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Fulltext The influence of organizational climate towards the teachers' job satisfaction in form six centre

Windy Anjilus, Roslee Talip

Malaysian Journal of Social Sciences and Humanities, 2018;3(4):35-49.
MyJurnal

Workers who experience job dissatisfaction tend to lose their joy and happiness in their work that leads to low motivation, performance, commitment and eventually results in leaving their job. This brings long term negative effects to the organization and provides opportunity for rivalry. Hence, a study on the practice of healthy and positive organizational climate need to be carried out to increase the level of the teachers' job satisfaction to enhance the performance of the organization. Recent studies in organizational climate which involve four dimensions namely collegial leadership, professional teacher behaviour, achievement press and institutional vulnerability portrays the potential in influencing the teachers' job satisfaction. This study delves into the influence of these four dimensions in organizational climate towards the teachers' job satisfaction in the aspects of promotion, pay, supervision, working procedures and co-workers. This study is based on the Organizational Climate Description Questionnaire (OCDQ) by Hoy, Smith and Sweetland (2002) to measure the organization climate and the combination of two instruments of questionnaire to measure job satisfaction which are Job Satisfaction Survey (JSS) by Spector (1985) and Minnesota Satisfaction Questionnaire (MSQ) by Weiss, Dais, England and Lofquist (1967). Quantitative analysis is done using IBM SPSS Statistics Version 24 towards 50 academic teachers in the Form Six centres. The findings show that organization climate in particular has a significant influence towards job satisfaction among the academic teachers in the Form Six Centres. The mean scores of job satisfaction and the organizational climate were at a moderate level, but job satisfaction based on teaching experience is at a high level, and there was no significant differences between gender.

Matched MeSH terms: Leadership
Fulltext Performance of women entrepreneurs: a result on formation of human capital and emulous factors

Nor Azira Ayob, Sity Daud, Nurul Nadia Abu Hassan

Malaysian Journal of Social Sciences and Humanities, 2018;3(3):173-188.
MyJurnal

Human resource development comprises skills, abilities, creativity and talent are amongst factors in
human capital as well as emulous aspect. Hence, the emphasis on human capital development and
emulous aspect is important to become a good leader for family, community and country. It is also
important in ensuring entrepreneurs can compete in market economy today and they are able to meet
customer demand. Thus, the objectives are the emphasis on the factors that are able to contribute in
improving human capital and emulous of women. This is because, the right factor will enable the government to carry out in accordance with the factors that have been identified. In obtaining the
factors contribute to human capital development, the survey method was conducted on 145 respondents
among Bumiputera women entrepreneurs in Melaka state and supported with qualitative data from 10
informants. The findings through exploratory factor analysis found that there are four main factors that
contribute to human capital development among Bumiputera women entrepreneurs which are
education and training, experience, social support and creativity, while three main factors that
contribute to emulous among Bumiputera women entrepreneurs are financial assistance, facilities and
infrastructure and commitment. Thus, the government is advised to emphasize on education and
training as well as financial assistance to improve their abilities on human capital and emulous that is
appropriate to support the women entrepreneurs need to increase their performance.

Matched MeSH terms: Leadership
Fulltext Employee satisfaction of various aspects of human resource management and work environment in a health district office in Perak

Adlina, S., Narimah, A.H.H., Hakimi, Z.A., N Adilah, H., N Syuhada, Y.

Malaysian Journal of Public Health Medicine, 2006;6(2):26-30.
MyJurnal

Employee satnfaction surveys can provide the information needed to improved levek of productivity, job and loyalty. Management can identify the factors of job issues and provide solutions to improve the working environment. A cross sectional descriptive study on employee satisfaction among a health care district office’s staff was conducted in Perak in March - April 2006. A total of 19 staff were randomly picked and interviewed in the data collection process. Almost all understand the objectives of the administration unit (94%) and were satisfied with the management leadership’s style (78%- l 00%) . Majority agreed that their relationship with immediate superior and within the group was harmonious and professional (89%) and they preferred an open problem solving method in handling conflict (72 %). The most common type of incentive rewarded by the administration to express gratitude to their staff was certificate (56%); bonus and medal (33%); and informal gesture (28%). Majority (83%) were also satisfied by the method used to disseminate the information in their units. Majority agreed that the working environment in the administration unit were conducive (72%), their ideas were equally considered during decision making sessions (89%) and training opportunities were similarly given to them by the management (72%). This study revealed that employee satisfaction was determined by several factors such as management leadership's style, opportunity to contribute skills and idea; reward and incentive; and conducive king environment.

