UPSI Digital Repository (UDRep)
Start | FAQ | About

QR Code Link :

Type :thesis
Subject :HD Industries. Land use. Labor
Main Author :Hasan, Al Hammadi Faisal Ahmed Ali
Title :The moderating effect of organisational culture on the relationship between workplace learning and employees performance in the United Arab Emirates
Place of Production :Tanjong Malim
Publisher :Fakulti Pengurusan dan Ekonomi
Year of Publication :2022
Corporate Name :Universiti Pendidikan Sultan Idris
PDF Guest :Click to view PDF file
PDF Full Text :Login required to access this item.

Abstract : Universiti Pendidikan Sultan Idris
Employees are considered as the backbone of the organization and their performance can help in achieving organizational strategic objectives. The objective of the study is to analyse the moderating effect of organisational culture in relationship between workplace learning and employee performance in the UAE. This led to the contribution of new knowledge about workplace learning and job performances especially on topics of formal and information learning, and performances related to tasks and contextual. The study explained the role of training and development on employees’ performances to improve the quality of task process. An empirical study was conducted, and data was collected through questionnaire from sample of 384 employees from the public sector organisations. The data analysis was conducted using Smart PLS and analysis methods of correlation and SEM are performed. The study found that formal learning has statistically significant relationship with task performance (β = 0.429, ρ < 0.05), and contextual performance (β = 0.233, ρ < 0.05) but insignificant relationship with counterproductive work behaviour (β = - 0.033, ρ > 0.05). The study further indicated that the informal have direct and positive impact on task performance (β = 0.247, ρ

References

Abbas, Q. & Yaqoob, S. (2009). Effect of leadership development on employee

performance in Pakistan. Pakistan Economic and Social Review, 47(2)269-292.

 

Abdusheikh, M. (2012). Emiratization: United Arab Emirates national workforce

development program (Doctoral dissertation, Pepperdine University).

 

Ahmad, T., Farrukh, F. & Nazir, S. (2015). Capacity building boost employees

performance. Industrial and Commercial Training, 47(2), 61-660. https:// doi.

org/ 10.1108/ICT-05-2014-0036

 

Akintayo, M. (1996). Upgrading the teachers status through in-services training by

Distant Learning System (DLS) Unpublished. A public lecturer at the Second

convocation ceremony of NTI, NCE by DLS.

 

Albert, S. (1977). Temporal comparison theory. Psychological Review, 84(6), 485.

 

Al-Nuseirat, A., & Biygautane, M. (2014). The Impact of Effective Training on

Organisational Performance in Dubai’s Public Sector. Policy Brief(37), 1-11.

 

Allen, M. (2010). Corporate universities 2010: Globalization and greater sophistication.

The Journal of International Management Studies, 5(1), 48-53.

 

Alzahmi, R. A., & Imroz, S. M. (2012). A LOOK AT FACTORS INFLUENCING THE

UAE WORKFORCE EDUCATION AND DEVELOPMENT

SYSTEM. Journal of Global Intelligence & Policy, 5(8).

 

Aragón-Sánchez, A., Barba-Aragón, I. & Sanz-Valle, R. (2003).Effects of training on

business results1.The International Journal of Human Resource Management,

14(6), 956-980.

 

Armstrong, M. & Taylor, S. (2014). Armstrong's handbook of human resource

management practice. London: Kogan Page Publishers.

 

Arnold, J., Randall, R., Patterson, F., Silvester, J., Robertson, I., Cooper, C. et al.

(2010). Work Psychology: Understanding Human Behaviour in the Workplace.

London:Prentice-Hall.

 

Baldwin, T. T. & Ford, J. K. (1988). Transfer of training: A review and directions for

future

research. Personnel Psychology, 41(1), 63-105.

 

Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioural change.

Psychological review, 84(2), 191.

 

Bandura, A. & Huston, A. C. (1961). Identification as a process of incidental

learning. The Journal of Abnormal and Social Psychology, 63(2), 311.

 

Baridam D. M. (2005). Business Research Methods in Administrative Sciences. Port

Harcourt: Bari Publishing Company.

 

Barrie, J. & Wayne Pace, R. (1998). Learning for organisational effectiveness:

Philosophy of education and human resource development. Human

Resource Development Quarterly, 9(1), 39-54.

