Self-directed learning (SDL) is becoming a prominent issue discussed in the workplace
learning topic. Each of the employees needs to be aware that organizations need people who
do not only believe the importance of learning but they must have initiative and capability
to learn effectively. This study aims to examine the antecedent factor of the emergence of
SDL in the workplace. This study using qualitative research design, particularly case study
approach conducted in a prominent motorcycle-manufacturing company in Indonesia that
intentionally set the organizational direction toward a learning organization. A total of thirty
staff and managers were purposively selected and interviewed using a semi-structured
approach. The Data gathered were analyzed using the content analysis technique. Findings
indicate three factors as the antecedent to the emergence of SDL in the workplace, namely:
personal factors, organizational factors, and family support. Discussion and
recommendations based on research findings will be explained later.
The purpose of this study is threefold, that is, to examine discrete emotion and how it could contribute to the crossover phenomena in organizations, to examine how crossover affect employees’ burnout and engagement, to develop a theoretical framework of discrete emotion as mediator and its crossover in the relationship between job demand, resource and employees’ wellbeing. This paper examined past studies from Proquest, SAGE, Springer, JStor and Emerald online Database that are related to discrete emotion, spillover-crossover model, burnout and engagement. Fifty papers were reviewed from the online databases within the year 2004 to 2015. Findings show that discrete emotion has some effect on employees’ wellbeing through crossover phenomena process. Positive emotions, such as, joy and happiness can accelerate a person’s recovery from the physiological effects of negative emotions. Employees react to the antecedent and possess a discrete emotion. Employees’ discrete emotion makes crossover towards colleagues and triggers the intensity of their psychological state (engage, burnout). Practical intervention for human resource development professionals were suggested to assist employees and organizations on making it known about knowledge on discrete emotion and how it can affect employees’ wellbeing. This research produces a theoretical concept to examine the predictive potential of discrete emotion that leads to crossover phenomena in determining employees’ burnout and engagement.
Perceived work environment could be described as the opinions and attitudes of workers towards their work condition. Elements of perceived work environment such as physical environment, supportive work environment, and perceived work tasks may possibly be important factors that influence the occurrence of accidents. The objective of this study is to examine the relationship between perceived work environment and the occurrence of accidents within an electronic manufacturing industry in Kuching, Sarawak. A cross-sectional survey utilizing a bilingual self-report questionnaire was conducted to garner data from 50 workers. Independent t-test and Pearson moment correlation were used to assess data. The results indicated that the occurrence of accidents was not affected by age group. Although physical environment and perceived work tasks did not demonstrate significant relationships with the occurrence of accidents, supportive work environment exhibited a significant inverse relationship, thereby indicating that accidents could be lowered in the presence of higher supportive work environment. Thus, support and help from co-workers are essential determinants of safety at the workplace.