Matched MeSH terms: Leadership
Fulltext Nurturing Professionalism through Mental Health Community Project

Rafidah B, Muhammad Najib MA

Malaysian Journal of Psychiatry, 2010;19(1):1-6.
MyJurnal

Medical professionalism is now more crucial than ever. Recently, more and more misconduct among doctors widely portrayed and unashamedly publicized by the popular press. Medical Schools in Malaysia are working hard to rectify their weaknesses so that their products are competent and professional doctors. Cyberjaya University College of Medical Sciences (CUCMS) certainly views this matter seriously and has incorporated professionalism training or as we call it Affective Domain Training into the curriculum implemented in all phases of the medical education. An example is the innovative inclusion of Community Project in the curriculum of undergraduate psychiatry. Although it started off with wanting to get students involved in creating awareness amongst the public about mental illness, but through it, students attained exposure in leadership, team-working and communication skills as well as what it means to be altruistic, to work under stress, to be empathic and many more. The students themselves enjoyed it. Although the down side include extra time, money and manpower, it can be safely concluded that having a community project in psychiatry undergraduate curriculum or other specialties for that matter could be an innovative and enjoyable way to nurture medical professionalism.

Matched MeSH terms: Leadership
Fulltext Universiti Sains Malaysia (USM) pre-clinical medical students’ guidance and counselling needs questionnaire: a confirmatory factor analysis

Mohd Zarawi Mat Nor, Najib Majdi Yaacob

Malaysian Journal of Medicine and Health Sciences, 2020;16(3):118-123.
MyJurnal

Introduction: The USM Pre-clinical medical students’ guidance and counselling needs questionnaire (USM-MS- GCN-Q) is an English-language guidance and counselling needs questionnaire which was developed specifically for pre-clinical medical students. The aim of this study is to highlight the construct validity of USM-MSGCN-Q among pre-clinical medical students. Methods: In June 2017, a cross-sectional study on 208 pre-clinical medical students was conducted in Universiti Sains Malaysia (USM). This self-administered USM-MSGNC-Q consisted of four constructs and 20 items with a 5-point Likert scale within each item. A confirmatory factor analysis was em- ployed to test the hypothesized measurement model. Results: The final measurement model fitted the data well. The four-factor model initially consisted of 20 items however, it was reduced to 18 items with the goodness of fit indices suggesting good model fit (RMSEA 0.89, GFI .915 and ChiSq/df 2.642). Internal consistency reliability (Cronbach’s alpha) was 0.879 for self-leadership skills, 0.929 for communication skills, 0.871 for learning skills, and 0.870 for psychological coping skills. The overall Cronbach’s value was 0.922. Respective composite reliability values were 0.879,0.952,0.879 and 0.835 while the Average Variance Extracted values were 0.729, 0.911, 0.595 and 0.630. Conclusion: This study has confirmed that self-leadership, communication, learning and psychological coping skills were the components of guidance and counselling needs which influences the effectiveness of guidance and coun- selling sessions with pre-clinical medical students.

Matched MeSH terms: Leadership
Fulltext Readiness to enter working life as a registered nurse of final year nursing students in a public university

Li Tsu Chong, Mohd Nizam Kassim, Jane Ivanna Joss, Nurisrahwati Arif, Sherilviana Jukilin

Malaysian Journal of Medicine and Health Sciences, 2020;16(105):36-0.
MyJurnal

Introduction: The final year of the study period is the time students should be in the mood of ready to enter working life. There are concerned that newly graduated nurses do not have the necessary skills and competence once they enter the working life. The final year nursing students seldom have confidence because they were not getting enough experience in the clinical posting. The soft skill and not being able to perform in the clinical area and their readiness to work in real working life. Thus, this study is to assess final year and newly graduated students’ readiness to enter the real working life environment after graduated from the institution. Methods: This study using cross-sectional sur- vey design using convenience sampling method. Adapted questionnaire is used and distributed via on-line Google form to all final year nursing and newly graduated of nursing students Universiti Malaysia Sabah. Results: Total 71 respondents (63.38% third-year and 21.12% newly graduated students) responded to this survey. 68 students (95%) were ready to enter the real working life and there were two students (5%) that still not ready to perform on their own after the course finished. Majority 70 (98.59%) find that early exposure to a real working environment was important to polish student soft skill and enhance student performance skill in doing any procedure. 96% responded that early exposure will develop student competency in leadership qualities to guide their teamwork and adaptation from the real scenario on how they will perform in their work in the future. Complete facilities in the practical area can make the student feel excited to start working in clinical area is the possible factor rated in more than half of the responded (57.7%). Conclusion: Most of the participant is ready to apply their knowledge and skill in a real working situation.

