INTRODUCTION: The participation of general practitioners (GPs) in primary care research is variable and often poor. We aimed to develop a substantive and empirical theoretical framework to explain GPs' decision-making process to participate in research.
METHODS: We used the grounded theory approach to construct a substantive theory to explain the decision-making process of GPs to participate in research activities. Five in-depth interviews and four focus group discussions were conducted among 21 GPs. Purposeful sampling followed by theoretical sampling were used to attempt saturation of the core category. Data were collected using semi-structured open-ended questions. Interviews were recorded, transcribed verbatim and checked prior to analysis. Open line-by-line coding followed by focus coding were used to arrive at a substantive theory. Memoing was used to help bring concepts to higher abstract levels.
RESULTS: The GPs' decision to participate in research was attributed to their inner drive and appreciation for primary care research and their confidence in managing their social and research environments. The drive and appreciation for research motivated the GPs to undergo research training to enhance their research knowledge, skills and confidence. However, the critical step in the GPs' decision to participate in research was their ability to align their research agenda with priorities in their social environment, which included personal life goals, clinical practice and organisational culture. Perceived support for research, such as funding and technical expertise, facilitated the GPs' participation in research. In addition, prior experiences participating in research also influenced the GPs' confidence in taking part in future research.
CONCLUSIONS: The key to GPs deciding to participate in research is whether the research agenda aligns with the priorities in their social environment. Therefore, research training is important, but should be included in further measures and should comply with GPs' social environments and research support.
Psychosocial safety climate (PSC) is a facet-specific climate for psychological health and safety which constitutes an important organizational resource for creating a conducive work environment. The process to regain/restore energy expended at work, known as "recovery," also plays a pivotal role for individuals; however, this process, together with PSC, remains largely underexplored. The main purpose of this study is to investigate the role of PSC in enhancing the moderating role of individuals' psychological detachment and relaxation during weekends on the relationship between daily job demands in Week 1 and daily emotional exhaustion in Week 2. Data from a shortitudinal study of 178 teachers (in total, 534 diaries) in Terengganu, Malaysia, over two consecutive weeks, were operationalized at the individual level and daily level using Hierarchical Linear Modeling (HLM) software. The analysis showed that the daily experience of job demands in the prior week led to an increment of emotional exhaustion in the following week. Interestingly, the interaction role of PSC*psychological detachment and PSC*relaxation moderated the relationship between daily job demands and daily emotional exhaustion. Overall, this study highlights the importance of individual off-job recovery time and that building good PSC at work is fundamental in compensating for the adverse relationships between job demands and its consequences.
This paper assessed the significant relationship between organizational culture and
material risk among Kuantan Malaysian construction industries. Survey was
conducted among 10 registered G7 contractors operating in Kuantan construction
industry. Proportionate stratified random sampling was used out of which 10
questionnaires were distributed for pilot study. Methodologically, this research is
perhaps the first to assess the relationship between organizational culture and
material risk among Malaysian construction industries with five point Likert scale
categories of material risk from previous studies. Statistical analysis affirmed a
significant positive relationship between organizational culture and material risk
among Malaysian construction industries through Statistical Package for Social
Sciences (SPSS).
For people with chronic illnesses in low-and-middle-income countries, access to enabling resources that contribute to health, economic and social resilience such as continued employment, often fall outside the health sector's remit or delivery of national structural protection. In the absence of sufficient laws and policies that mitigate discrimination and enhance reasonable work modifications, private employers have a high degree of agency and discretion in how they hire, manage, or terminate employees with chronic illnesses (ECI). There is a scarcity of research on how employers make decisions under these conditions. Using a constructivist grounded theory approach, we interviewed and analysed data from 30 human resource (HR) professionals and decision-makers within private organisations in Klang Valley, Malaysia (June 2015-September 2016). In this paper, we use 'ethics of care' as an analytic, and moral lens to present HR's decision-making rationales in caring for and managing ECI. Respondents described the positive influence of international practices, including through parent company policies, as a reference for best practice. While overt bias and discriminatory perceptions were predictably described, participants also discussed care as relational organisational culture, and strategy, albeit selectively. Apart from illness factors such as duration and severity, descriptions of 'selective caregiving' included considerations of an employee's duration in organisations, the perceived value of the employee to employers, organisation size, ethos, resources and capabilities, and how organisations managed the uncertainty of illness futures as a potential risk to organisation outcomes. Selective caregiving can contribute to social, economic and health inequalities in populations with chronic illness. Nevertheless, global health actors can use the problems identified by participants, as entry points to engage more closely with employers and the broader private and commercial sectors in LMICs, to facilitate more inclusive care, and care-based intersectoral work to address the social and economic determinants of health.
