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Abstract
The recruitment of a huge influx of foreign workers does not act as a new phenomenon as Malaysia has been experiencing this labor shortage issue since 1980’s to the certain industries such as plantation, construction and also manufacturing. The employment of foreign worker may lead to several impacts either positively or negatively. Most of them will bring positive impacts to their organization. The availability of the foreign workers in Malaysia is one other valid reason for the local employers to hire them. This study was conducted in Cadbury Confectionery Malaysia in order to determine the factors influencing hiring foreign workers and its impact towards the organization performance, which is in term of productivity. As being studied, it was found that there were several factors of foreign worker's employment such as the availability, education level and working conditions. However, the findings also show that the availability and education level have a positive relationship to the organization performance. While for the acceptance of working condition, the findings found that there was a negative relationship towards organization performance. Thus, it is recommended that for future research to examine other factors of foreign worker employment towards organization performance, such as working experience and wages in other industries in Malaysia.
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... Despite its great contributions to the country, this survey shows that most of the visitors would not consider working in '3D' industries and 57% of them also agreed that the young generation nowadays stayed away from '3D' industries. This concurs with a research conducted by Achim, Rusdi, and Amin (2017); Ahmad et al., (2018); Malay Mail (2016) which found that Malaysians were reluctant to work in '3D' industries due to some reasons, such as unsatisfactory human rights provisions. ...
3D' is an acronym for dirty, dangerous and difficult. Also perceived as labour intensive, excessive physical work, hazardous work environment, low wages and little security, '3D' industries today have a significant contribution to the Malaysian economy and a potential to create vast employment opportunities. Unfortunately, '3D' industries are shunned by Malaysians particularly among Generation Y (Gen Y) youth. Lack of awareness among Malaysians about '3D' industries is reflected from the high number of foreign workforce engaged in '3D' industries and this is among the reasons for employers to hire them. It is important to know how well Malaysians understand about these industries. Therefore, this paper intends to gauge the level of understanding and perception of Malaysians about '3D' industries through an instrument named '3D' Info System. This survey was conducted among 33 visitors in IIDEX 2019 at Universiti Teknologi MARA (UiTM), Shah Alam. The result shows that 55% of Malaysian visitors have a neutral understanding of '3D' industries, 33% have a poor understanding and only 12% have a good understanding about '3D' industries in Malaysia. Thus, it is recommended that it is vital to create awareness and attract Malaysian job seekers especially Gen Y youth to gain knowledge about '3D' industries in Malaysia.
... Nevertheless, majority of the respondents agreed that Malaysian local talents should replace the foreign workforce in '3D' industries in Malaysia. The above results concur with Achim et al. (2017); Ahmad et al., (2018) and Malay Mail (2016), that found Malaysians were reluctant to work in '3D' industries. ...
‘3D’ is an acronym for dirty, dangerous and difficult. Also perceived as labour intensive, excessive physical work, hazardous work environment, low wages and little security, ‘3D’ industries today have significant contribution to the Malaysian economy and have great potentials to create vast employment opportunities. Unfortunately, ‘3D’ industries are shunned away by Malaysians particularly among the Generation Y (Gen Y) youths. Lack of awareness among Malaysians about ‘3D’ industries is reflected from the high numbers of foreign workforce employed in various 3D sectors. It is important to know how well Malaysian understands about these industries. Therefore, this paper intends to gauge on the level of understanding and perception of Malaysian regarding ‘3D’ industries through an instrument named ‘3D’ Info System. This survey was conducted towards 33 visitors of Invention, Innovation and Design Expo (IIDEX) 2019 held at Universiti Teknologi MARA (UiTM), Shah Alam Selangor. The result shows that 55% of the respondents have neutral understanding on 3D industries, 33% have poor understanding and only 12% have good understanding about ‘3D’ industries in Malaysia. This paper recommends a concerted effort to create awareness about 3D industries and it prospects as well as creative ways to attract local talents especially Gen Y youth to contribute productively in ‘3D’ industries in Malaysia.
The growing presence of foreign workers in Malaysia can be explained by excess demand for labour combine with rapid economic growth, as well as the cheaper cost of foreign workers. Besides, industrialization also brought the foreign workers into Malaysia. Thus, when the foreign workers enter the labour force, they have many possible outcomes on labour market issues and productivity. This study determines the impact of foreign workers on labour productivity. Besides, the relationship between domestic and foreign workers as well as their contribution on Malaysian Manufacturing sector growth also investigated. The Cobb-Douglas production function is used to derive the model specification in this study. The results in this study show that foreign labours have positive and significant impact on labour productivity. Further, the study also reveals that foreign labours are neither substitutes nor complements for domestic labours.
Organizational performance is one of the most important constructs in management research. Reviewing past studies reveals a multidimensional conceptualization of organizational performance related predominately to stakeholders, heterogeneous product market circumstances, and time. A review of the operationalization of performance highlights the limited effectiveness of commonly accepted measurement practices in tapping this multidimensionality. Addressing these findings requires researchers to (a) possess a strong theoretical rationale on the nature of performance (i.e., theory establishing which measures are appropriate to the research context) and (b) rely on strong theory as to the nature of measures (i.e., theory establishing which measures should be combined and the method for doing so). All management research on performance should explicitly address these two requirements. The authors conclude with a call for research that examines triangulation using multiple measures, longitudinal data and alternative methodological formulations as methods of appropriately aligning research contexts with the measurement of organizational performance.
In this journal, Rainey and Steinbauer proposed a theory of effective government organizations, and Brewer and Selden conducted an empirical study with data from the 1996 Merit Principles Survey that confirmed most hypothesized relationships in the theoretical model of organizational performance. Following these studies, this study focuses only on the individual-level factors, such as job satisfaction, affective commitment, public service motivation, and organizational citizenship behavior. It empirically tests the effects of these variables on organizational performance in the public sector of Korea. When the survey data of 1,739 public employees in government agencies were analyzed, the hypothesized relationships in the proposed model were confirmed. I discuss the survey results in light of previous studies, especially those of Brewer and Selden.
Organizational performance is one of the most important constructs in management research. We review the contexts that frame organizational performance as a dependent variable with specific emphasis on how it is operationalized and measured. The research contexts of past studies are firmly anchored around a multidimensional conceptualization of organizational performance related predominately to stakeholders, heterogeneous market circumstances, and time. The review of the operationalization and measurement of performance highlights the limited effectiveness of commonly accepted measurement practices in tapping this multidimensionality. By synthesizing the literature, the foundations are laid for the improved measurement of performance in management research. We conclude with a call for research that examines the effectiveness of triangulation utilizing multiple measures, applies longitudinal data and brings to bear alternative methodological formulations as means of appropriately aligning research contexts with the measurement of organizational performance. Validating these measurement approaches is an important agenda for further research. Previous Title: Measuring Organizational Performance in Management Research: A Synthesis of Measurement Challenges and Approaches
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