Matched MeSH terms: Leadership
Fulltext Preliminary development of assessment tool of leadership style

Siti Fatimah S, Zakira M, Shareza A R, Zainah M, Mazlinda M

Malaysian Journal of Medicine and Health Sciences, 2020;16(105):51-0.
MyJurnal

Introduction: Leadership is hard to define, but it’s easy to recognize. Leaders know that to lead they must keep up their leadership skills. Effective leadership skills required from nurse managers which include the ability to create an organization culture that combines high-quality health care and patient/employee safety with highly developed collaborative and team-building skills. This paper presents the preliminary study of the development of the assess- ment leadership tool emphasising on the process of validation and implementation of necessary steps in tool devel- opment. Methods: Questionnaires on leadership style was adopted from Northouse (2014) and working motivation from Purohit et al., (2016). Modification for leadership styles from 35 modified into 48 question and tool on nurses’ motivation from 19 items modified into 28 items. Developed questionnaires were finalized with literature guidance and two content experts. A pre- test was done with 30 respondents for each set of questionnaires. Results: Preliminary development of tool Reliability test result shown that for leadership styles questionnaires which are consisted of 48 items is (α = 0 .77) and working motivation consisted of 28 items is (α = 0.70).Minor modification needed after the lit- erature searching and analysis of pre-test stage, the discussion with expert person after they go through the question- naires also suggested some additional info are needed. After doing validation process the questionnaires are more stable and valid to use for the author target group. Conclusion: These leadership styles assessments are beneficial to guide nurse managers to use suitable styles to manage their nursing staffs. Assessment on working motivation among nurses is also recommended to overcome the issues on working retention among them. In future further investigation regarding which appropriate leadership style need to be explored and the level of working motivation among nursing staff should be monitored regularly.

Matched MeSH terms: Leadership
Fulltext The effectiveness of the Occupational Safety and Health Master Plan 2015 (OSH-MP 15) in enhancing government leadership and preventive workplace

Norhafizah Yaacob, Shamsul B.M. Tamrin, Ng, Yee Guan, How, Vivien, Rozanah A. Rahman, Zerguine, Haroun, et al.

Malaysian Journal of Medicine and Health Sciences, 2018;14(2):57-66.
MyJurnal

Background: Occupational Safety and Health Master Plan for Malaysia 2015 was intended to increase awareness, knowledge and commitment to Occupational Safety and Health in all undertaking to reduce the number of injuries, diseases and fatalities. Objectives: The purpose of this study is to determine the effectiveness of Occupational Safety Health Master Plan for Malaysia 2015 (OSH-MP 15) in enhancing government leadership and preventive workplace culture. Methods: This cross sectional study covered all the states in Malaysia, constituting of 309 employers, 350 Occupational Safety Health practitioners and 360 employees as respondents. There were three questionnaires for three different groups which were employers, Occupational Safety Health practitioners and general employees. The respondents were selected through random sampling. Results: For strategy 1, there was a significant difference in mean of effectiveness of OSH-MP15 between sectors for general workers [F (11, 348) =12.06, p= =

Matched MeSH terms: Leadership
Fulltext Impacts of gender bias

Khalib, A.L., Suriyati, A.A.

