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Search Results: 1 - 10 of 11 matches for " Rusnah Johare "
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The Relationship Between Internet Attitude and Internet Addiction
Mohamad Noorman Masrek,Naziatul Shima Abdul Aziz,Rusnah Johare
Asian Journal of Information Technology , 2012, DOI: 10.3923/ajit.2012.125.130
Abstract: Very limited studies have attempted to investigate the relationship between internet attitude and internet addiction. To this effect, this study reports a study aimed at investigating the relationship between internet attitude and internet addiction. Adopting a survey research method involving 128 students, the findings suggest that overall; the respondents of this study have positive Internet attitudes and are not experiencing Internet addiction. In addition, the findings indicate that there is a weak relationship between Internet attitude and Internet addiction.
The Required Competencies of Para-Professionals in Library Services of Sarawak State Libraries
Mohamad Noorman Masrek,Rusnah Johare,Mohd Sharif Mohd Saad,Hasnah Rahim
IBIMA Business Review , 2012,
Abstract: Para-professionals in the library services are library associates, library technicians, or library assistants who assist the professional librarians in library-related task. Mining the literature unveiled that studies investigating the required competencies on para-professional are still very limited. To address this gap, this paper reports a study that was conducted with the purpose to identify the required competencies of para-professionals in the library services. Adopting the survey research methodology, data were collected using questionnaires from 502 para-professional librarians working with the Sarawak State Library in Sarawak, Malaysia. The findings suggest that all the seven sets of competencies, namely general competencies; Agency and Organizational Knowledge; Reference and Research; Collection Management; Content Organization and Structure and Library Technology Management are either moderately or highly required by the para-professionals. Based on these findings, the appropriate training needs could be identified.
Education and training for records management in the electronic environment - the (re)search for an appropriate model. Professional development, Training, Education, Models, Records management
McLeod J.,Hare C.,Johare R.
Information Research: an international electronic journal , 2004,
Abstract: Managing records in the e-environment constitutes a complex and challenging strategic issue for all organizations because IT systems shape business operations and the nature and management of the records they generate. IT personnel, administrators, archivists, records creators and users, as well as records managers, must work in partnership to ensure the authenticity, reliability, integrity, and ongoing usability of records. Education and training provision must evolve to fulfil the needs of all of these players in this complex environment. Everyone needs a macro-level understanding, combined with micro-level knowledge and practical skills, determined by their role, responsibility and level of systems interface. This matrix of horizontal and vertical mappings defines a pathway tailored to the individual's recordkeeping role. The requirement is holistic not atomistic, because it is integrated with the business processes. This study critically evaluates existing initiatives and initial results of a doctoral study searching for a best practice model.
Disclosure Quality on Governance Issues in Annual Reports of Malaysian PLCs
Rusnah Muhamad,Suhaily Shahimi,Yazkhiruni Yahya,Nurmazilah Mahzan
International Business Research , 2009, DOI: 10.5539/ibr.v2n4p61
Abstract: This paper investigates the disclosure quality of governance issues in annual reports of Malaysian PLCs. In recent years, the issue of corporate governance (CG) has received more attention than it would ordinarily have as a result of a series of corporate failures. Corporate collapses like Enron Corporation (US), Barings Empire (UK) and in Malaysia cases such as Perwaja and Pan Electric Inc. are all rooted in the lack of a proper governance system. As a result, the Finance Committee on Corporate Governance was established in 1998 to undertake a review of the legal and regulatory infrastructure, specifically to evaluate its effectiveness in promoting sound CG standards in Malaysia. Following this development, a few guidelines on CG have been released, particularly addressing the principles and best practices such as the Malaysian Code of Corporate Governance (the Code), the Capital Market Master Plan, and the Financial Sector Master Plan. The main purpose of these guidelines is to strengthen CG standards and practices in Malaysia by focusing on the role and responsibilities of various CG participants, mainly the management, board of directors, audit committee (AC), external and internal auditors. Secondary data is used in this study. A disclosure index is established following the Bursa Malaysia Governance Model, the Code’s guidelines and Committee of Sponsoring Organizations of the Treadway Commission (COSO) guidelines. This study also aims to examine factors that possibly affect both the quality and quantity of disclosure. In general, it may be concluded that Malaysian companies have complied with the standards requirements. Only three factors under observation namely leverage, size and type of industry were found to have relationship with the quality of disclosure relates to governance issues.