 

Bates, R. A., Holton III, E. F., Seyler, D. L. & Carvalho, M. A. (2000). The role of

interpersonal factors in the application of computer-based training in an

industrial setting. Human Resource Development International, 3(1), 19- 42.

 

Batool, Z., Hild, K., Hosea, T. J. C., Lu, X., Tiedje, T. & Sweeney, S. (2012). The

electronic band structure of GaBiAs/GaAs layers: Influence of strain and band

anti-crossing. Journal of Applied Physics, 111(11), 113108.

 

Becker, G. S. (1993). Nobel lecture: The economic way of looking at behaviour.

Journal of political economy, 101(3), 385-409.

 

Bednall, T. C., Sanders, K. & Runhaar, P. (2014). Stimulating Informal learning

activities through perceptions of performance appraisal quality and human

resource management system strength: A two-wave study. Academy of

Management Learning & Education, 13(1), 45-61.

 

Beechler, S. & Woodward, I. C. (2009). The global “war for talent”. Journal of

International Management, 15(3), 273-285.

 

Behling J. H. (2003). Guidelines for Preparing the Research Proposal, New York:

University Press.

 

Bierema, L. L. (2000). Moving beyond performance paradigms in human resource

development. In Wilson, A. L. & Hayes, B. R. (Eds.), Handbook of adult and

continuing education (pp. 278-293). San Francisco: Jossey-Bass

 

Billett, S. (2001). Learning through work: workplace affordances and individual

engagement. Journal of Workplace Learning, 13(5), 209-214.

 

Billett, S. (2001). Learning in the Workplace Strategies for Effective Practice. Crows

Nest NSW Sydney: Allen and Unwin.

 

Borman, W. C. & Motowidlo, S. J. (1997). Task performance and contextual

performance: The meaning for personnel selection research. Human

performance, 10(2), 99-109.

 

Borman, W. C. & Brush, D. H. (1993). More progress toward a taxonomy of managerial

performance requirements. Human Performance, 6(1), 1-21.

 

Borman, W. C. & Motowidlo, S. J. (1993). Expanding the criterion domain to include

elements of contextual performance. In Schmitt, N. & Borman, W. C.

(Eds.), Personnel selection in organisations (71- 98). San Francisco: Jossey-

Bass.

 

Borman, W. C., Buck, D. E., Hanson, M. A., Motowidlo, S. J., Stark, S. & Drasgow, F.

(2001). An examination of the comparative reliability, validity, and accuracy of

performance ratings made using computerized adaptive rating scales. Journal

of Applied Psychology, 86(5), 965-73.

 

Borman, W. C., White, L. A., Pulakos, E. D. & Oppler, S. H. (1991). Models of

supervisory job performance ratings. Journal of Applied Psychology, 76(6),

863-873.

 

Boud, D. & Middleton, H. (2003). Learning from others at work: communities of

practice and Informal learning. Journal of Workplace Learning, 15(5),

194-202.

 

Bretz Jr, R. D., & Judge, T. A. (1994). The role of human resource systems in job

applicant decision processes. Journal of Management, 20(3), 531-551.

 

Breunig, K. J. (2016). Limitless learning: Assessing social media use for global

workplace learning. The Learning Organization, 23(4).

 

Brown, J. S. & Duguid, P. (1991). Organisational learning and communities-ofpractice:

Toward a unified view of working, learning, and innovation.

Organisation science, 40-57.

 

Judge, T. A. & Cable, D. M. (1997). Applicant personality, organisational culture, and

organisation attraction. Personnel Psychology, 50(2), 359-394.

 

Cairns, L. & Malloch, M. (2011). Theories of work, place and learning: New directions.

In Mulloch, M., Cairns, L., Evans, K. & O'Connor, B. N. (Eds.), The SAGE

Handbook of Workplace Learning (1st Ed.) (pp. 3 - 16). USA: SAGE

Publications Ltd.

 

Campbell, J. P., McCloy, R. A., Oppler, S. H. & Sager, C. E. (1993). A theory of

performance. In Schmitt, N. & Borman, W. C. (Eds.), Personnel Selection in

Organisations (35-70). San Francisco, Jossey-Bass Publishers.

 

Campbell, J. P., McHenry, J. J. & Wise, L. L. (1990). Modeling job performance in a

population of jobs. Personnel Psychology, 43(2), 313-575.

 

Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and

organizational psychology. In Dunnette, M. D. & Hough, L. M.