Malaysian Journal of Community Health, 2007;13(1):1-10.
MyJurnal

Gender bias are most obvious in the distribution of income and wealth. This reflects women’s unequal position in the labour market , their less favorable treatment in most social security systems and their lower status within the household. Discrimination against women is also evident in the political sphere. Their access to power is not commensurate with their numbers, their needs or their contributions as citizens. As well as affecting women’s physical and mental health, gender bias also affect the quality of the services they receive. In most developed countries, women are offered equal access to basic health care. However their use of those service may be hindered by a number of gender related factors which are likely to affect poor women in particular. In health organization, gender bias gives significant impact to the evaluation of staff performance, increase stress level and miscommunication. It is also influence the leadership style and also can create ‘glass ceiling’ phenomenon. Job dissatisfaction , absenteeism and high turn over are also the consequences of gender bias. Alongside the development of gender sensitive methods of routine data collection, gender bias in health research will also need to be addressed. Most biomedical research continues to be based on the unstated assumption that women and men are physiologically similar in all respects apart from their reproductive systems. Other biological differences are ignored, as are the social/gender differences that have such a major impact on health.

Matched MeSH terms: Leadership
Fulltext Corporate culture and health care organization

Izamin, I., Jamsiah, M., Aniza, I.

Malaysian Journal of Community Health, 2007;13(1):44-54.
MyJurnal

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.

Matched MeSH terms: Leadership
Fulltext Public health preparedness and response to flood disaster in Johore, Malaysia : challenges and lessons learned

Arbaiah, O., Daud, A.R., Surinah, A., Noorhaida, U., Shaharom, N.A.M.C.D., Rahim, A.

Malaysian Journal of Community Health, 2009;15(3):126-131.
MyJurnal

Introduction : The 2006 -2007 flood in Johore which displaced more than 312,386 residents of the state was an extraordinary event and tested everyone preparedness. The disaster caused massive material, economic and environmental losses exceeded the state and local community capacity, forcing them seeks help from other states. Needs assessment, effectiveness of health services as well as leadership and nongovernment organization involvement were evaluated and constitute lessons learnt from the experiences.
Methodology : This is a descriptive review of the Johore flood. The review was based on literature search using established data and published reports of previous disasters. Discussion will focus on the 4 S’s of the surge capacity that is Structure, Staffing, Supplies and System (policies & procedures). Result : Structure- although 49 or 14% of health facilities in the state were affected by the flood, health services continued to be given. Majority of the relief centers were schools with better facilities. Funding for repairs obtained early approval as estimation of damages was timely applied. Temporary isolation centers for the conjunctivitis outbreak was appropriate implemented. Staffing- Leadership was assumed by the Johore State Health Department, the strongest and most prepared health sector. Needs assessment resulted in additional staff being deployed from other states allowing local staff to have their break from work as well as personal stress. Local staff became multi-skilled players. Training in disaster preparedness has to be of utmost priority to support such needs. Supplies- Personnel protective and pest control equipment, and medical supplies were adequately supplied. The laboratory services were well prepared. Pamphlets, posters, buntings and banners were distributed including five new health promotion materials. System- Flood disaster plan of action was well in place resulting in efficient management of the operating rooms, data management, coordination of services and disease surveillance through early warning system.
Conclusion : Public health preparedness is a matter of good governance and management based on evidence and experience. There is a need for a permanent and stable program for the Ministry of Health to prepare and coordinate the response to all disasters.

Matched MeSH terms: Leadership
Fulltext Building health care leadership capacity in a developing country via Talent Grooming Programme (TGP): experience sharing from the Ministry of Health Malaysia

Lee KY, Ismail M, Bakit P, Zakaria N, Zakaria N, Jinah N, et al.

Leadersh Health Serv (Bradf Engl), 2022 Nov 11;ahead-of-print(ahead-of-print):219-35.
PMID: 36350129 DOI: 10.1108/LHS-06-2022-0071

PURPOSE: Formal structured leadership training is increasingly incorporated as a regular fixture in developed nations to produce competent leaders to ensure the provision of quality patient care. However, most low- and middle-income countries (LMICs) rely on one-off external training opportunities for selected individuals as they lack the necessary resources to implement long-term training for a wider pool of potential health care leaders. This case study shares the establishment process of the Talent Grooming Programme for technical health care professionals (TGP), a three-year in-house leadership training programme specially targeted at potential health care leaders in Malaysia.
DESIGN/METHODOLOGY/APPROACH: This case study aims to share a comprehensive overview of the ideation, conceptualisation and implementation of TGP. The authors also outlined its impact from the individual and organisational perspectives, besides highlighting the lessons learned and recommendations for the way forward.
FINDINGS: TGP set out to deliver experiential learning focusing on formal training, workplace experiences, practical reflection and mentoring by supervisors and other esteemed leaders to fulfil the five competency domains of leadership, organisational governance, communication and relationship, professional values and personal values. The successes and challenges in TGP programme delivery, post-training assessment, outcome evaluation and programme sustainability were outlined.
PRACTICAL IMPLICATIONS: The authors' experience in setting up TGP provided valuable learning points for other leadership development programme providers. As for any development programme, a continuous evaluation is vital to ensure its relevance and sustainability.
ORIGINALITY/VALUE: Certain aspects of TGP establishment can be referenced and modified to adapt to country-specific settings for others to develop similar leadership programme, especially those in LMICs.

