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All Journal Journal of Management Studies and Development Buletin Ilmu Kebidanan dan Keperawatan Journal of Organizational and Human Resource Development Strategies
Hemaloshinee Vasudevan
Universiti Tun Abdul Razak
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Industrial & Manufacturing Engineering Nursing Public Health Social Sciences

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Factors Influencing the Career Satisfaction of Gig Workers within the Klang Valley Arthi Ravindran; Hemaloshinee Vasudevan
Journal of Management Studies and Development Vol. 5 No. 01 (2026): Journal of Management Studies and Development
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.jmsd.001975

Abstract

The gig economy is crucial to Malaysia's labor market, notably in the Klang Valley, where gig workers significantly contribute to sectors like e-hailing and food delivery. Improved career satisfaction among these workers enhances global economic growth and productivity. The issue of inequality between formal and informal gig workers is increasingly recognized, highlighting the growing vulnerability of gig workers. The study focuses on factors affecting career satisfaction, including income, job security, social protection, and the working environment. The study uses a quantitative, descriptive approach grounded in assessing career satisfaction among gig workers. It analyzed survey data from 394 participants through SPSS, based on a non-probability convenience sampling method. A sample size of 394 was determined from an estimated population of 10,000 gig workers in Klang Valley, achieving a response rate of 98.5% at a 95% confidence level. Income stability (H1: t=6.256; p <0.001), job security (H2: t=3.390; p <0.001), social protections (H3: t=2.603; p=0.010) and supportive work environment (H4: t=-0.603; p=0.547) is a significant factor in career satisfaction. The Self-Employment Social Security Scheme (Act 789) has notably influenced the social protection of gig workers in Malaysia since 2017, offering valuable insights for policymakers and industry stakeholders to enhance career satisfaction and well-being, thus fostering sustainable growth in the gig economy.
Factors Influencing Digital Proficiency in Middle Managers within the Malaysian Public Sector Yusfaidzira Ahmad Yusof; Hemaloshinee Vasudevan
Journal of Management Studies and Development Vol. 5 No. 01 (2026): Journal of Management Studies and Development
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.jmsd.002050

Abstract

The Malaysian public sector is experiencing rapid digitalization, necessitating the development of high digital proficiency among middle managers. Digital proficiency refers to the ability of an individual to consume, utilize, manage, and create digital content using digital technology. In the context of rapid digital transformation within the MPS, the primary challenge is to identify the factors that enhance digital proficiency and their effects on middle managers. The study aims to examine the relationship between digital proficiency and factors like self-efficacy, digital organizational culture, digital infrastructure, and digital training among middle managers in the Malaysian Public Service. The study utilized a non-probability convenience sampling method, involving 287 middle managers from the public sector who participated in the survey through Google Form. Data is analyzed using SPSS software for descriptive statistics, reliability, variable correlation, multiple regression, ANOVA, and multicollinearity assessment. Self-efficacy (H1: β = 0.763, t = 20.27, p < 0.001), organizational culture (H2: β = 0.089, t = 2.13, p = 0.034), digital infrastructure (H3: β = 0.082, t = 2.06, p = 0.040) is a supported factor in digital proficiency. and digital training and development (H4: β = 0.016, t = 0.40, p = 0.692) is not supported factor in digital proficiency. The MyDigital Blueprint policy is a framework that outlines the strategies for digital transformation in the Malaysian public sector.
The Impact of Work-From-Home Arrangements on Job Satisfaction and Productivity in the Singapore Beverage Company George Chang Foh Chun; Hemaloshinee Vasudevan
Journal of Management Studies and Development Vol. 5 No. 02 (2026): Article in Press - Journal of Management Studies and Development
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.jmsd.002052

Abstract

Working from home offers employees greater flexibility and removes commuting time, but it may also create communication barriers, weaken teamwork, and increase feelings of isolation. During the COVID-19 pandemic, many companies adopted work-from-home arrangements to maintain operations while protecting employee health. This study examines the impact of work-from-home practices on finance department staff, with particular attention to job satisfaction, productivity, and changes in work processes. A qualitative research design was employed using semi-structured interviews with selected employees from the Finance Department of Singapore Beverage Company, a mid-sized firm in the beverage sector. Purposive sampling was applied to recruit participants who had worked from home for at least three months, with the final number determined by data saturation. The data were analyzed using thematic analysis to identify recurring patterns and themes. The findings show that employees experienced work from home in different ways, balancing both benefits and challenges. Key themes included mixed levels of job satisfaction, varied productivity outcomes, and contextual factors influencing remote work experiences. The study highlights the importance of flexible and context-sensitive organizational policies. It also suggests that stronger policy support, adequate resources, and clearer work-life boundaries are necessary to improve employee well-being and maintain productivity in remote work settings.
Factors Affecting Reluctance to Malaysian Adults’ COVID-19 Vaccine Booster Doses Nadhiah Abd Rahman; Hemaloshinee Vasudevan; Heinko Dona Madon; Noorseha Ayob
Buletin Ilmu Kebidanan dan Keperawatan Vol. 5 No. 02 (2026): Article In Press - Buletin Ilmu Kebidanan dan Keperawatan
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/bikk.v5i02.2467