We conceptualize that safety culture (SC) has a positive impact on employee's safety performance by reducing their psychosocial hazards. A higher level of safety culture environment reduces psychosocial hazards by improving employee's performance toward safety concerns. The purpose of this study was to evaluate how psychosocial hazard mediates the relationship between safety culture and safety performance. Data were collected from 380 production employees in three states of Malaysia from the upstream oil and gas sector. Structural equation modeling was implemented to test the suggested hypotheses. The proposed model was evaluated using structural equation modeling. A stratified sampling with a Likert 5-point scale was used to distribute the questionnaires. Furthermore, the proposed model was tested using the simulation of the structural equation and partial. According to our findings, all hypotheses were significant. A review of prior studies was used to select the items of the dimension for the data collection. Safety culture was assessed with psychosocial hazard to determine its direct and indirect impact on safety performance. Results suggest that to enhance safety performance (leading and lagging), psychosocial concerns in the workplace environments should be taken into consideration by employees. In addition, the findings showed that the psychosocial hazard fully mediates the relationship between safety culture and safety performance.
Each organization has a particular culture, due to personal interactions, with certain values shared by its members. Corporate culture is defined as ‘the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments’. Positive corporate culture is linked to increased staff alignment, advanced level of employee commitment, increased employee productivity, enhanced organizational effectiveness and increased profitability. Researchers claimed that most studies suggesting the associations between culture and performance are methodologically weak. Cultural transformation has been a big part of NHS reforms and health system redesign in United States to deliver improvements in quality and performance. Environment, market competition, technology advancement, information age and government policies will influence the cultural change within the organization. Undesirable culture might emerge if the organization does not act appropriately to manage its corporate culture. There are six critical success factors for the implementation of corporate culture changes: committed and effective leadership, clear definition of the desired goals, rigorous implementation of a change management model, effective mitigation of change resistance, active governance structure and a design model, and effective communication. Among the issues in implementing corporate culture within healthcare organizations are middle managers dilemma, cultural diversity and subcultures within the organization, size of healthcare organization and critical mass.
This paper draws upon findings from an ethnographic study of psychiatric service users in a psychiatric institution in Sarawak, East Malaysia. Findings focus primarily on the accounts of nursing staff in relation to attitudes towards psychiatric work and patients. These indicate that despite a rhetoric of decentralized services, a custodial 'asylum' model continues to influence the care of patients at many levels. Negative professional attitudes towards patients lead to issues of both moral and physical containment. However, an associated attitude of stigma and prejudice towards mental illness impacts upon how attractive a career in psychiatric nursing is perceived to be by respondents, subject to gender differentials.
The aim of this exploratory study was to describe and compare student nurses (n=142), staff nurses (n=54) and nurse tutors (n=8) perceptions of the clinical learning environment (CLE), and to identify factors that enhanced or inhibited student learning. The setting was a private hospital in Penang, Malaysia. Data were collected using a structured, self-administered questionnaire that consisted of six a priori subscales. Principal component analysis supported a six factor solution and a reduction in the number of items from 44 to 34. Participants' overall perception of the CLE was positive, though there were significant differences in 5 of the 6 subscales between the three groups. For students and their tutors, the most positive component of the CLE was 'supervision by clinical instructors'. Staff nurses reported more favourably on the learner friendliness of the CLE than did students or tutors. Factors that enhanced student learning included students' and staff nurses' attitude towards student learning, variety of clinical opportunities, sufficient equipment, and adequate time to perform procedures. Factors that hindered student learning were: overload of students in the clinical unit, busy wards, and students being treated as workers.
Institutional aspects of flood hazards significantly affect their outcomes in Malaysia. Institutional arrangements to deal with floods include: legislative activity, organisational structures, attitudes and sub-culture, and policies and instruments. When assessed in terms of four specific criteria, institutional aspects of flood hazards are found to be largely inadequate. Disaster reduction programmes are over-dependent on a reactive approach based largely on technology and not even aimed at floods specifically. Structural flood reduction measures are the predominant management tool and, although the importance of non-structural measures is recognised, thus far they have been under-employed. Current laws and regulations with regard to flood management are also insufficient and both the financial and human resources of flood hazard organisations are generally found to be wanting. Finally, economic efficiency, equity and public accountability issues are not adequately addressed by institutional arrangements for flood hazards.
Although knowledge is cumulating, very little is known about the effects of various sources of support on safety and health compliance. This study goes beyond previous research by investigating the relationships among perceived support from organizations, supervisors and co-workers, and employees' safety and health compliance behaviour at chemical and petroleum process plants. The results of this study show that the support from organizations, supervisors and co-workers was significantly related to employees' safety and health compliance. Also, the findings reveal that perceived supervisor support has the strongest influence in ensuring employees' safety and health compliance behaviour.
