Technological Change as a Mediator of Employee Competency Profiling in Selected Industries in Kuching, Sarawak: A Structural Equation Modeling Approach
DOI:
https://doi.org/10.33736/jcshd.198.2016Abstract
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.
Keywords: competency profiling; teamwork; organizationa culture; change management; technological change; mediator; structural equation modelling
References
Azmi, I. A., Ahmad, Z. A., & Zainuddin, (2009). The effects of competency based career development and performance management practices on service quality: some evidence from Malaysia. International Review of Business Research Papers, 5(1), 97-112.
Blanco, F. Á., Echaluce, M. L.S., Penalvo, F. J.G., & Conde, M. A. (2015). Using Learning Analytics to improve teamwork assessment. Computers in Human Behavior, 47, 149-156.
https://doi.org/10.1016/j.chb.2014.11.050
Cheng, B.,Wang, M., Yang, S.J., & Peng, J. (2011). Acceptance of competency-based workplace e-learning systems: effects of individual and peer learning support. Computers & Education, 57(1), 1317-1333.
https://doi.org/10.1016/j.compedu.2011.01.018
Creswell, J. W., & Clark, V. L. P. (2007). Designing and conducting mixed methods research. Thousand Oaks, CA: Sage Publications.
Draganidis, F., & Mentzas, G. (2006). Competency based management: a review of systems and approaches. Information Management & Computer Security, 14(1), 51-64.
https://doi.org/10.1108/09685220610648373
Hanapi, Z., & Nordin, M. S. (2014). Unemployment among MalaysiaGraduates: Graduates'Attributes, Lecturers' Competency and Quality of Education. Procedia-Social and Behavioral Sciences, 112, 1056-1063.
https://doi.org/10.1016/j.sbspro.2014.01.1269
Hair, J. F., Sarstedt, M., Ringle, C. M., & Mena, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science, 40(3), 414-433.
https://doi.org/10.1007/s11747-011-0261-6
Jainudin, N. A., Francis, L., Tawie, R., & Matarul, J. (2015). Competency of Civil Engineering Students Undergone Industrial Training: Supervisors' Perspectives. Procedia-Social and Behavioral Sciences, 167, 245- 249. Chicago.
https://doi.org/10.1016/j.sbspro.2014.12.669
Kansal, S., & Chandani, A. (2014). Effective Management of Change During Merger and Acquisition. Procedia Economics and Finance, 11, 208-217.
https://doi.org/10.1016/S2212-5671(14)00189-0
Karanja, A. W. (2015). Organizational Change and Employee Performance: A Case on the Postal Corporation of Kenya. European Journal of Business and Management, 7(11), 232-241.
Marthandan, G., Jayashree, S., & Yelwa, H. A. Acquiring Key Competencies in Malaysia. Maria, V., & Klas E, P. (2007). "Competency management in support of organisational change," International Journal of Manpower, 28 (3/4), 260 - 275.
https://doi.org/10.1108/01437720710755245
Martins, N., & Coetzee, M. (2007). Organisational culture, employee satisfaction, perceived leader emotional competency and personality type: An exploratory study in a South African engineering company. SA Journal of Human Resource Management, 5(2), 20-32.
https://doi.org/10.4102/sajhrm.v5i2.116
Charles (2001). "Team competencies", Team Performance Management: An International Journal, 7(7/8), 117-122.
https://doi.org/10.1108/13527590110411028
Margerison, C. (2001). "Team competencies", Team Performance Management: An International Journal, 7( 7/8), 117-122.
https://doi.org/10.1108/13527590110411028
Nadri, A.H., Hasbee, U., Mughal, H.Y., & Channa, M.A. (2016). Factors contributing to Employee Competency: Insight from Malaysia. Science International Journal, 28(1), 485-489.
Neill, J. (2008). Writing Up a Factor Analysis. Centre for Applied Psychology University of Canberra.
Omer, F. U. (2012). The Impact of Information Technology on Human Resource Practices and Competencies. In: 3rd International Symposium on Sustainable Development, May 31 - June 01, 2012, Sarajevo.
