This article describes the development process of the National Defence Policy (NDP), which is
executed by the Malaysian Armed Forces (MAF) and government. In this chapter, it will touch on the
early development of the international political developments during and after the Cold War (1991),
the Southeast Asian region and threats that affect the development of the defense. In addition, this
paper describes the development process of the Malaysian defense policy adopted since 1957 to 2010.
The NDP formed since 1957 involves various aspects such as the importance of the region to Malaysia,
the concept of defense and the principle of national defense. This article clarify in detail on the aspects
as set out in the NDP in particular the principle of self-reliance defense, principal of regional
cooperation defense and the principle of the foreign aid defense. In addition, this paper also describes
the implementation of a number of defense strategies implemented by MAF as resistant barring
defense, forward defense, diplomacy defense, and total defense. To fine-tune the process of national
defense developmet, this chapter also will look on the efforts and development process by all branches of service of MAF which are Malaysian Army (MA), Royal Malaysian Navy (RMN) and Royal
Malaysian Air Force (RMAF).
This study examines the factors that influence organizational commitment among public employees in
residential colleges in the University of Malaya. A total of 100 employees representing 12 colleges
responded to the questionnaires that were designed to measure their motivation and level of
commitment. The data obtained were analyzed using correlation, analysis of variance and regression
analysis were used in order to achieve the objectives of the study. The findings of this study indicated
that there are significant and positive relationships between all factors (employment compensation,
training and development, career development and management support) with organization
commitment. Furthermore, the findings also showed a directional relationship between independent
and dependent variables by which the public employees at the colleges have positive commitment to
the organization when the management provides attractive training and development, career
development and good management support. In addition, the findings indicated that career
development was the most dominant factor influencing organizational commitment followed by
training development and job compensation. However, management support factor does not affect the
organizational commitment among public employees compared to the other factors.