Wokeness As a Reaction to Power Dynamics in Malaysian Workplaces: An Analysis of Testimonials on the Malaysianpaygap Instagram Page

This case study paper explores the integration of skills graduates should possess to meet employers’ expectations in the IR4.0 era and to what extent the hybrid skills demanded may impact employment. The construction of skills integration later will lead to the development of hybrid skills framework and recruitment decisions in the IR4.0 era for future job demands. The hybrid skills framework is developed to facilitate graduates’ employability in the IR4.0 era and future job demands. A case study approach was adopted to construct a hybrid skills framework based on Malaysian employers’ opinions through semi-structured interviews conducted via online digital platforms. Design/methodology/approach– Case study data were collected through interviews with 10 Malaysian employers with extensive experience hiring graduates in the IR4.0 era. The recorded data were transcribed, and the transcripts were subjected to content analysis. Findings– There is consensus on the need for hybrid skills to meet the IR4.0 job demands, which vary depending on the organisation’s sectors. The hybrid skills framework was constructed into four components: personal-soft digital, socio-soft digital, method-soft digital and neo-technical skills. The construction of hybrid skills leads to discovering how the hybrid skills influence employers’ recruitment decisions, leading to noteworthy findings. Research implications– This study suggests that higher education institutions, policymakers, and employers should reorientate their efforts to assist graduates in developing hybrid skills that promote employability to meet future job demands. This study creates a nexus between human capital investment and an organisation’s resources in discovering hybrid talents and their impacts on recruitment. Originality/Value– The study represents a hybrid skills framework that heavily influences Malaysian employers’ recruitment decisions. The hybrid skills framework provides a trajectory for stakeholders to recognise and solve the lack of skills issues among the graduates. Moreover, this is the first study that explores the nexus between skills and employers’ recruitment strategiesin the IR4.0 era in a Malaysian context.

Workplace bullying has been termed the cancer of the workplace; it is a widespread and often intractable problem. Internationally, a wealth of research has examined the prevalence of workplace bullying and its negative effects. This research base and the scientific definition of workplace bullying are, however, based on Western perspectives and supported by theories, models, and research studies conducted in Western cultures. The differences in cultural perspectives of Western and Eastern countries mean that workplace bullying may not be understood in the same way across different cultural groups, particularly when cultures differ along the Individualism-Collectivism dimension. Given that Malaysia is an Eastern country with a number of ethnic groups, a more comprehensive understanding of workplace bullying in the Malaysian context is important. Through a case study comprising in-depth qualitative interviews with 20 employees from different organisations in Malaysia, this chapter reveals six lay beliefs of workplace bullying and 19 lay beliefs about bullying behaviors. The study also found that the 12 bullying behaviors are work related while the other seven are personal-nature bullying behaviors. These results emphasize the influence of culture on how bullying is perceived within the Malaysian context, and the importance of understanding lay representations of workplace bullying from the Eastern context that apparent across nation. Based on the interviews, a general definition of workplace bullying from Malaysian employees’ perspectives is presented and developed. The chapter concludes with implications for understanding bullying as an important psychosocial hazard at work and recommendations for future research and practice across the Asia Pacific region.

This study examined the relationship between burnout and perceived job performance among private-sector employees in Malaysia. Data was collected through an online survey, 149 respondents were (100 females, 49 males) conveniently sampled. The study utilized two instruments, the Oldenburg Burnout Inventory (OLBI) and the Individual Work Performance Questionnaires (IWPQ). Three objectives were aimed for this study, (1) to determine the levels of burnout among private-sector employees (2) to determine the levels of perceived job performance among private-sector employees and (3) to identify the relationship between burnout and perceived job performance among private-sector employees. Both descriptive and inferential analyses were conducted, including Pearson's correlation, to evaluate the data and explore the relationships between key variables. The results revealed that the majority of respondents exhibited low levels of burnout (n = 60) and a low level of perceived job performance (n = 96). Additionally, a significant negative correlation was found between burnout and perceived job performance (r = -.609, p < .001). The findings of this study are critical to enhancing organizational performance as minimizing burnout may improve employees’ productivity and performance, resulting in higher quality work, better client service, and overall corporate success. Organizations might use this data to establish targeted strategies and programs designed to alleviate burnout, such as stress management workshops and counseling services. The study also adds valuable empirical data to the existing body of research on burnout and job performance. It addresses existing gaps in the literature, especially regarding the Malaysian context, and provides a basis for future research exploring similar themes.