Matched MeSH terms: Leadership*
Building a tuberculosis-free world: The Lancet Commission on tuberculosis

Reid MJA, Arinaminpathy N, Bloom A, Bloom BR, Boehme C, Chaisson R, et al.

Lancet, 2019 Mar 30;393(10178):1331-1384.
PMID: 30904263 DOI: 10.1016/S0140-6736(19)30024-8
Matched MeSH terms: Leadership
Politicians must heed health effects of climate change

Lim V, Stubbs JW, Nahar N, Amarasena N, Chaudry ZU, Weng SCK, et al.

Lancet, 2009 Sep 19;374(9694):973.
PMID: 19762076 DOI: 10.1016/S0140-6736(09)61641-X
Matched MeSH terms: Leadership
Fulltext Preferred coaching styles of the Malaysian sports school athletes

Nelfianty Mohd Rasyid, Shaharudin Abd Aziz

Jurnal Sains Sukan & Pendidikan Jasmani, 2012;1(1):45-53.
MyJurnal

The purpose of this study was to identify the preferred coaching styles of the Malaysian Sports School athletes based on gender, age group, and types of sports they had participated. This study utilised the athletes preferred version of the Leadership Scale for Sport questionnaire (LSS). The subjects were the population of two Malaysian Sport School athletes (N = 854; Bukit Jalil Sports School = 409, Bandar Penawar Sports School = 445). The findings demonstrated that Training and Instruction (M = 4:09, SD = 73) was the most preferred leadership style by the athletes, followed by Democratic (M = 3.87, SD = .75), Social Support (M = 3.74, SD = .75) and Positive Feedback (M = 3:59, SD = .82). Autocratic behavior was the least preferred coaching style (M = 2.35, SD = 96). T-test analysis showed that there were significant differences between autocratic leadership style t(852) = 4.63, p

Matched MeSH terms: Leadership
Fulltext Coaching style and mental toughness among UiTM’s football players

Siti Aida Lamat, Tajul Arifin Muhamad, Shahlan Surat, Mohamad Firdaus Ahmad

Jurnal Sains Sukan & Pendidikan Jasmani, 2016;5(1):22-34.
MyJurnal

Journal of Sports Science and Physical Education 5(1): 22-34, 2016 - This study aims to
provide information to the team manager, especially at the university level to understand the
relationship between coaching style and mental toughness among athletes. The sample had
been selected from four Universiti Teknologi MARA (UiTM) football team consisting of 88
players (n = 88: 22 players per team). The study used two instruments that had been modified
namely "Leadership Scale for Sports Questionnaire" (LSS-40), (Chelladurai & Salleh, 1980)
and "The Mental Toughness Questionnaire" (MTQ-48), (Clough, Earle & Sewell, 2002).
Research findings had identified UiTM’s football team scores has a moderately high level of
mental toughness for each dimension known as challenge, commitments, control assurance
and confidence. The study also found that the leadership style of training and instruction was
favored by UiTM’s footballer compared to the autocratic leadership style. Overall, the study
found a significant relationship between the leadership style with mental toughness especially
for dimension training and instruction. The findings also showed that there is a moderately
relationship between leadership style of democratic, social support and positive response to
the mental toughness dimension of confidence. As for the coaching style of training and
instruction also has a moderately relationship to the mental toughness dimensions of
challenge. Results of this study showed that the leadership style affects the level of mental
toughness UiTM’s football teams. Furthermore, the coaches need to figure out the best
coaching style in order to improve mental toughness among football team.

Matched MeSH terms: Leadership
Fulltext Hubungan antara tret personaliti kehematan, keterbukaan pada pengalaman, ekstraversi dan kesetujuan dengan prestasi kerja dalam kalangan pemimpin pendidik bagi sekolah prestasi tinggi (SBT) di Malaysia

Nurul Hudani Md N, Ma'rof R, Noor Hisham Md N

Jurnal Psikologi Malaysia, 2016;30:102-112.

