Understanding academic identity development in a changing landscape : The case of university English teachers in Malaysia

Purpose The purpose of this paper is to investigate the influence of technology on organizational performance of private higher learning institutions (HLIs) in Malaysia and to determine the area of focus for private HLIs in Malaysia. Design/methodology/approach Data collection was carried out over two months through an online self-administered questionnaire and yielded 155 samples. Subsequently, the partial least squares structural equation modeling (PLS-SEM) was used to test the reflective measurement model and the structural model for validity, reliability and hypotheses, respectively. Findings This paper discovered that between the two constructs of technology tested (technology management and technology usage), only technology management influenced organizational performance. Originality/value As Industry 4.0 is disrupting the existing business environment, inquiring into the influence of technology is of critical importance for the organizational performance of private HLIs in Malaysia. This paper provides a different perspective of how technology affects the overall organizational performance of private HLIs which differs from past studies which focused more on the effects of technology on individuals such as teachers/instructors and learners.

PurposeThe purpose of this paper is to investigate the relationship between employee motivation and intention for knowledge sharing behaviour. Inter-generational differences (generations X and Y only) were assumed to moderate in the relationship between intention and knowledge sharing behaviour of non-academic staff of higher learning institutions. This research also aims to test the role of behavioural intention as mediation between motivation and knowledge sharing behaviour.Design/methodology/approachThis research tested a conceptual framework derived from widely accepted theories. This study was carried out on non-academic staff working at the different higher learning institutions in Malaysia. Respondents from private and public higher learning institutions in Peninsular Malaysia were asked to complete a self-administered questionnaire. This research also applied confirmatory factor analysis and structural equation modelling to examine the proposed hypothesis of this inquiry.FindingsResults indicate that non-academic staff knowledge sharing behaviour was significantly mediated by intention between motivation and knowledge sharing behaviour relationship. More specifically, inter-generational differences (generations X and Y) play a significant moderation role between intention and knowledge sharing behaviour.Research limitations/implicationsThe generalizability of this cross-sectional study can be strengthened by adopting a longitudinal approach in the next phase of the study.Practical implicationsThe results of this research highlighted that the higher learning institutions need to institutionalize knowledge sharing behaviour among their non-academic staff (executive and non-executive) by facilitating knowledge sharing-oriented work environment.Originality/valueThis paper has attempted to furnish a comprehensive understanding of knowledge sharing behaviour among the non-academic staff of higher learning institutions.

Creativity among academicians is essential for promoting innovation in higher education. This study examines the antecedents of individual creativity among academicians in higher learning institutions (HEIs) in Malaysia. The study focuses on the influence of four organisational culture dimensions: adhocracy, clan, market, and hierarchy. This study adopts the quantitative approach to answer the research questions. Data collected from 100 academicians were analysed using PLS-SEM. The study's findings identify that clan and market cultures significantly predict individual creativity. The study contributes to theoretical and practical development in encouraging the individual's creativity.

The programme outcomes, also known as graduate attributes in the International Engineering Alliance, serve as a benchmark of standards for engineering education to higher learning institutions in Malaysia and other signatory countries under the educational accords. Various studies conducted around the world have revealed that evaluating programme outcomes is perhaps the most important criterion for Outcomes-Based Education (OBE) which focuses on improving graduates' intellectual skills and capabilities. Several Higher Learning Institutions (HLIs) in Malaysia have struggled with assessing programme outcomes since the Engineering Accreditation Council Malaysia (EAC) introduced OBE in 2005. Despite the fact that the programme has been in place for over a decade, issues with assessing programme outcomes persist. Unsustainable effort and meaningless outcome assessment among academic staff are exacerbated by a lack of a specific programme outcome model, improper use of assessment tools, and the collection of massive amounts of unnecessary data. The challenges of assessing programme outcomes experienced by HLIs and academic staff are elaborated on in this article. The concept of sustainable development is introduced, which is believed to be capable of alleviating the problems associated with programme outcome assessment. The background of the adoption of OBE in Malaysia, as well as the assessment requirements of the Washington Accord, are presented in order to emphasise sustainable assessment as the inevitable future of engineering curriculum. The sustainable assessment in engineering curriculum advocated in this article aims to produce sustainable engineering graduates while also reducing the burden of programme outcomes assessment on academic staff.

