SmartPLS Path Model Analysis Research Articles

Passenger Mobility Impact on Customer Satisfaction and Environmental Degradation Through Air Transportation Crowdshipping

Authors: This study investigates the impact and implications of passenger mobility through crowdshipping on customer satisfaction and environmental degradation. A questionnaire was used to collect data from customers who have been aeroplane passengers at Hang Nadim Airport in Batam, Indonesia. SmartPLS software was used to evaluate the quality of the questionnaire data and test the research hypotheses. The SmartPLS path model analysis results show that passenger mobility affects Crowdshipping, customer satisfaction, and environmental degradation; Crowdshipping affects passenger mobility and environmental degradation, and customer satisfaction affects environmental degradation. The findings of this study help understand and quantify potential strategies for logistics delivery by utilizing aeroplane passenger crowd shipping. Consequently, it can help policymakers and air transport companies develop air transport-based crowd shipping models to estimate the possible impacts from an economic and environmental point of view as well as environmental utilization.

An Empirical Study of the Relationship Between Leadership Practice in Training Programs and Skill Development: Motivational Climate as Mediating

The purpose of this study is to assess the relationship between leadership practices in training programs, motivational climate and skill development. A questionnaire was used to collect data from employees at the Administration Centre in Malaysia. The SmartPLS software was employed to evaluate the data quality of the questionnaire and test the study hypotheses. The results of the SmartPLS path model analysis indicate that the impact of leadership practices in training programs on skill development is indirectly influenced by motivational climate. The results of the SmartPLS path model analysis indicate that the impact of leadership practices in training programs on skill development is indirectly influenced by motivational climate. The study findings explain that a leader’s ability to regularly practice leadership practices in training programs in the execution of daily work operations can generate a motivational climate within the organization. Consequently, this motivation can further encourage individuals to enhance effective skill development.The findings of this study can serve as a guide for practitioners to understand the intricacies of the motivational climate concept and to formulate strategic action plans to improve leadership skills in order to achieve and maintain the goals and strategies of the organization in the era of globalization and knowledge-based economy.

Relationship between Mentors’ Roles and Mentees’ Leadership Development: The Mediating Role of Mentees’ Self-efficacy

<p style="text-align: justify;">Limited latest studies circulated in the 21st century of world university ranking reveal that well-designed mentoring programs will not increase mentees’ leadership development if mentors have not implemented effective roles in the mentoring programs. Although many studies have been done, the mediating effect of mentors’ roles is little known in the tertiary education mentoring research literature. This study is done to examine the correlation between mentors’ roles, mentees’ self-efficacy, and mentees’ leadership development. This study employed a cross-sectional research design. A purposive sampling plan was employed to collect 761 survey questionnaires from undergraduate students at non-research-based public universities in Sarawak. The survey data were analyzed by the SmartPLS package to determine the validity and reliability of the study instrument, and thus test hypotheses for the direct effects model and mediating model. The outcomes of the SmartPLS path model analysis showed that the majority of participants felt that the levels of information exchange, help, self-efficacy, and leadership development are high. This situation explains that the ability of mentors to appropriately implement information exchange and help in mentoring programs has strongly evoked mentees’ self-efficacy. Consequently, this self-efficacy can lead to higher leadership development. This finding can help practitioners to understand the diverse paradigms of mentees’ self-efficacy concept and plan the integration of academic and social-based approaches in formulating mentoring programs to prepare successful graduates in a time of rapid global change.</p>