Abstract

This study examines the factors that affect COVID-19 booster vaccine hesitancy among Malaysian adults, utilizing the 5C Vaccination Decision-Making Framework and a modified Theory of Planned Behavior (TPB). Malaysia's rollout of booster doses faces significant hesitancy, indicating a need to explore the underlying reasons. The research identifies key physical and psychological determinants influencing vaccine intentions, particularly emphasizing confidence, constraints, complacency, calculation, and collective responsibility, while highlighting the mediating role of attitude. Data from 100 Malaysian adults were collected through a cross-sectional web-based survey and analyzed using SPSS and structural equation modeling (SEM) with SmartPLS. The findings indicate that confidence in vaccine efficacy is a strong predictor of positive attitudes and intentions, while constraints have a moderate influence, and complacency exerts a negative impact on attitudes. Calculation does not significantly relate to attitudes, indicating that factual information has limited effects in the context of misinformation and trust issues. This research underscores the mediating influence of attitudes on the interplay between confidence, constraints, complacency, calculation, and collective responsibility concerning vaccination intentions, highlighting the importance of promoting positive vaccine perceptions. The study recommends comprehensive strategies to enhance confidence, reduce barriers, combat complacency, provide accurate information, and promote collective responsibility to improve COVID-19 booster vaccine uptake.
Linking Authoritative and Micromanaging Leadership to Retention: Does Employee Engagement Bridge the Gap? Wei Yee Ngan; Hemaloshinee Vasudevan
Journal of Organizational and Human Resource Development Strategies Vol. 3 No. 01 (2026): Journal of Organizational and Human Resource Development Strategies
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.ohds.002057

Abstract

In a business organization, diverse individuals with specific roles are crucial for operations and growth, and MSMEs are predominant in the Malaysian economy. There is a significant gap in empirical research regarding the combined effects of authoritative and micromanaging leadership on employee engagement and retention in business organizations. While individual studies exist on each leadership style, their joint impact in dynamic organizational contexts is still not well understood. The study aims to analyze the effects of authoritative and micromanaging leadership styles on employee engagement and retention in small and medium enterprises (SMEs) in Malaysia, where SMEs represent a significant portion of businesses. This study employed an online survey with a structured questionnaire, resulting in a purposeful sample of 121 participants. This survey gathers information from ten SMEs across various sectors, including sales and marketing, information technology, investment, investment holdings, travel, entertainment, and social enterprise. There are seven hypotheses in this study. Four hypotheses are accepted, while three are rejected. These findings indicate that in the sampled SMEs, authoritative leadership behaviors alone do not sufficiently increase employees' emotional involvement or long-term commitment. Organizations should reduce micro-management and adopt leadership practices that foster trust, autonomy, and open communication. Management needs to focus on engagement-oriented leadership development, encourage delegation, and establish supportive work environments to enhance employee engagement, which is crucial for long-term retention and organizational stability.
The Influence of Leadership Styles on Gen Z’s Work Performance in the Healthcare Industry within Klang Valley, Malaysia Nur Izzah Liyana Saari; Hemaloshinee Vasudevan
Journal of Organizational and Human Resource Development Strategies Vol. 3 No. 01 (2026): Journal of Organizational and Human Resource Development Strategies
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.ohds.002118

Abstract

Effective leadership is essential in the healthcare sector to ensure quality care, strengthen teamwork, and enhance employee engagement, particularly among Generation Z employees. Leadership styles play a crucial role in shaping employee attitudes and performance, while effective human resource management and positive workplace relationships further contribute to productivity. However, challenges such as limited funding, investor pressures, and evolving market trends often drive leaders toward short-term, directive approaches. This study examines the impact of leadership styles on Gen Z work performance in the healthcare sector of Klang Valley, Malaysia. A quantitative approach with a descriptive research design was employed, guided by a deductive method consistent with positivist research philosophy. Data were collected from Gen Z employees working in private healthcare institutions in Klang Valley, a region known for its high concentration of healthcare facilities within Malaysia’s dual-tier system. The study applied judgment sampling to select participants based on relevant criteria. The findings indicate that all proposed hypotheses are supported. Transformational leadership (p < 0.001), transactional leadership (p < 0.001), and situational leadership (p < 0.001) each have a significant positive effect on Gen Z employees’ work performance. These results provide important insights for healthcare organizations to optimize leadership practices and improve workforce outcomes. Aligning leadership strategies with the characteristics and expectations of Gen Z employees can enhance both productivity and engagement, while also contributing to the broader understanding of leadership effectiveness in contemporary healthcare settings.
Co-Authors Arthi Ravindran George Chang Foh Chun Heinko Dona Madon Nadhiah Abd Rahman Noorseha Ayob Nur Izzah Liyana Saari Wei Yee Ngan Yusfaidzira Ahmad Yusof