Funding for Higher Learning Institutions (HLIs) in Malaysia has become increasingly constrained as the government faces increasing costs and global economic slowdown. Central to this issue is the challenge to raise the funds needed to sustain HLIs’ operations and development. It has therefore become a necessity for HLIs to come up with innovative ways to raise funds and move towards to becoming more self-sustainable. Malaysia can possibly learn from HLIs in the UK, US, and Australia where universities have managed to obtain funds through the capital market by issuing bonds. This paper focuses on exploring alternative financing modes for HLIs through Socially Responsible Investment (SRI) sukuk and Social Impact Bonds (SIBs). The methods utilized in this study are critical review of literature, case study analyses and interview sessions with experts. This study recommends two SRI sukuk models: firstly, in the situation where the proceeds are used for income-generating activities, sukuk based on wakalah is proposed; while secondly for non-income generating activities, a cash-waqf sukuk with temporary and permanent features is suggested. In term of the structure of the sukuk, the returns and repayments of both sukuk are dependent on key performance indicators (KPIs) being achieved. In both cases, it is recommended that the sukuk be issued by a consortium consisting of a number of different universities in order to lower the cost of issuance and fund management, as well as efficiently utilizing resources. It is also recommended that the sukuk is guaranteed by a third party, preferably by the government.

The effect of leadership change management on organizational performance is important for the long-term sustainable management of higher education private organisations. The objective of this study was to assess how the leadership change management, strategic agility, teaching efficacy influence on successful transformation in the private higher education institutions in Malaysia. The study examined the mediating effect of strategic agility on the relationship between leadership change management, teaching efficacy and organizational performance among the private higher education institutions in Malaysia. The results of the study posited a direct correlation between strategic agility and organisational performance. These results of the study found that organizational change management, teaching effectiveness, transformational leadership contributed to the performance of private higher learning institutions (PHLIs) in Malaysia. The findings indicate that strategic agility has a substantial impact on organisational success. The results of the study contribute to add to the body of knowledge in leadership change management strategy in private higher learning institutions in Malaysia. The study provides valuable inputs for the policy makers in formulating higher education policy in Malaysia.

The purpose of this paper is to evaluate user acceptance of a Staff Information System at TATI University College (TATIUC), a Higher Learning Institution in Malaysia, using the Technology Acceptance Model (TAM). The evaluation will be based on the two main variables; perceive usefulness and perceive ease of use. This research adopts the criteria of perceive usefulness and perceive ease of use in collecting data from the respondents. Results indicate there are positive correlations between perceived usefulness, perceived ease-of-use and attitude towards the Staff Information System.

Industry 4.0 is a new breed from the past industry revolution. The revolution implies an inevitable impact on professional sectors, including education field. Higher Learning Institution (HLI) is viewed as the platform for the development of Industry 4.0 competencies. However, research related to Industry 4.0 competencies among educators or academicians is scarce. Hence, this study aims to assess the level of Industry 4.0 competencies among lecturers in one of higher learning institution in Malaysia, as well as to identify Industry 4.0 competencies that required further enhancement. Five Industry 4.0 competencies identified from literature review, which are Information and Communication Technologies (ICT), Organizational Learning, Innovative Management, Environment and Continuous Improvement competencies. The importance level and implementation level perceived by the lecturers across the five competencies are assessed via questionnaire which responded by 132 lecturers from a higher learning institution in Malaysia. Data collected is analyzed via descriptive analysis to assess the importance and implementation levels perceived by the respondent. In addition, an improvement opportunity index, namely Focus Index is calculated for each competency. Finding from the study reveals that all the four Industry 4.0 competencies are perceived by respondents as important, however implemented at moderate level. Analysis result of Focus Index also suggests that competencies in term of Organizational Learning and ICT are “over focus”, while Environment competency is viewed as “under focus” which required further enhancement.