Traditionally, organisations were responsible for individuals' career management. With the emergence of contemporary career management approaches, many employees in the West started to self-manage their career based on their core values, looking at work in the context of an individual's life as a whole. Contemporary career approaches bring a myriad of benefits, including higher life satisfaction, well-being, employability, and work engagement. However, many employees in Malaysia are still holding on to the view that organisations are responsible for their career success. This chapter aims to discuss challenges that employees in Malaysia face during the Covid-19 pandemic and to provide a conceptual framework for researchers, HR practitioners and career counsellors to explore how contemporary career approaches can be a potential aid for issues relating to career management and employability in the current context. To provide a comprehensive review of this topic, desktop research was carried out to search for conceptual papers, empirical studies and news reports in the Malaysian context up to March 2021, thus covering most of the data in the COVID-affected 2020. Based on the findings, a conceptual framework and suggested future research are presented.

Presenteeism, a global phenomenon, refers to the act of attending work despite experiencing health, work-related, or personal issues that hinder productivity.While research on presenteeism has gained momentum internationally, it remains limited within the Malaysian context particularly among millennial employees.This study seeks to address this gap by examining the influence of workload, supervisor support, and coworker support on presenteeism among Malaysian millennials.According to the Department of Statistics Malaysia (DOSM), as of the first quarter of 2020, the total employed population in Malaysia stood at 15.24 million, with millennials (aged 25 to 40) recorded for approximately 9.4 million in 2019.Employing a cross-sectional design, this study collected data from 123 millennial employees in Malaysia through purposive and snowball sampling methods.Respondents completed an online self-administered questionnaire, and the data were analysed using the Statistical Package for the Social Sciences (SPSS) Version 25.The findings revealed that among the variables studied, only workload significantly predicted presenteeism.These results offer important insights into the workrelated factors contributing to presenteeism and provide a more contextually relevant understanding applicable to the Malaysian workforce.

Oral communication had been regarded as one of the important elements especially in Malaysian workplace context and the use of English language had been deemed to be the necessary requirement for employees. Based on series of literature review, only a few studies had been done toward examining communication apprehension issue using English within Malaysian workplace context. With the aim of investigating English oral communication apprehension among Malaysian employees, the study adopted quantitative approach and use PRCA-24 as the main instruments to 352 respondents. From PRCA-24, four communicative events were measured which group discussion, meeting, conversation and public were speaking. Overall, Malaysian employees recorded a moderate level of CA using English at workplace. In addition, government employees are more apprehensive compare to their counterpart. Both private and government employees recorded higher level of CA during public speaking and meeting. In relation to demographic variables, gender, job sector and highest education levels were found to be significant in influencing level of CA among Malaysian employees whilst both age and years of service were not. The study inferred some important findings that could help in understanding English communication apprehension at workplace and Malaysian employers (private and government) need to consider continuous professional development to further enhancement English communication competency of their employees resulting in lowering CA level.

PurposeThe purpose of this paper is to examine the causes and consequences of job stress in Malaysia and make a comparison between Western and Eastern perspectives.Design/methodology/approachA grounded theory approach was used to develop a lay representation of Malay people's descriptions of their experiences at work, including job stress. Interviews were conducted with 48 employees in Malaysia, using six semi‐structured interview questions adopted from Kinman and Jones and translated into the Malay language, as a guide.FindingsAlthough most respondents perceived that individual factors play an important role in work stress, organizational factors seemed to be the dominant factor identified that contributes to work stress. Respondents also perceived the individual as key to stress reduction rather than management interventions. A new concept emerged in this study that was related to external factors impinging on work (such as globalization).Practical implicationsOrganizations should formulate strategies to prevent job stress among employees. They must also be alert to the impact of external factors that are now common in the Malay workplace.Originality/valueResearch of job stress in employees in Eastern cultures is rare. The paper provides in‐depth preliminary research which will lead to further investigations of job stress in Eastern workplace settings.

The proposed paper offers an in-depth exploration of ecocritical perspectives within Amitav Ghosh's magnum opus, "The Glass Palace." Focused on the overarching themes of colonialism and resource exploitation, the analysis employs the theoretical frameworks of metabolic rift and Michel Foucault's concept of power to unravel the intricate layers of environmental discourse embedded in Ghosh's narrative. The study delves into the portrayal of landscapes altered by colonial powers, emphasizing the ecological consequences of resource extraction. Ghosh's intricate storytelling provides a lens through which the metabolic rift, a concept rooted in Marxian ecological thought, is scrutinized. The paper examines how colonial interventions disrupt the natural metabolic processes of the environment, leaving enduring scars on the landscapes depicted in the novel. Furthermore, Foucault's notion of power dynamics is applied to unravel the intricate web of control and dominance in the context of resource exploitation. The paper explores how power relations shape and perpetuate environmental exploitation, as depicted in the interactions between colonizers and colonized in "The Glass Palace." By merging ecocriticism with the lenses of metabolic rift and Foucault's power dynamics, this paper aims to provide a comprehensive understanding of the intricate relationship between colonialism, resource exploitation, and environmental consequences in Ghosh's work. Through this interdisciplinary approach, the study seeks to contribute to a broader discourse on the intersectionality of literature, ecology, and power dynamics in the post-colonial context.