Mentoring relationships as an enhancer of mentees’ success

<span lang="EN-US">A review of the recent studies about tertiary education student development reveals that when mentors do not practice effective relationships in mentoring programs regardless of how well designed the mentoring programs are, the goals will not be achieved. Even though many studies have been done, the role of mentoring relationships as a vital predicting variable is largely ignored in the tertiary education mentoring research literature. Hence, the current study is done to investigate the effect of mentoring relationships on mentees’ success. A cross-sectional method is used to collect survey questionnaires from undergraduate students in teaching-based universities in Sarawak. The SmartPLS is utilized to assess the quality of the study instrument and test the research hypotheses. The findings of the SmartPLS path model analysis reveal that implementation of comfortable communication and sufficient support by mentors in structured and unstructured mentoring activities has been an important antecedent of mentees’ career and leadership development. Thus, this finding may be used as significant guidelines by practitioners to understand diverse paradigms of mentoring relationship construct and planning collaborative and developmental mentoring programs to prepare mentees to become potential leaders in the 21st century of global market challenges and difficulties.</span>

Analyzing the Impact of Training Motivation in the Correlation between Training Design and Training Transfer from an Islamic Perspective

Objective - Training management literature emphasizes the designing of training programs consisting of three important elements: (1) training syllabus; (2) instructors' roles; and (3) superiors' support, which may lead to a high impact of training transfer in organizations. However, the role of training motivation as a mediator is given less emphasis in the training program. Therefore, this research aims to investigate and quantify the effect of training motivation in military training based on Islamic views. Methodology/Technique – A cross-sectional method was employed in this study, which allowed the researchers to integrate the training literature, the pilot study, and the survey as the main procedures to collect data. A convenience sampling technique distributed 329 self-administered questionnaires to the Malaysian Army and training establishment Muslim military personnel. Then, the survey questionnaire data were analyzed using SmartPLS path analysis. Finding – The outcomes of hypotheses testing showed these interesting findings: training motivation does act as an important mediating variable between training syllabus and instructors' roles in the relationship with training transfer. At the same time, there is no mediation effect in the relationship between superiors' support and training transfer. Novelty –The confirmatory factor analysis results showed that the instrument used in this study satisfactorily met the standard of validity and reliability analyses. Furthermore, the SmartPLS path model analysis outcomes proved that training syllabus and instructors' roles were important predictors of trainees' training motivation in the organizations. Type of Paper: Empirical JEL Classification: M53, J24. Keywords: Training program; training motivation; training transfer; Islamic perspective. Reference to this paper should be referred to as follows: Zainol, N.A.M; Abidin, Z.Z. (2023). Analyzing the Impact of Training Motivation in the Correlation between Training Design and Training Transfer from an Islamic Perspective, GATR-Global J. Bus. Soc. Sci. Review, 11(2), 38–46. https://doi.org/10.35609/gjbssr.2023.11.2(2)

Relationship between Distributive Justice and Organizational Commitment: Job Satisfaction As Mediator among Public Employees in Malaysia

Distributive justice is often viewed as a key factor in the retention of an employee in an organization. Rapid economic development and aging population have considerably increased the demand of high-quality employees’ performance to fulfill organizations’ needs. Studies have revealed that dissatisfaction with the fairness of distribution such as pay scales, rewards and benefits provided by the organization causes employees to lose motivation to perform work with full commitment. Thus, this study was conducted to examine the role of job satisfaction as a mediating variable between distributive justice and organizational commitment. This study used a cross-sectional study method to collect data. Primary data were obtained through a questionnaire completed by 114 public servants of government agencies in Peninsular Malaysia. The data obtained were analyzed using SmartPLS 3.3 software to test the research hypotheses. The results of SmartPLS path model analysis showed three significant findings: first, distributive justice has a significant relationship with job satisfaction. Second, distributive justice has a significant relationship with organizational commitment. Third, job satisfaction acts as a mediating variable between organizational fairness and organizational commitment. The implications of the study and discussion are described further.

RELATIONSHIP BETWEEN MENTORS’ SUPPORT, MENTEES’ JUDGMENTS ABOUT THEIR CAPABILITIES TO SUCCEED AND MENTEES’ CAREER DEVELOPMENT

This study evaluates the relationship between mentors’ support, mentees’ judgments about their capabilities to succeed, and mentees’ career development. A survey method was used to collect 723 survey questionnaires from undergraduate students at comprehensive-oriented universities owned by the Malaysian federal government. The results of the SmartPLS path model analysis confirm that mentees’ judgments about their capabilities to succeed have mediated the effect of mentees’ intangible and tangible support on mentees’ career development. The novelty of this study establishes the context of highlighting the key elements of mentors’ support that impact mentees’ judgments about their capabilities to succeed, thereby improving mentees’ career development in the universities.