This study aims to identify the relationship between personality traits and job performance among educator leaders in High Performance Schools (HPS). Two sets of questionnaires were used in this study, namely questionnaire Five-Factor Model of Personality (NEO PI-R) for measuring personality and instrument of job performance for measuring the performance of individual work. These questionnaires were distributed to 306 head teachers (89%) in 15 HPS in Malaysia. Pearson correlation analysis showed a significant positive correlation between personality traits such as Conscientiousness (r = .740, p

Matched MeSH terms: Leadership
Pathways to Youth Empowerment and Community Connectedness: A Study of Youth-Adult Partnership in Malaysian After-School, Co-Curricular Programs

Zeldin S, Krauss SE, Kim T, Collura J, Abdullah H

J Youth Adolesc, 2016 08;45(8):1638-51.
PMID: 26092232 DOI: 10.1007/s10964-015-0320-2

After-school programs are prevalent across the world, but there is a paucity of research that examines quality within the "black box" of programs at the point of service. Grounded in current theory, this research examined hypothesized pathways between the experience of youth-adult partnership (youth voice in decision-making; supportive adult relationships), the mediators of program safety and engagement, and the developmental outcomes of youth empowerment (leadership competence, policy control) and community connectedness (community connections, school attachment). Surveys were administered to 207 ethnically diverse (47.3 % female; 63.3 % Malay) youth, age 15-16, attending after-school co-curricular programs in Kuala Lumpur, Malaysia. Results showed that youth voice in program decision-making predicted both indicators of youth empowerment. Neither youth voice nor supportive adult relationships was directly associated with community connectedness, however. Program engagement mediated the associations between youth-adult partnership and empowerment. In contrast, program safety mediated the associations between youth-adult partnership and community connectedness. The findings indicate that the two core components of youth-adult partnership-youth voice and supportive adult relationships-may operate through different, yet complementary, pathways of program quality to predict developmental outcomes. Implications for future research are highlighted. For reasons of youth development and youth rights, the immediate challenge is to create opportunities for youth to speak on issues of program concern and to elevate those adults who are able and willing to help youth exercise their voice.

Matched MeSH terms: Leadership
Fulltext A summary report of the workshop on the 'academic leadership training in the AIMST University, Malaysia'

Premkumar R, Bhore SJ

J Young Pharm, 2013 Jun;5(2):67-9.
PMID: 24023458 DOI: 10.1016/j.jyp.2013.04.001

In Malaysia, there are 81 (as on February 15, 2013) higher education institutions including satellite branches of the foreign universities. In northern part of the Peninsular Malaysia, AIMST University is the first private not-for-profit university and aims to become a premier private university in the country and the region. The workshop described in this article was designed to develop and enhance the capacity of academic staff-in-leadership-role for the University. This type of workshops may be a good method to enhance the leadership qualities of the head of each unit, department, school and faculty in each university.

Matched MeSH terms: Leadership
The influence of safety leadership on nurses' safety behavior: The mediating role of safety knowledge and motivation

Subramaniam C, Johari J, Mashi MS, Mohamad R

J Safety Res, 2023 Feb;84:117-128.
PMID: 36868640 DOI: 10.1016/j.jsr.2022.10.013

INTRODUCTION: This paper investigates the relationships among safety leadership, safety motivation, safety knowledge, and safety behavior in the setting of a tertiary hospital in Klang Valley, Malaysia.
METHOD: Underpinned by the self-efficacy theory, we argue that high-quality safety leadership enhances nurses' safety knowledge and motivation and subsequently, improves their safety behavior (safety compliance and safety participation). A total of 332 questionnaire responses were gathered and analyzed using SmartPLS Version 3.2.9, revealing the direct effect of safety leadership on both safety knowledge and safety motivation.
RESULTS: Safety knowledge and safety motivation were found to directly and significantly predict nurses' safety behavior. Notably, safety knowledge and safety motivation were established as important mediators in the relationship between safety leadership and nurses' safety compliance and participation.
PRACTICAL APPLICATIONS: The findings of this study offer key guidance for safety researchers and hospital practitioners in identifying mechanisms to enhance safety behavior among nurses.

Matched MeSH terms: Leadership*

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