Purpose The purpose of this paper is to explore how, given the contingent nature of supplier agency, SME subcontractors respond to the power dynamics currently at play in the space global value chain (GVC). Design/methodology/approach This paper presents a case study of four subcontracting SMEs in south-west France. The region hosts two leading European space systems integrators – Thales Alenia Space and Airbus Defence and Space – along with their suppliers and subcontractors. The area is also home to the headquarters of the French space agency (Centre National d’Études Spatiales) and to a major competitive cluster (Aerospace Valley). Data collection drew on primary sources, including semi-structured interviews and both participant and nonparticipant observations, as well as on secondary sources such as extensive industry literature. The Gioia methodology was employed to structure and categorize the data. Findings First, the study reveals a power dynamic shaped by four types of power – bargaining, demonstrative, institutional and constitutive. Specifically, it shows that interactions among these types of power generate governance uncertainty. Second, it identifies three distinct strategies – disconnected, hybrid and aligned – that subcontractors implement in response to this uncertainty. In doing so, it highlights both the contingent nature of subcontractors’ agency and their perceptions of French-based MNE contractors’ roles in the power dynamics of the space GVC. Research limitations/implications The main contribution of the study is to illuminate the strategic responses of less powerful actors to power dynamics in the GVC. Future research could examine the performance of these strategies and explore knowledge management processes, which this paper does not address. While the generalizability of the findings is limited, they remain transferable to contexts characterized by similar contingencies in suppliers’ agency. Finally, the study opens avenues for further research on power dynamics in the space GVC, particularly with regard to urgent issues such as sustainable orbit management and ensuring safe access to space for all. Practical implications The analysis of power dynamics in the space GVC may help practitioners better understand the mechanisms and actors involved. For subcontractors, this paper provides insights into the range of strategies they can adopt, as well as the internal and external resources needed for their effective implementation. It also presents subcontractors’ feedback on the limited effectiveness of geographic return procurement and the persistence of structural knowledge stickiness in the European space industry. Ultimately, the study contributes to ongoing reflections on the strategic refinement of this sector in the “New Space” era. Originality/value The paper’s originality lies in its comprehensive analysis of power dynamics from the perspective of subcontractors in an under-researched yet increasingly significant sector for the international business community: the space GVC. Its value stems from revealing a new outcome of power dynamics (governance uncertainty), as well as from providing insights into the factors that both enable (intra-sectoral upgrading) and hinder (structural knowledge stickiness) captive suppliers in implementing strategic responses to these dynamics.

This article presents the results of a multiple case study that explored the ways learning, design, and technology (LDT) scholars negotiate issues of social justice in their practice and research. Using Stake’s (2009) multiple case study, we examined the design practices of 4 scholars, looking across contexts to understand participants’ design practices, as well as the connections between those practices, their perspectives, and the local context. We found that attending to social justice requires a reflexive, reflective approach situated within understandings related to designer positionality and power. Design practices were employed to address justice-based tensions that emerged around project goals, perceived roles, and power dynamics. This study provides insight into the ways current scholars are taking up issues of social justice by engaging in a critical, responsive approach to design.

The emergence of technology-facilitated violence and abuse (TFVA) has led to calls for increased collaboration across and among sectors. Growing recognition of the need for multistakeholder collaboration (MSC) between industry, civil society, government, and academia reflects the number of moving parts involved, the need for specialized knowledge and skills in relation to certain issues, and the importance of recognizing the ways in which interlocking systems of subordination can lead to very different experiences with and impressions of social justice issues (Crenshaw, 1991). Numerous financial, professional, and personal factors incentivize MSC. Notwithstanding growing opportunities and incentives for TFVA-related MSC, collaborative efforts bring with them their own set of challenges. This chapter integrates elements of the literature on MSC, particularly those focusing on risks, benefits, and ways forward, with excerpts from a dialogue between an academic and community organization leader who are collaborating on a research partnership encompassing TFVA against young Canadians.