Olupeliyawa, A. M., Hughes, C., & Balasooriya, C. D. (2009). A review of the literature on teamwork competencies in healthcare practice and training: Implications for undergraduate medical education. South East Asian J Med Educ, 3(2), 61-72.
https://doi.org/10.4038/seajme.v3i2.454
Rahman, M. R. C. A., Abdullah, T. A. T., Agus, A., & Rahmat, M. M. (2007). Universities-Workplace Competency Gaps: A Feedback from Malaysian Practising Accountants. Journal of Financial Reporting and Accounting, 5(1), 119-137.
https://doi.org/10.1108/19852510780001579
Rajesh, K. S., Suresh, K. G., & Deshmukh, S.,G. (2008). Competency and performance analysis of Indian SMEs and large organizations, Competitiveness Review: An International Business Journal, 18(4), 308 - 321.
https://doi.org/10.1108/10595420810920798
Sains (2013). Balanced scorecard system to assist Sarawak civil service achieve world class. Retrieved from http://www.sains.com.my/ uploads/uploader/pdf.php?id=2128
Salleh, K. M., Sulaiman, N. L., Mohamad, M. M., & Sern, L. C. (2015). Academia and Practitioner Perspectives on Competencies Required for Technical and Vocational Education Students in Malaysia: A Comparison with The ASTD WLP Competency Model. Procedia-Social and Behavioral Sciences, 186, 20-27.
https://doi.org/10.1016/j.sbspro.2015.04.110
Salas, E., Rosen, M. A., Burke, C. S., & Goodwin, G. F. (2009). The wisdom of collectives in organizations: An update of the teamwork competencies. Team effectiveness in complex organizations. Crossdisciplinary perspectives and approaches, 39-79.
Shahzad, F. (2014). Impact of organizational culture on employees' job performance: An empirical study of software houses in Pakistan. International Journal of Commerce and Management, 24(3), 219-227.
https://doi.org/10.1108/IJCoMA-07-2012-0046
Siew Kim Jean Lee & Kelvin Yu (2004). Corporate culture and organizational performance. Journal of Managerial Psychology, 19(4), 340-359.
https://doi.org/10.1108/02683940410537927
Suhairom, N., Musta'amal, A. H., Amin, N. F. M., & Johari, N. K. A. (2014). The development of competency model and instrument for competency measurement: The research methods. Procedia-Social and Behavioural Sciences, 152, 1300- 1308.
https://doi.org/10.1016/j.sbspro.2014.09.367
Tovey, L. (1994). Competency assessment: a strategic approach-part II. Executive Development, 7(1), 16-19.
https://doi.org/10.1108/09533239410052860
Woodruffe, C. (1993). What is meant by a competency? Leadership & Organization Development Journal, 14(1), 29 - 36.
Downloads
Published
How to Cite
Issue
Section
License
Copyright Transfer Statement for Journal
1) In signing this statement, the author(s) grant UNIMAS Publisher an exclusive license to publish their original research papers. The author(s) also grant UNIMAS Publisher permission to reproduce, recreate, translate, extract or summarize, and to distribute and display in any forms, formats, and media. The author(s) can reuse their papers in their future printed work without first requiring permission from UNIMAS Publisher, provided that the author(s) acknowledge and reference publication in the Journal.
2) For open access articles, the author(s) agree that their articles published under UNIMAS Publisher are distributed under the terms of the CC-BY-NC-SA (Creative Commons Attribution-Non Commercial-Share Alike 4.0 International License) which permits unrestricted use, distribution, and reproduction in any medium, for non-commercial purposes, provided the original work of the author(s) is properly cited.
3) The author(s) is/are responsible to ensure his or her or their submitted work is original and does not infringe any existing copyright, trademark, patent, statutory right, or propriety right of others. Corresponding author(s) has (have) obtained permission from all co-authors prior to submission to the journal. Upon submission of the manuscript, the author(s) agree that no similar work has been or will be submitted or published elsewhere in any language. If submitted manuscript includes materials from others, the authors have obtained the permission from the copyright owners.
4) In signing this statement, the author(s) declare(s) that the researches in which they have conducted are in compliance with the current laws of the respective country and UNIMAS Journal Publication Ethics Policy. Any experimentation or research involving human or the use of animal samples must obtain approval from Human or Animal Ethics Committee in their respective institutions. The author(s) agree and understand that UNIMAS Publisher is not responsible for any compensational claims or failure caused by the author(s) in fulfilling the above-mentioned requirements. The author(s) must accept the responsibility for releasing their materials upon request by Chief Editor or UNIMAS Publisher.
5) The author(s) should have participated sufficiently in the work and ensured the appropriateness of the content of the article. The author(s) should also agree that he or she has no commercial attachments (e.g. patent or license arrangement, equity interest, consultancies, etc.) that might pose any conflict of interest with the submitted manuscript. The author(s) also agree to make any relevant materials and data available upon request by the editor or UNIMAS Publisher.