THE EFFECT OF ONLINE WORK STRESS IN INTENSIFYING JOB INTERFERENCE ON FAMILY WELL-BEING

Stress is a humanitarian symptom that often receives considerable attention in management stress literature. Latest studies found that uncontrollable online work stress levels may intensify job interference on family well-being. Even though this relationship has been extensively studied, the effect size of online work stress elements as an important independent variable is not thoroughly discussed in organizational stress literature. Thus, this study aims to assess the relationship between online work stress and interference of job affairs on family well-being. A purposive sampling plan was utilized to gather data from 160 usable questionnaires from employees at a public service organization in Peninsular Malaysia. The SmartPLS path model analysis outcomes displayed three essential outcomes. First, the relationship between responsibility ambiguity and enhanced interference of job affairs on family well-being was significant. Second, the relationship between responsibility conflict and interference of job affairs on family well-being was significant. Third, the relationship between responsibility overload and interference of work affairs on family well-being was significant. This outcome confirms that the inability of employees to appropriately control online work stress can intensify the interference of job affairs on family well-being. Thus, this study can be used as important guidelines by practitioners to understand diverse perspectives of online work stress concept and formulate user-friendly based online work practice to enhance organizational performance during the Covid-19 pandemic. In addition, the discussion, implications, and conclusion of the study were elaborated.

Role of Transformational Leadership in Enhancing Followers' Psychological Empowerment

According to recent literature on organizational leadership, the ability of leaders to implement a transformational process appropriately may lead to enhanced followers? psychological empowerment in organizations. Although this relationship is significant, the role of transformational leadership as an important predicting variable has not been given sufficient emphasis in the organizational leadership model. Therefore, this study was conducted to investigate the relationship between transformational leadership and followers? psychological empowerment using 86 usable questionnaires gathered from employees at a multinational company in Sarawak, Malaysia. The results of the SmartPLS path model analysis confirm that idealized influence, individualized consideration, and intellectual stimulation act as important predictors of followers? psychological empowerment. Additionally, discussion, implications and conclusion are presented in detail.

POWER DISTANCE AS A MODERATOR OF THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND JOB SATISFACTION

Lacking awareness of appropriate type of power to apply might cause top management to implement equitable practices that fail to produce job satisfaction among subordinates. This study attempts to assess the relationship between organisational justice, power distance and job satisfaction among employees of Selangor Office of State secretary, Malaysia. It employed a survey method to gather data from the employees. The SmartPLS is used to evaluate the psychometric properties of the survey data and test the research hypotheses. The results of SmartPLS path model analysis revealed two important findings: First, the interaction between distributive justice and low power distance was significantly correlated with job satisfaction. Second, the interaction between procedural justice and high-power distance was significantly correlated with job satisfaction. This outcome confirms that the relationship between distributive justice and job satisfaction is moderated by low power distance, while the relationship between procedural justice and job satisfaction is moderated by high power distance. Further, significant recommendations from this study can help practitioners to understand diverse perspectives of power distance and draw up cross-cultural management plans to enable their human resource to contribute towards the attainment of the organisation’s vision and missions.

