Introduction Breast cancer is ranked number one from the ten most frequent cancers in
female, Peninsular Malaysia. Various studies provide negative evidence on
malignancies and one of the end results is impaired quality of life (QOL).
Studies show lifestyle approaches are key factors in enhancing the QOL
among cancer survivors. The purpose of this study is to describe the lifestyle
practices (LP) among breast cancer survivors (BCS) which consist of dietary
intake, exercise habits, and stress management and to determine whether
these practices have influence on the QOL among Malaysian BCS.
Methods This study adopts a cross-sectional study design using a self-administered
questionnaire. A total of 280 BCS from public and private hospitals
throughout Peninsular Malaysia had participated. The questionnaire covers
QOL and LP items which consist of dietary intake (consumption of high-fat
food, high-fibre food, fruits and vegetables), exercise habits, and stress
management. Descriptive statistics and one-way ANOVA were used to
determine the relationship between LP and QOL.
Results Mean age of the study sample was at 41 (SD=7.37). Majority of them were
Malay (74%), 53% were diagnosed with breast cancer between 1 to 2 years
whereas 54% were presented with stage 2 at diagnosis. There was a
statistically significant difference (p
Workplace deviant behavior is an action performed voluntarily by an individual and harms the
organizational norms and affects individual, organization or both. Therefore, it is a priority to the
organization to understand and look at the workplace deviant behavior issue because different
individual and environment will cause differences in how an individual behaves. Understanding the
terms, factors, typologies and effects of deviant behavior will enable organization to draw the
rehabilitation plan so deviant behavior will be curbed from the beginning. Overcoming workplace
deviant behavior will result in positive impact to the organization management and financial and will
lead to positive and conducive environment at the workplace.
Employees support during the implementation of organizational changes is important to ensure
successful change. Thus, identifying factors that motivate individuals to support organizational change
is of vital interest for the successful management of changes. Previous studies have confirmed a
number of factors that can affect individual behavior to support the change. However, there are only
few studies that have identified the potential factors to form a framework that is based on theory, in
particular using the theory of planned behavior. Therefore, this study explores how perceived benefits
of change, supervisor support and change self-efficacy affects behavioural support for change.
Furthermore, this review offers propositions based on current literature for further in-depth empirical
investigations to find out the effects of these factors towards behavioural support for change that can be
used as a guide in the academic field as well as practical.
The mediation of moral disengagement is seldom used as a mechanism in determining the relationship
between abusive supervision and deviant behavior. Integration of Moral Disengagement Theory, Social
Exchange Theory and past research findings, a model is developed which shows abusive supervision
will increase possibility of individual involved in deviant behavior which directly will affect individual
or organization or both. This model shows how the integration obtained from the literature review
between variables which are abusive supervision, moral disengagement and deviant behavior are able
to explore and give understanding towards individual’s deviant behavior in an organization. This
understanding will help organization to conduct an intervention to overcome deviant behavior issue in
an organization.
Employees support during the implementation of planned organizational changes is important to ensure
successful change. Therefore, this study attempts to explain the phenomenon of behavioral support for
change by integrating Lewin's Three Steps Model and Theory of Planned Behaviour. The literature
review of planned organizational change models developed by previous researchers based on the Three
Steps of Lewin Change Model was undertaken before the change model for this study was developed which involved three phases of change namely motivation to change, commitment to change, and
behavioural support for change. Based on that model, the Theory of Planned Behaviour was used to
explain the relationship between the variables where perceived benefits of change (attitude), supervisor
support (subjective norms) and change self-efficacy (perceived behavioural control) was predicted to
influence commitment to change (behavioral intention), which in turn affects individual behaviour to
support change (behavior). Subsequently, this study proposes a conceptual model based on the latest
literature to be implemented in depth empirical studies to test the proposed model.
Introduction This study investigates work engagement of employed breast cancer
survivors in comparison to unmatched control samples of healthy working
women without cancer and any other chronic diseases from the general
population.
Methods A case-control study design using unmatched controls was adopted in this
study. The case comprised of 80 female breast cancer survivors who have
returned to full-time employment selected using purposive sampling
technique. Meanwhile, controls were 88 healthy female working women in
full time paid employment, selected using quota sampling. Questionnaire
covering socio-demographic characteristics and self-rated work engagement
measured using Utrecht Work Engagement Scale (UWES) was distributed to
the cancer survivors through face-to-face meeting during their hospital visits.
For the healthy controls the questionnaires were distributed using drop-andcollect
method through the human resource personnel of the participating
organization.
Results The results revealed, after controlling for age, marital status, ethnic group and
tenure with organization, no significant differences in the overall work
engagement was found between the breast cancer survivors [mean (SD) =
4.66 (0.92)] and the healthy controls [mean (SD) = 4.75 (0.85)]; F(1, 163)
=1.70. In comparison to the work engagement domains, only the Vigor
domain was found to be significantly lower for the survivors, survivors [F (1,
163) =14.94; p