Purpose– This empirical research aims to, to add value in the existing research on knowledge sharing, investigate the antecedents of knowledge-sharing behaviour by embedding trust and workplace spirituality variable on non-academic staff from higher learning institution in Malaysia. The role of trust, perceived risk and workplace spirituality towards knowledge-sharing behaviour has attracted significant attention from researchers and practitioners to facilitate the culture of knowledge sharing in organization settings.Design/methodology/approach– The units of analysis include non-academic staffs who are currently working in different higher learning institutions in Malaysia. Apart from descriptive study, this research applied confirmatory factor analysis and structural equation modelling.Findings– The result revealed that there is a strong relationship between workplace spirituality and knowledge-sharing behaviour. On the other hand, the perceived risk variables partially mediate the association between trust and knowledge-sharing behaviour.Research limitations/implications– This research is a cross-sectional study. As a result, the limited sample size in this study may have an effect on the power of generalizability. Further research may be necessary to confirm the model across different industry to reveal the nature of the knowledge-sharing behaviour among the staff.Practical implications– The findings from this research could help the policymakers and the respective authorities of higher learning institutions to create a knowledge-sharing culture that is needed to support knowledge sharing and knowledge management within the higher learning institutions.Originality/value– This research not only adds value to knowledge-sharing literature but also used the variable like workplace spirituality under the context of Malaysian higher learning institution.

Happiness is currently one of the primary indicators of social progress in modern society, particularly among students at higher learning institutions. The study examines the relationship between intrinsic motivation, life satisfaction, and happiness. 285 business faculty students at a higher learning institution in Malaysia enrolled in a bachelor's degree programme received online surveys. The results demonstrated a positive and significant relationship between happiness and the two independent variables of intrinsic motivation and life satisfaction. This study sheds light on how offering extracurricular activities can boost students' pleasure in higher learning and improve students’ intrinsic motivation and life satisfaction

This paper proposes an online Outcome-based Education (OBE) Measurement System, which promotes a centralized OBE data repository for an institution, allowing concurrent online transactions between distributed multi-users. A well-known OBE framework currently being followed by most higher learning institutions in Malaysia is based on the four to seven levels of learning outcomes; a hierarchy commonly composed of course outcomes, program outcomes, program educational objectives, learning outcomes and soft-skill outcomes. The last two learning-outcomes were outlined by the Ministry of Higher Education serving as a standard guideline to be followed by all higher learning institutions in Malaysia. In connecting between the different levels of learning-outcomes, mappings or links between the different levels were pre-defined. Based on these mappings, OBE measurement activities could be carried out across all levels, indicating learning performance achievement reflected at different degrees and perspectives. To accelerate such evaluation processes, we propose a novel online-system design for our OBE measuring engine, adopting semantic notion in defining the concepts of learning-outcomes and their mappings.

Purpose– This paper aims to develop and combined an understanding of the antecedents of knowledge sharing behavior among the non-academic staff of different higher learning institutions in Malaysia.Design/methodology/approach– The researchers tested the hypotheses from the survey data from the non-academic staff of different private and public higher learning institutions in Malaysia. This research also applied confirmatory factor analysis and structural equation modeling to examine the proposed hypothesis of this inquiry.Findings– The results indicate that attitude and subjective norms both influence the staff knowledge sharing behavior significantly and positively. Additionally, this research also revealed that intention of knowledge sharing variable plays a substantial role as a mediating variable in those relationships.Research limitations/implications– This research is a cross-sectional survey. As a result, the limited sample size in this study may affect the power of generalizability. Further research may prove the model across different times to respect the nature of the knowledge sharing behavior among the non-academic staff of higher learning institutions.Practical implications– The results of this research clearly explain how academic institutions may proceed for knowledge sharing culture in their respective department by considering the variables used in this inquiry. If the office of any academic institution feels that the knowledge sharing among the non-academic staff is still low, they can utilize the factors as a tool to facilitate the advancement of the knowledge sharing environment in their respective sections.Originality/value– Previous research primarily focuses on the knowledge sharing behavior of students and lectures ' perspective. This research minimizes the gap by including the non-academic staff of higher learning institutions. In summation, this research also examined the mediating role of knowledge sharing intention in the relationship between attitude, subjective norms and knowledge sharing behavior.