TRAINING MANAGEMENT AS AN ANTECEDENT OF TRAINING TRANSFER

Present literature related to human resource development highlights that training management is a strategic human resource management policy. This issue has been viewed as a remarkable phenomenon in dynamic organizations. Recent studies mostly published in the 21st century proved that the ability of management to plan and implement training programs may produce a noteworthy effect on work related attitudes, particularly in training transfer. This study incorporates a cross-sectional design as it delivers flexibility to the researchers in incorporating the training management literature, a self-administered questionnaires and semi-structured interview to gather data from participants at a military medical corps using a purposive sampling method. They are the administrators, medical doctors, nurses and supporting staff who work in different divisions within the organization. The SmartPLS path model analysis was utilized to analyze the validity and reliability of the instrument, and thus testing the research hypotheses. The results of SmartPLS path model analysis revealed that the implementation of communication and assignment in managing training programs had led to higher employees’ motivation to transfer, while implementation of support in managing training programs had not led to higher employees’ motivation to transfer in the organizational sample. Therefore, this study further suggests that communication and assignment should be considered as a critical success factor for the training management domain, as well as external and internal obstacles should be comprehensively evaluated to maintain and achieve the training goals in an era of knowledge-based organization. Keywords: Assignment, communication, support, training management, training transfer. Cite as: Ismail, A., Foboy, N. A., Mohamad Nor, A., Abdullah, A. A., & Ismail, Y. (2019). Training management as an antecedent of training transfer. Journal of Nusantara Studies, 4(1), 136-158. http://dx.doi.org/10.24200/jonus.vol4iss1pp136-158

Effect of Managers' Communication on Training Application with Motivation to Learn as an Intervening Variable

Research Aims: According to the present research concerning organizational training, managers' communication are often seen as a critical training management issue that may help to maintain and enhance organizational competitiveness and performance in a borderless world and era of globalization. In this study, the relationship between managers' communication, motivation to learn and training application was evaluated at military hospitals in Peninsular Malaysia. Design/methodology/approach: The SmartPLS path model analysis was utilized to examine the research hypotheses and evaluate the validity and reliability of instrument used. Research Findings: The results demonstrate that the capability of managers to communicate the training courses information will strongly invoke employees' motivation to learn. Theoretical Contribution/Originality: As a result, this motivation may lead to an improved training application in a military health context. Managerial Implication in the South East Asian context : Managers play a critical role in dissemination of the organisation's aspiration to the rank and file. Research limitation & I mplications : The conclusion of this study should be taken carefully with some methodological and conceptual limitations.

PERFORMANCE BASED PAY MANAGEMENT AS A DETERMINANT OF PROCEDURAL JUSTICE

The main objective of this study is to examine the relationship between performance based pay management (i.e., communication and participation) and procedural justice. A survey methods were used to collect selfreport survey of employees in currier service company. The SmartPLS path model analysis revealed two main findings: first, communication was significantly correlated with procedural justice. Second, participation was significantly correlated with procedural justice. These findings demonstrate that the ability of managers to properly implement performance based pay management may invoke feelings of procedural justice among employees in the organization. This study provides three important implications: first, this study may serve great potential for understanding the effect of communication and, participation in strengthening perception of procedural justice among employees in the organization. Second, the survey questionnaire used in this study had satisfactorily met the standards of validity and reliability analyses. This may lead to produced accurate and reliable research findings. Third, this study may serve as a guide for practitioners to enhance the effectiveness of organization’s performance based pay management as an important instrument to motivate employee in supporting organization’s pay system, objectives and strategies. In addition, discussion, implications and conclusion are described.

The Relationship between Public Expenditure for Technical and Vocational Education and Employability Skills of the Graduates of Vocational Colleges in Malaysia

Public expenditure for technical and vocational education is important for Malaysia to produce high skilled workers to achieve the status of a developed and high-income country by the year 2020. The objective of this study is to measure the relationship between public expenditure for technical and vocational education and employability skills of the graduates of vocational colleges in Malaysia. The SmartPLS path model analysis revealed two important findings: first, recurrent expenditure was significantly correlated with employability skills. Second, development expenditure was significantly correlated with employability skills. These outcomes demonstrate that the ability of technical and vocational education administrator to provide and manage adequate financial allocation may lead to enhance graduate’s employability skills. In addition, discussion, implications and conclusion are described.