Undergraduate Internship Attachment in Accounting: The Interns Perspective
Rusnah Muhamad,Yazkhiruni Yahya,Suhaily Shahimi,Nurmazilah Mahzan
International Education Studies , 2009, DOI: 10.5539/ies.v2n4p49
Abstract: Increasingly, internship has become an essential component of the undergraduate programme. It provides students with a smooth transition from the on-campus environment to the working environment. It is often viewed as a ‘win-win’ situation for both the intern and the intern’s employers. Students are able to learn about the profession and gain practical experience while simultaneously being able to reflect on what they have learned in the classroom. Employers benefit from internships as interns are sources of future employees. This paper examines whether the expected benefits of internship, as perceived by interns before going for their internship, are actually achieved.
4-Formylphenyl 2,3,4,6-tetra-O-acetyl-β-d-glucopyranoside
Thorsten Heidelberg,Rusnah Syahila Duali Hussen,Nasrul Zamani Mohd Rodzi,Seik Weng Ng
Acta Crystallographica Section E , 2011, DOI: 10.1107/s1600536811008099
Abstract: The pyranoside ring in the title compound, C21H24O11, has a chair conformation with the substituted benzene ring occupying an equatorial position. The crystal packing is dominated by C—H...O interactions that lead to the formation of supramolecular layers in the ab plane.
4-Formylphenyl 2,3,4,6-tetra-O-acetyl-β-d-galactopyranoside
Rusnah Syahila Duali Hussen,Thorsten Heidelberg,Nasrul Zamani Mohd Rodzi,Seik Weng Ng
Acta Crystallographica Section E , 2011, DOI: 10.1107/s1600536811008257
Abstract: The galactose ring in the title compound, C21H24O11, has a chair conformation with the substituted benzene ring occupying an equatorial position. The crystal packing features C—H...O interactions that lead to the formation of supramolecular layers in the ab plane.
A Quantitative Analysis of Malaysian Secondary School Technology Leadership
Mohd Izham Mohd Hamzah,Norazah Nordin,Kamaruzaman Jusoff,Rusnah Abd. Karim
Management Science and Engineering , 2010,
Abstract: Effective school administrators are keys to large-scale, sustainable education reform. Rapid changes in technology have led to new possible ways for managing and leading schools. Leadership within the context of these changes becomes a crucial agenda among school leaders all over the world. Technology Leadership is seen as the relationship between leadership and technology, whereupon the administrators must play a more proactive role in implementing technology, and more specifically strive to interface the human and information technology components. Many point to the problem of overemphasis on the technological aspect at the exclusion of the human resources function. The use of a Model of Technology Leadership, which is based on the standard set by National Educational Technology Standard for Administrators (NETS-A, 2002), is proposed. NETS-A, 2002, was initiated by International Society for Technology in Education. This paper discusses both the model and standards mentioned. It also explores the concept of Technology Leadership against the backdrop of current structure and processes in the education institution. It also reports on the findings of a survey on Administrators as Technology Leaders among 63 administrators of Secondary Schools in Negeri Sembilan. The findings explored show the existence of Technology Leadership elements in school; but school administrators scored average on the Leadership and Vision and Teaching and Learning variables and below average on the Productivity and Professional Practice variable. The t-test scores revealed that neither school location nor administrators’ gender significantly influence the level of technology leadership.Keywords: Technology Leadership; Model of Technology Leadership; Administrators as Technology Leaders
The Effects of Ingratiation on Employee Career Success
Sakinah Mat Zin,Nazlin Emieza Ngah,Ismail Rusnah,Nur Hafizah Ahmad Tajuddin
Canadian Social Science , 2010,