Work Life Balance is an important aspect in the lives of individual employee. It is highly associated with their ability to perform well at work and live a happy and contented life. Work life balance affects every aspects of individual either emotionally or psychologically. This study looks at the level of work-life balance as well as the work involvement of non-academic employees of higher learning institutions in Malaysia. Additionally, it also looks at how the work-life balance affects individual work involvement. Data of this quantitative study were gathered through a set of questionnaire which was administered to 335 non-academic employees of higher learning institutions in Malaysia. Analysis of findings were based on descriptive analysis using SPSS 23 version by looking at the mean and standard deviation. It also looked at the effects of work life balance on work engagement by undertaking pearson correlation analysis. The findings of the study provide and insight on the level of work life balance and work engagement as practiced by the non-academic employees of Malaysian higher learning institutions. The findings also illustrates the significant relationship between work life balance as well as work engagement among non-academic employees in Malaysian higher learning institutions.

The study attempts to measure the student’s gender role attitudes towards equality on ability, beliefs and moral values aspects in a total of 300 students from two higher learning institutions in Malaysia. Self-administered semi-structured questionnaires were handed to each respondent and the information was collected directly by the researchers. The survey questions included student’s gender attitudes towards equality on the aspects of belief, ability and moral values. Results revealed that on belief aspect the most favourable attitude towards equality was in terms of “Boys and girls can perform all tasks equally well” (63.6 percent agree, M = 3.64; SD = 1.00). Similarly, on ability aspects, more favourable attitude was in terms of “Boys and girls should have equal opportunity and should not be treated differently” (77.03% agree M = 3.98; SD = 0.97). The results on student’s gender attitudes towards equality on moral aspects showed that more favourable attitude was in terms of “Boys and girls should have equal opportunity, according to their needs” (88.3% agree, M = 4.15; SD = 0.80). Moreover, the results revealed that beliefs were correlated with the demographic variables such as age (r = 0.29; p < 0.01), race (r = 0.17; p < 0.05) and education (r = 0.21; p < 0.05) while abilities were co-related to gender (r = 0.19; p < 0.01) and education (r = 0.01; p < 0.05). Moral values were also correlated with gender (r = 0.24; p < 0.01), race (r = 0.28; p < 0.01) and hometown (r = 0.174; p < 0.01). With respect to gender beliefs and value aspects, although an overwhelming acceptance was observed among student’s attitudes, traditional norms were noted especially on ability aspects. Given the importance of the student’s favourable attitude towards equality that would assist to achieve equality between men and women in the community, several suggestions are made.

The purpose of this paper is to analyze the importance of job satisfaction in the higher learning institutions in Malaysia and identify the factors that influence job satisfaction. This study used Herzberg Two-factor Theory to determine how relevant hygiene and motivator factors are related to job satisfaction among the Malaysian faculty members. Among the factors identified are company policy, supervision, work condition, salary, recognition, the work itself, growth and achievement. This study also provides theoretical implications to guide future research and offers practical implications to the management in the development of job satisfaction among faculty members. Given that employee job satisfaction is vital and important to the high learning institution, factors influencing job satisfaction need to be given extra attention so that high quality of education and positive student’s learning outcomes can be sustained and achieved successfully.