(Eds.), Handbook of Industrial and Organizational Psychology (pp. 687–732).

Consulting Psychologists Press.

 

Carmines, E. G. & Zeller, R. A. (1979). Quantitative Applications in the Social

Sciences: Reliability and Validity Asessment. Thousand Oaks, CA: SAGE

Publications.

 

Caruso, S. J. (2017). A foundation for understanding knowledge sharing:

Organizational culture, informal workplace learning, performance support, and

knowledge management. Contemporary Issues in Education

Research, 10(1), 45.

 

Cheung, S. O., Wong, P. S. & Wu, A. W. (2011). Towards an organisational culture

framework in construction. International Journal of Project

Management, 29(1), 33-44.

 

Clarke, N. (2005). Workplace learning environment and its relationship with learning

outcomes in healthcare organisations. Human Resource Development

International, 8(2), 185-205.

 

Colarelli, S. M. & Montei, M. S. (1996). Some contextual influences on training

utilization. The Journal of Applied Behavioural Science, 32(3), 306-322.

 

Coleman, V. I. & Borman, W. C. (2000). Investigating the underlying structure of the

citizenship performance domain. Human Resource Management Review, 10(1),

25-44.

 

Cromwell, S. E. & Kolb, J. A. (2004). An examination of workplace environment

support factors affecting transfer of supervisory skills training to the workplace.

Human Resource Development Quarterly, 15(4), 449-471.

 

Connelly, L. M. (2008). Pilot studies. Medsurg Nursing, 17(6), 411.

 

Cross, N. (2007). Forty years of design research. Design Studies, 1(28), 1-4.

 

Crowther, D. & Lancaster, G. (2008), Research Methods: A Concise Introduction to

Research in Management and Business Consultancy. Oxford: Butterworth-

Heinemann.

 

Denison, D. R. (1990). Corporate Culture and Organisational Effectiveness. New

York, NY: John Wiley & Sons.

 

Denison, D. R. (2000). Organisational culture: Can it be a key lever for driving

organisational change. The International Handbook of Organisational Culture

and Climate, 18(4), 347-72.

 

Daryoush, Y., Silong, A. D., Omar, Z., & Othman, J. (2013). Improving job

performance: Workplace learning is the first step. International Journal of

Education & Literacy Studies, 1(1), 100.

 

Dawis, R. V. & Lofquist, L. H. (1984). A Psychological Theory of Work Adjustment:

An Individual Differences Model and Its Application. Minneapolis: University

of Minnesota.

 

Drucker, P. F. (2000). Managing knowledge means managing oneself. Leader to

Leader, 16(2), 8-10.

 

Dysvik, A. & Kuvaas, B. (2008). The relationship between perceived training

opportunities, work motivation and employee outcomes. International Journal

of Training and Development, 12(3), 138-157.

 

Egloffstein, M., & Ifenthaler, D. (2017). Employee perspectives on MOOCs for

workplace learning. TechTrends, 61(1), 65-70.

 

Elfenbein, H. A. & O'Reilly III, C. A. (2007). Fitting in: The effects of relational

demography and person-culture fit on group process and performance. Group

& Organisation Management, 32(1), 109-142.

 

Ellinger, A. D. & Cseh, M. (2007). Contextual factors influencing the facilitation of

others' learning through every day work experiences. Journal of Workplace

Learning, 19(7), 435-452.

 

Enos, M. D., Kehrhahn, M. T. & Bell, A. (2003). Informal learning and the transfer of

learning: How managers develop proficiency. Human Resource Development

Quarterly, 14(4), 369-387.

 

Eraut, M. (2002). The interaction between qualifications and work-based

learning. In Evans, K., Hodkinson, P. & Unwin, L. (Eds.), Working to Learn:

Transforming Learning in the Workplace (pp. 63-78). London: Kogan Page.

 

Evans, D. J., Lindsay, M. A., Webb, B. L., Kankaanranta, H., Giembycz, M. A.,

O’Connor, B. J. & Barnes, P. J. (1999). Expression and activation of protein

kinase C-ζ in eosinophils after allergen challenge. American Journal of

Physiology-Lung Cellular and Molecular Physiology, 277(2), 233-239.

 

Farouk, S., Abu Elanain, H. M., Obeidat, S. M. & Al-Nahyan, M. (2016). HRM

practices and organisational performance in the UAE banking sector: The

mediating role of organisational innovation. International Journal of

Productivity and Performance Management, 65(6), 773-791.