Whilst substantial research has investigated the nature of safety climate, and its importance as a leading indicator of organisational safety, much of this research has been conducted with Western industrial samples. The current study focuses on the cross-validation of a safety climate model in the non-Western industrial context of Malaysian manufacturing.
This concept paper discusses instructional leadership of administrator, school effectiveness and
organizational culture in inner rural of Sarawak. Instructional leadership is the most reliable in
education field. Leadership could directly impact the performance of the organization. In the context
of this study, the organization is a Government-owned school. Thus the effectiveness of a school are
influenced leadership practiced by administrators and civilization rooted in the school. Instructional
leadership is given a priority in development plan Education 2013-2025 in five shifts to accommodate
high-impact leaders in school. Education also did not miss in National Transformation 2020-2050 that
is access to high quality education. Instructional leadership refers to the practice of administrator in
giving guidance to teachers and students to improve and enhance the performance of the self and the
school as a whole, whether in the areas of curriculum and co-curriculum. This performance will lead to school effectiveness from two major areas of the successfulness of students aspiration. However, there
are other factors that play a role in performance improvements, that is the influence of organization
culture formed under the leadership of the administrator.
Objective. Our innovation was to propose a multilevel model to explain how an organizational factor, psychosocial safety climate (PSC) - the climate for worker psychological health - related to work investment (work engagement and workaholism) and, in turn, psychological distress. Methods. Longitudinal data were collected in Peninsular Malaysia across 26 police departments from 392 police personnel, matched across 4 months, and were tested using hierarchical linear modeling. Results. The analysis revealed between-group effects linking PSC to job resources, to work engagement and to workaholism. When PSC operated by improving job resources, aside from increased work engagement, it could unwittingly boost workaholism. However, this only existed under low PSC conditions. The secondary function of PSC buffered the impact of job resources on workaholism and psychological distress. When PSC was high, job resources reduced both workaholism and psychological distress, suggesting that PSC enabled resources to do their job of mitigating unfavorable conditions. Conclusions. Results support a multilevel PSC-extended job demands-resources motivational path with cross-links, and PSC's moderation function, as an explanation of worker psychological health. Confirming PSC as a leading indicator and the importance of a motivational path, this article presents new evidence in support of targeting PSC to improve worker psychological health.
Sound workplace ergonomics and safety-related interventions may be resisted by employees, and this may be detrimental to multiple stakeholders. Understanding fundamental aspects of decision-making, behavioural change, and learning cycles may provide insights into pathways influencing employees' acceptance of interventions. This manuscript reviews published literature on thinking processes and other topics relevant to decision making and incorporates the findings into two new conceptual frameworks of the workplace change adoption process. Such frameworks are useful for thinking about adoption in different ways and testing changes to traditional intervention implementation processes. Moving forward, it is recommended that future research focuses on systematic exploration of implementation process activities that integrate principles from the research literature on sense-making, decision-making, and learning processes. Such exploration may provide the groundwork for development of specific implementation strategies that are theoretically grounded and provide a revised understanding of how successful intervention adoption processes work. Practitioner summary: Adoption and acceptance of workplace changes may be facilitated through sound implementation strategies. This manuscript explores several principles of sense-making and decision-making processes that can potentially be used by industrial practitioners to inform the design and development of implementation strategies for interventions that improve workplace ergonomics and safety.
ABBREVIATIONS: Musculoskeletal Disorders (MSDs); National Institute for Occupational Safety and Health (NIOSH); National Occupational Research Agenda (NORA); Health and Safety Executive (HSE).
OBJECTIVE: To assess the safety attitudes of pharmacists, provide a profile of their domains of safety attitude and correlate their attitudes with self-reported rates of medication errors.
DESIGN: A cross-sectional study utilising the Safety Attitudes Questionnaire (SAQ).
SETTING: 3 public hospitals and 27 health clinics.
PARTICIPANTS: 117 pharmacists.
MAIN OUTCOME MEASURES: Safety culture mean scores, variation in scores across working units and between hospitals versus health clinics, predictors of safety culture, and medication errors and their correlation.