Correlation Analysis of Occupational Stress and Job Performance in Lebanon

The purpose of this study was to examine the relationship between occupational stress and job performance by using self-administered questionnaires collected from Malaysian defense and security personnel involved in humanitarian aid in the Middle East. The results of the SmartPLS path model analysis show two important findings: (1) physiological pressure is associated with job performance and (2) psychological stress is associated with significant job performance. These results indicated that occupational stress in humanitarian aid does act as an important determinant in the performance of work in the organization's sample. Furthermore, discussions, implications and conclusions are explained.

Administrators’ Roles in Training Programs and Their Relationship with Trainees’ Motivation

This research was conducted to assess the relationship between the role of administrators in training programs and the motivation level of the trainees. The data were collected through a survey method conducted on employees at a government agency in East Malaysia. The outcomes of SmartPLS path model analysis show three important findings. First, administrators’ roles in training programs are significantly related to trainees’ motivation. Second, provision of support is significantly linked to the motivation of the trainees. Third, communication is significantly related to the motivation level of the trainees. Thus, the findings indicate that administrators’ roles, support, and communication act as significant determinants of trainees’ motivation in an organizational sample.

Ethical Climate as a Determinant of Organizational Commitment

Ethical climate is a vital phenomenon in organizational ethics. It consists of two major components: benevolent climate and principled climate. Recent studies in this field highlight that the ability of employees to appropriately implement such ethical climates may have a significant impact on organizational commitment. Although many studies have been done, the role of ethical climate as an important determinant is little discussed in the organization ethic research literature. Therefore, this study is undertaken to examine the relationship between ethical climate and organizational commitment. A survey method was used to gather data from employees at public agencies in Peninsular Malaysia. The outcomes of the SmartPLS path model analysis showed two important findings: firstly, the benevolent climate was positively and significantly related to organizational commitment. Secondly, the principled climate was positively and significantly related to organizational commitment. This study offers discussions, implications, and suggestions for further research.

Effect of Participation in Performance Pay Systems and Employees’ Satisfaction with Job Conditions

<p>The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relationship between participation in pay operations and satisfaction with intrinsic job conditions was not significant. Third, the relationship between participation in pay plans and satisfaction with extrinsic job conditions was significance. Finally, the relationship between participation in pay operations and satisfaction with extrinsic job conditions was significance. This finding demonstrates that participation in pay plans and participation in pay operations do not act as important predictors of employees’ satisfaction with intrinsic job conditions. Conversely, participation in pay plans and participation in pay operations do act as important predictors of employees’ satisfaction with extrinsic job conditions. Further, this research delivers discussion, implications and conclusion.</p>

Managers' Roles in Performance-Based Reward Enhancing Employees’ Feelings of Procedural Justice

This study assesses the correlation between managers’ roles in performance based reward and procedural justice at disaster agencies in Malaysia. The outcomes of SmartPLS (PLS-SEM) path model analysis demonstrated that the capability of management to correctly apply communication, involvement and performance assessment in performance-based reward could lead to higher employees' feelings of procedural justice in the organizational sample. Further, this study offers discussion, implications, and conclusion.Keywords: Managers’ roles, performance based reward, procedural justice, SmartPLS

Effect of Management of Performance Reward Systems on Subordinates’ Satisfaction with Job in Malaysian Fire and Rescue Department

This research was to measure the correlation between management of performance reward systems on subordinates’ satisfaction towards the job. A survey method was utilized to collect data from subordinates who worked at the headquarters of fire and rescue departments in Malaysia. The outcomes of SmartPLS path model analysis display two important findings. First, the implementation of information delivery and performance assessment in handling performance reward systems have enhanced subordinates’ intrinsic job satisfaction, but the implementation ofinvolvement hypothesized performance reward systems has not enhanced subordinates’ intrinsic job satisfaction. Second, implementation of information delivery, involvement and performance assessment in handling performance reward systems have also enhanced subordinates’ extrinsic job satisfaction.