Abstract
Excellent human resource development prioritizes organizational performance development elements. Organizational performance in Malaysia’s public sector is a concept that still needs to be explored. To date, improvements to leadership quality in order to enhance employee competence is one of the areas of study that has become the focus of researchers in the field of human resource development. In fact, leadership quality is also influenced by a person’s self-resilience to changes – one such example is police officers’ competence in order to perform their duties well. This study aims to assess the relationship between self-resilience and the leadership qualities of police officers. The study involved the Royal Malaysia Police of the state of Selangor. The study which used a simple randomized quantitative method involved 105 respondents comprised of police officers and other members of the force. Findings of the study indicate highest positive relationships between leadership and competency, resilience and competency, and resilience and leadership, with r values between 0.791 to 0.864. However, the relationship between leadership quality based on education level and length of service (work experience) was not significant. This study shows that there are several elements in human resource development and performance management that can be improved by emphasizing on the leadership aspect in order to improve the competencies of police officers in Malaysia.
Highlights
The ever-changing and increasingly complex structure of organizations has challenged all companies to develop their respective human resource potential
The findings indicate that the relationships between leadership quality, competency and self-resilience are positively significant
The transformational leadership theory suggests that leaders who exhibit human-oriented behaviors, justice, power-sharing, concern for sustainability, ethical guidance, role clarification, and integrity will be more successful in influencing police officer competence (Filstad, 2020)
Summary
The ever-changing and increasingly complex structure of organizations has challenged all companies to develop their respective human resource potential. Human resource development has become an important element in excellent organizations in line with the current world’s challenges (Rami et al, 2021) as well as the 12th Malaysia Plan which one of its aims is to enhance human resource research and development (RMK-12, 2020). As much as 62% of the total size of civil service posts are in health, education, as well as the security forces sectors The most worrying issue is when a total of 51,668 police officers had stated that misconduct still exists in PDRM – this fact has affected PDRM’s services and forced the organization to become an agency focused instead on addressing the issue of misconduct through the establishment of the 2020 Independent Police Conduct Commission (IPCC), according to the outcome of a questionnaire analysis. The 2020-2024 Pelan Antirasuah Polis Diraja Malaysia (PAPDRM) listed that the risk of corruption is at 11.48, followed by the risk of integrity at 4.36 (PDRM, 2020)
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