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Financial well-being is perceived as one of the important parameters in measuring a person's socioeconomic status as well as his or her financial situation. While many measures are developed in the West to assess the financial well-being of an individual, a valid and reliable Malay translated scale is still lacking to measure Malaysians' status of financial well-being. With that in mind, this study aimed to validate Financial Well-being Scale in Malay language (henceforth, FWS-M) among a sample of adult Malaysian employees. The present study commenced with Forward-Backward translations and subsequently subjected to various validation phases: face, content and construct validity. A total of 600 Malaysian employees aged 20 years and above were recruited for the purpose of construct and factorial validations using a random sampling method. The data was analysed using Exploratory Factor Analysis while Cronbach's Alpha method was employed to identify internal consistency of the scale. The inter-item correlation between items were also ascertained using a Pearson Correlation Coefficient method. The results showed FWS-M is a unidimensional scale with the factor loading ranged between 0.62 and 0.88. Meanwhile, the reliability analysis of this scale revealed a Cronbach's Alpha coefficient of 0.92, indicating promising internal consistency of the items. The inter-item correlation among items in FWS-M ranged between 0.37 and 0.79. FWS-M is concluded as a valid and reliable unidimensional instrument to assess financial well-being among Malaysians employees. [ABSTRACT FROM AUTHOR]

Past studies have pointed to the fact that union organisation form a significant relationship with the union effectiveness. However, there has been a paucity of studies on the role of the mediator and moderator among the constructs. In relation to this, this study aims to test the employer attitude as the mediator and the role of the type of union as the moderator among the constructs. A total of 676 respondents who are trade union officials in Selangor and the Federal Territory (Putrajaya and Kuala Lumpur) were selected as the subjects in the study, where the selection was made via the stratified random sampling technique. Data were analysed using the confirmatory factor analysis (CFA) and the structural equation model (SEM) using AMOS 21 program. The path analysis conducted showed that the union effectiveness was significantly influenced by union organisation and employer attitude; employer attitude was significantly influenced by union organisation. However, the results also found that employer attitude and type of union were not the mediator and moderator respectively. This study also discussed the limitations and suggestions for future research. [ABSTRACT FROM AUTHOR]

Organizational citizenship behavior is an important attitude and should be practiced by each employee and this will indirectly contribute to the management effectiveness in organization. This study aimed to test the model of organizational culture, job satisfaction and organizational citizenship behavior. This study also aimed to test the role of job satisfaction as the mediator in relationship between organizational culture and organizational citizenship behavior. The respondents involved 282 enforcement police officers ranking from Constable to Sub Inspector. Data were collected from 6 Police Headquarters (HQ) in Selangor using a set of questionnaires which contained organizational culture scale, organizational citizenship behavior scale and Minnesota Satisfaction Questionnaire (MSQ). Results from the model showed satisfactory goodness of fit indices with CMIN/DF=3.045, CFI=0.96, TLI=0.94 and RMSEA=0.60. Results of the structural equation modeling (SEM) showed significant effect of organizational culture on job satisfaction with ß=0.642, p<0.001; job satisfaction on organizational citizenship behavior with ß=0.818, p<0.001 and no significant effect of organizational culture on organizational citizenship behavior with ß=0.094, p>0.001. In addition, job satisfaction significantly mediated the relationship between organizational culture and organizational citizenship behavior. Implication of this research suggested that organizational culture and job satisfaction were important factors in the practise of organizational citizenship behavior among employees. [ABSTRACT FROM AUTHOR]

This study examined the mediating injluence of emotional exhaustion on the relationship between perceived organizational support and counterproductive work behaviour. This study also investigated the moderating role of organization-based self-esteem (OBSE) on the relationship between perceived organizational support and emotional exhaustion. Based on cross-sectional design, the sample ojthis study consisted of 660 public sewice ojjicers from various Ministries in Malaysia. Hypotheses were tested using hierarchical regression and bootstrapping analyses. Results revealed that a) perceived organizational support and emotional exhaustion signijicantly related to counterproductive work behaviour; b) perceived organizational support and OBSE signijicantly related to emotional exhaustion; c) emotional exhaustion mediated the relationship between perceived organizational support and counterproductive work behaviour; and d) OBSE moderated the injluence ofperceived organizational support on emotional exhaustion. [ABSTRACT FROM AUTHOR]

Organizational citizenship behavior is the behavior outside of the job description of an employee's ability to achieve the mission and vision of the organization indirectly. Organizational citizenship behavior is also part of the elements that contribute to job performance. This study is focused on organizational citizenship behavior which is influenced by organizational climate. The sample comprised of 282 respondents from 6 Selangor police headquarters. Data were collected using a questionnaire in which results were analyzed using Pearson correlation and multiple regression analysis. The findings indicated that there was positive relationship between organizational climate and organizational citizenship behavior. Results of regression analysis found that about 27.4% of the organizational citizenship behavior variance was explained by dimensions of organizational climate. These dimensions were support supervision, clarity of organizational goals, formalization and outward focus that were found to influence significantly on organizational citizenship behavior. This study have implications for the police officers in the PDRM agency to engage in activities that can improve organizational climate to implement organizational citizenship behavior tendency at the work place. [ABSTRACT FROM AUTHOR]