Of North Carolina–Chapel Hill. Peccei, R. (2004) Human resource management and the search for the happy work place Rotterdam, Erasmus Institute of Management (ERIM). Pfeffer, J. (1996). When it comes to "best practices", Why do smart organizations occasionally do dumb things? Organizational Dynamics, 25(Summer), 33–44. Parson. C., and Nechocea. R. (2007) The high performance work system in the paper industry. Portal Komuniti Uum (2014) Laksanakan Tugas dengan Segera. 2 Januari. Pradeep, K.(2000) Rethingking High Performance Works System. School Of Industrial Relation Press, Queen’s University. Fisher-McAuley, G., Stanton, J., Jolton, J., & Gavin, J. (2003). Modelling the relationship between work life balance and organisational outcomes. Paper presented at the Annual Conference of Society for Industrial- Organisational Psychology. Olrando, April 12, 2003, 1-26. Preffer, J. (1994) Competitive Advantages Through People : Unleashing The Power The Power Of The Workforce. Harvard Business School Press, Boston, MA. Preffer, J. (1998) The Human Equation: Building Profits By Putting People First. Harvard Business School, Pres, Boston, MA. Ramsay, H., D. Scholarios and B. Harley, B. 2000. "Employees and High-Performance Work Systems: Testing Inside the Black Box," British Journal of Industrial Relations 38: 501–32. Rizk, R.R. (2008) “Back to basics: an Islamic perspective on business and work ethics”, Social Responsibility Journal, Vol. 1/2, pp. 246-254. Robbins, S.P. (1996) Perilaku organisasi: Konsep, kontroversi aplikasi Prenhallindo, Jakarta. Schein, E.H. (1992). Organizational Culture and Leadership (2nd ed), San Francisco: Jossey-Bass Sekaran, U. (2003). Research methods for business. John Wiley & Sons Inc: Singapore. Utusan Malaysia (2010). Pelan Transformasi Mantapkan UUM. Utusan Malaysia 29 September. Van den Berg, P. T., Wilderom, C. P. M. 2004. Defining, Measuring, and Comparing Organisational Cultures. Applied Psychology: An International Review 53 (4), 570-582. Van Muijen, J.J. Van Koopman, P.L., Dondeyne, P., De Cock, G. and De Witte, K. (1992). Organizational culture, the development of an international instrument for comparing countries’ in Proceedings of the Second European Congress of Psychology. G. Hunyady (ed). Budapest: Ke Szult. White, M., Hill, S., McGovern, P., Mills, C., & Smeaton, D. (2003) ‘Highperformance’ management practices, working hours and work-life balance. British Journal of Industrial Relations, 41(2), 175-195. Yeandle, S. (n.d.). Older workers and work–life balance. Retrieved November 25,2008 from http://www.jrf. org.uk/bookshop/ebooks/1859353444.pdf. Yousef, D.A. (2001) “Islamic work ethic - A moderator between organisational commitment and job satisfaction in a cross-cultural context”, Personnel Review, Vol. 30 No.2, pp. 152-165. Zacharatos, A., Barling, J. and Iverson, R.D. (2005), “High-performance work systems and occupational safety”, Journal of Applied Psychology, Vol. 90 No. 1, pp. 77-93.

Faktor-faktor yang mempengaruhi amalan kerja berprestasi tinggi dalam kalangan pensyarah UUM, Sintok

Similar Items