This article illuminates the unique challenges Black occupational therapy practitioners face on their leadership paths. Amplifying minoritized voices and raising awareness of systemic racism serve as catalysts for fostering equity and inclusivity in the occupational therapy profession. To explore the journey and lived experience of Black occupational therapy practitioners currently holding or who had previously held leadership positions. An interpretive phenomenological method was used to explore, identify, and analyze the supports and barriers participants encountered while pursuing leadership roles. Participants completed a demographic survey and a 60-min virtual interview. Reflexive thematic analysis was used to identify themes, and theory triangulation ensured validity and rigor in the analysis. Five themes emerged: (1) sociocultural context can nurture the potential for leadership, (2) responsibility to build a legacy of representation, (3) micro- and macroaggressions: stereotyped and underestimated, (4) networking as a necessary process, and (5) creating inclusive spaces expands professional identities. Findings were examined and triangulated through the lens of critical race theory and social network theory, providing valuable context for understanding social structures, power dynamics, and their impact on developing Black occupational therapy practitioner leaders. The data support the importance of networks and the role of institutional racism in perpetuating social inequalities that persist in the leadership journey of Black occupational therapy practitioners. Plain-Language Summary: This manuscript illuminates the unique challenges Black occupational therapy practitioners face in their leadership paths. Researchers used an interpretive phenomenological research design to explore the journeys and lived experiences of seven Black occupational therapy practitioners currently holding or who had previously held leadership positions within the past 5 yr. Five themes emerged: (1) sociocultural context can nurture the potential for leadership, (2) responsibility to build a legacy of representation, (3) micro- and macroaggressions: stereotyped and underestimated, (4) networking as a necessary process, and (5) creating inclusive spaces expands professional identities. The findings were examined and triangulated through the lens of critical race theory and social network theory, providing context for understanding social structures, power dynamics, and the impact of these structures on developing Black occupational therapy practitioner leaders. The data support the importance of networks and the role of institutional racism in maintaining the social inequalities persisting on the leadership journey of Black occupational therapy practitioners. Positionality Statement: The authors all identify as cis women of color and advocate for the impact of the intersection of race and gender on the occupational therapy profession. Tyra M. Banks is a Black woman, educator, scholar, and first-generation college educated. Karen Park is a Korean American, neurodivergent woman, occupational therapist, educator, scholar, and child of immigrants. Kayla Gibson is a Black woman, athlete, occupational therapist, and first-generation college educated. Their combined identities and lived experiences in a predominantly White profession allow them to hold an intersectional lens for critically analyzing the profession and amplifying voices historically excluded from occupational therapy narratives.

In this reflexive essay, I raise issues about power dynamics between interviewers and interviewees based on my experiences conducting research interviews in South Korea. I focus on the sociocultural contexts that drive social agents’ behaviors in the interview process, which in Korean Confucian contexts include respect for adults and educational fervor. A particular configuration of authority relationships was evident in each scenario, showing how sociocultural contexts underlie the complicated power dynamics of interview situations, which can be further complicated by topics that require participants to share their intellectual notions. Based on my interview experiences, I argue that acknowledging these social contexts and their impacts on power relations will serve to strengthen the depth of engagement in interviews and therefore the quality and potential impact of qualitative interview research.

This study investigates how transparency is practiced in workplace communication among employees in Malaysia. Guided by three dimensions of organizational transparency, disclosure, clarity, and accuracy and the Communication Climate Theory, this research explores how information is shared, understood, and validated in diverse organizational settings. Through qualitative interviews with 15 Malaysian employees across various industries, the study uncovers key themes that illustrate how transparency is perceived and experienced. Findings revealed that disclosure is facilitated through feedback and information platforms, with variations in practices such as complete, gradual, or biased information sharing. Clarity, or lucidity, was influenced by language use, generational and cultural differences, and communication modes, with preferences for clear, jargon-free language and face-to-face interactions. Accuracy was typically linked to adherence to organizational policies and reliance on experienced personnel. While employees valued transparent practices, they also acknowledged inconsistencies, particularly in hierarchical or top-down environments. These insights suggest that transparency, while highly valued, remains inconsistently applied due to organizational culture, communication strategies, and leadership models. The study contributes to a deeper understanding of how transparency affects employee trust, satisfaction, and workplace engagement in a Malaysian context and highlights the importance of cultivating open communication practices to enhance organizational health and effectiveness.

This study was conducted to examine the psychosocial work environment dimensions as predictors of psychological strain among bank employees specifically bank tellers. The restructuring of financial institutions exposed banking employees to stressful conditions such as unfeasible sales target, lower salaries, high workload and job insecurity. These conditions lead to adverse health outcomes. The researcher integrated the effort-reward imbalance model and the organizational justice model as the psychosocial work environment dimensions that represent the stressful working condition. Thus, these dimensions were hypothesized to affect psychological strain in terms of anxiety, depression and social dysfunction. The data was collected quantitatively by distributing questionnaires to employees in a Malaysian domestic bank. A total number of 306 respondents participated in this study. The data was analysed by performing structural equation modeling using AMOS 22. The finding indicates that effort, reward, overcommitment, procedural justice and interactional justice significantly affect psychological strain. Only effort-reward ratio was not significant in predicting psychological strain. These findings added the empirical evidence in the stress-strain literature that involves psychosocial work environment specifically among banking employees in Malaysian context.