RESULTS: Response rate was 83.6% (117 valid questionnaires returned). Stress recognition (73.0±20.4) and working condition (54.8±17.4) received the highest and lowest mean scores, respectively. Pharmacists exhibited positive attitudes towards: stress recognition (58.1%), job satisfaction (46.2%), teamwork climate (38.5%), safety climate (33.3%), perception of management (29.9%) and working condition (15.4%). With the exception of stress recognition, those who worked in health clinics scored higher than those in hospitals (p<0.05) and higher scores (overall score as well as score for each domain except for stress recognition) correlated negatively with reported number of medication errors. Conversely, those working in hospital (versus health clinic) were 8.9 times more likely (p<0.01) to report a medication error (OR 8.9, CI 3.08 to 25.7). As stress recognition increased, the number of medication errors reported increased (p=0.023). Years of work experience (p=0.017) influenced the number of medication errors reported. For every additional year of work experience, pharmacists were 0.87 times less likely to report a medication error (OR 0.87, CI 0.78 to 0.98).
CONCLUSIONS: A minority (20.5%) of the pharmacists working in hospitals and health clinics was in agreement with the overall SAQ questions and scales. Pharmacists in outpatient and ambulatory units and those in health clinics had better perceptions of safety culture. As perceptions improved, the number of medication errors reported decreased. Group-specific interventions that target specific domains are necessary to improve the safety culture.
Study site: Klinik kesihatan, hospitals, Malaysia
Organizational stressors are a universal phenomenon which can be particularly prevalent and problematic for sport performers. In view of their global existence, it is surprising that no studies have examined cross-cultural differences in organizational stressors. One explanation for this is that the Organizational Stressor Indicator for Sport Performers (OSI-SP; Arnold, Fletcher, & Daniels, 2013), which can comprehensively measure the organizational pressures that sport performers have encountered, has not yet been translated from English into any other languages nor scrutinized cross-culturally. The first purpose of this study, therefore, was to examine the cross-cultural validity of the OSI-SP. In addition, the study aimed to test the equivalence of the OSI-SP's factor structure across cultures. British (n = 379), Chinese (n = 335), and Malaysian (n = 444) sport performers completed the OSI-SP. Confirmatory factor analyses confirmed the cross-cultural validity of the factorial model for the British and Malaysian samples; however, the overall model fit for the Chinese data did not meet all guideline values. Support was provided for the equality of factor loadings, variances, and covariances on the OSI-SP across the British and Malaysian cultures. These findings advance knowledge and understanding on the cross-cultural existence, conceptualization, and operationalization of organizational stressors.
This study aims to investigate competency profiling and determine if technological change act as a mediator in the relationship between the identified factors and employee competency in selected industries in Kuching, Sarawak. It is also to develop the best fit model based on the variables selected. The four identified variables are teamwork, organizational culture, change management, and technological change. The sample of this study were 302 respondents selected through a simple random sampling. The findings showed that there is a positive effect between teamwork, organizational culture, change management, and technological change as mediator towards employee competency. This study provides positive implications, such as, improving competency process in organizational setting, improving policy and related action plan regarding human resource practices on competency.
Corporate culture can simply be defined as “The way we do things around here". It comprise of assumptions, values, norms and tangible signs. Ministry of Health has started its culture building in 1991. Prior to this study, there have been two studies to evaluate its implementation. There were two types of respondents, where administered questionnaires were sent to all head of departments and all U3 medical ojjicers in public services in Malaysia, About 50% (n=126) of head of departments and only 18% (n=1321) of medical ojjicers responded. The study shows that at least 83% of head of departments perceived that the three core value of corporate culture has been implemented in their departments. However for rites and rituals, less than habf of them have implemented it. Singing of corporate song is done more in hospital as compared to health. As for medical officer, only 28% of them have received training on corporate culture. Among those who have received training, only a quarter understood the meaning of corporate culture. Doctors were also asked to give opinion on how to generate a caring doctor. About one-third suggested to reduce the workload of doctors. Apart from increasing manpower, workload can also be reduced by reengineering the system and upgrading the doctors’ competency.
Introduction. Demographic information is one of the key parameters that organizations utilize to modify their practices in order to respond to the existing risk within work environments. The present article aims to assess the level of safety climate factors as well as to evaluate the influence of personal factors on safety climate in two different-sized industries. Methods. A total of 216 employees in two large and three small and medium-sized chemical manufacturing industries responded to a questionnaire. Descriptive statistics were used to measure the safety climate level; a two-independent-sample Mann-Whitney U test and a Kruskal-Wallis test were run to compare the difference in safety climate scores among different demographic variables. Results. The lower level of safety climate in small and medium-sized industries revealed lower understanding and performance of management and non-management with regard to safety climate compared to the large industries. Additionally, significant mean differences on some safety climate factors among demographic variables were detected in both sizes of industries, emphasizing the important role of the employees' demographic variables on the plants' safety climate. Conclusion. Improving organization-level and group-level safety climates is recommended to improve employees' level of safety climate and control their personal factors.