Abstract: In an organization, employees have to be especially witty to influence their superiors and gain compliance. Building a better working relationship with their superiors would guarantee lots of perquisites, such as promotion, easier interactions and bigger bonuses. According to scholars and researchers, use of appropriate upward influence strategies contributes to the smooth functioning of the organization and may also affect human resource decisions. Understanding upward influence is crucial because such behavior affects both individual and organizational effectiveness. It was presumed that a superior would allocate more rewards to an ingratiating subordinate. When the superior was potentially opened to influence, subordinates tried to impress him/her by presenting themselves to be strong and competent. Ingratiation tactic is believed to be employed by employees in organizations in order to obtain employers’ approval and receive favorable consequences. Enlightened by a plethora of researches on influence, this paper investigates the effects of subordinates' ingratiatory behaviors on their career success. Keywords: Ingratiation; Employees; Impression Management; Career Success; Subordinate Résumé: Dans une organisation, les employés doivent être particulièrement spirituels pour influencer leurs supérieurs et obtenir leur agrément. Construire une meilleure relation de travail avec leurs supérieurs pourraient leur garantir beaucoup d'avantages, tels que la promotion, des interactions plus faciles et des bonus plus importants. Selon les experts et les chercheurs, l'utilisation des stratégies d'influence appropriées contribue au bon fonctionnement de l'organisation et peut également influer sur les décisions des ressources humaines. Comprendre cette influence est crucial, car un tel comportement affecte à la fois l'efficacité individuelle et l'efficacité organisationnelle. Il est présumé que le supérieur hiérarchique serait allouer davantage de récompenses à un subordonné insinuant. Lorsque le supérieur est potentiellement ouvert aux influences, des subordonnés tentent de l'impressionner en se présentant à être forts et compétents. La tactique de bonnes graces est censée être utilisée par les employés dans les organisations afin d'obtenir l'approbation de l'employeur et de recevoir des conséquences favorables. Eclairé par une pléthore de recherches sur l'influence, cet article étudie les effets des comportements insinuants des subordonnés sur leur réussite professionnelle. Mots-clés: flatteries; employés; gestion de l'impression; réussite professionnelle; sub
Motivation Model for Employee Retention: Applicability to HRM Practices in Malaysian SME Sector
Sakinah Mat Zin,Noorazlina Ahmad,Nazlin Emieza Binti Ngah,Rusnah Binti Ismail
Canadian Social Science , 2012, DOI: 10.3968/j.css.1923669720120805.zr0194
Abstract: In the Vision 2020, Malaysian government aims at achieving a developed nation status by the year 2020. To realize the vision, the country needed the support and motivation from all Malaysians. Hence, human resource management (HRM) plays an important role for the said vision since it is a significant capital in the operation of an organization. For Malaysian entrepreneurial firms, it is crucial to retain their employees in order to achieve their ultimate goal i.e. maximizing profits. Such small, growthoriented firms are considered vulnerable to lose even one key employee because it may aggravate extensive consequences and, at the extreme, may imperil exertions to attain organizational objectives. Employee retention becomes a vital human capital objective for entrepreneurial companies which are seeking to grow and capture market share. Motivation is essential in leading the employees towards achieving organizational goals besides fostering the organizational commitment. Such organizational attachment and motivation has implications for whether an employee will opt for remaining with the organization or not. With HRM, the human resource (HR) model would regard humans as being inspired by an intricate collection of interconnected aspects, such as recognition, interpersonal relation, and desire for meaningful work. HR managers must endeavour to redesign the job to be more varied and decentralized in order to encourage sovereignty among employees. Therefore, motivation model is relevant to be employed in HRM practices for employee retention. This paper is primarily based on literature review. Extensive literature study is used to identify relevant information and references. This paper intends to elucidate one particular issue with regards to Malaysian SMEs which is employee retention and in more specifically, this study will aim to produce a model for employee retention conjoining it with organizational strategies, organizational culture and benefits factors. To attain this aim, the two-factor, or motivation-hygiene theory (Herzberg, 1968) was taken as the basic foundation. Key words: Motivation-hygiene; Vital human capital; Sovereignity; JEL Codes: C11, J12
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