 

Farrukh, M., Wei Ying, C. & Abdallah Ahmed, N. O. (2016). Organisational

commitment: Does religiosity matter?. Cogent Business & Management, 3(1),

1-10.

 

Ferster, C. B. & Skinner, B. F. (1957). Schedules of Reinforcement. New York:

Appleton-Century-Crofts.

 

Fornell, C. & Larcker, D. F. (1981). Structural equation models with unobservable

variables and measurement error: Algebra and statistics. Journal of Marketing

Research, 18(3), 382-388.

 

Garavan, T. N., McGuire, D. & O’Donnell, D. (2004). Exploring human resource

development: A levels of analysis approach. Human Resource Development

Review, 3(4), 417-441.

 

Garner, E. (2012). Training skills: How to improve the skills and performance of your

employees. Retrieved from:

https://my.uopeople.edu/pluginfile.php/57436/mod_

book/chapter/39149/TrainingSkills.pdf

 

Garrick, J. (2012). Informal learning in the workplace: Unmasking human resource

development. Routledge.

 

George, J. M. & Brief, A. P. (1992). Feeling good-doing good: a conceptual analysis of

the mood at work-organisational spontaneity relationship. Psychological

Bulletin, 112(2), 310.

 

Gilbert, W. (1978). Why genes in pieces?. Nature, 271(5645), 501.

 

Gilbert, T. F. (1978). Human competence-Engineering worthy performance. NSPI

Journal, 17(9), 19-27.

 

Glaveli, N. & Karassavidou, E. (2011). Exploring a possible route through which

training affects organisational performance: the case of a Greek bank. The

International Journal of Human Resource Management, 22(14), 2892-2923.

 

Gliem, J. A. & Gliem, R. R. (2003). Calculating, interpreting, and reporting

Cronbach’s alpha reliability coefficient for Likert-type scales. Paper presented

at the Midwest Research-to-Practice Conference in Adult, Continuing, and

Community Education. Midwest, United States.

 

Greenhaus, J. H., Callanan, G. A. & Godshalk, V. M. (2000). Career Management (3rd

Ed.) Fort Worth: Harcourt.

 

Gusdorf, M. L. (2009). Stackable and nestable shelves with reinforced platform: Google

Patents.

 

Hager, P. (1998). Recognition of informal learning: challenges and issues. Journal of

Vocational Education and Training, 50(4), 521-535.

 

Hair, J. F., Ringle, C. M. & Sarstedt, M. (2011). PLS-SEM: Indeed a silver bullet.

Journal of Marketing Theory and Practice, 19(2), 139-152.

 

Hair Jr, J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2016). A primer on partial

least squares structural equation modeling (PLS-SEM). New York: SAGE

Publications.

 

Hameed, A. & Waheed, A. (2011). Employee development and its affect on employee

performance a conceptual framework. International Journal of Business and

Social Science, 2(13), 224-229.

 

Harrison, D. A., Newman, D. A. & Roth, P. L. (2006). How Important Are Job

Attitudes? Meta-Analytic Comparisons of Integrative Behavioural Outcomes

and Time Sequences. Academy of Management Journal, 49(2), 305-325.

 

Heilmann, P. (2007). High level competence: a tool for coping with organisational

change. Journal of European Industrial Training, 31(9), 727-741.

 

Henseler, J., Ringle, C. M. & Sinkovics, R. R. (2009). The use of partial least squares

path modeling in international marketing. In Sinkovics, R. R. & Ghauri, P. N.

(Eds.), New Challenges to International Marketing (pp. 277-319). Bingley:

Emerald Group Publishing Limited.

 

Hoffman, J. M. & Mehra, S. (1999). Management leadership and productivity

improvement programs. International Journal of Applied Quality Management,

2(2), 221-232.

 

Hofstede, G. (1991). Cultures and Organizations: Software of the Mind. New York:

McGraw Hill.

 

Holten, A. L. & Brenner, S. O. (2015). Leadership style and the process of

organizational change. Leadership & Organization Development Journal,

36(1), 2-16.

 

Holton III, E. F., Bates, R. A., Bookter, A. I. & Yamkovenko, V. B. (2007). Convergent

and divergent validity of the learning transfer system inventory. Human

Resource Development Quarterly, 18(3), 385-419.

 

Holton, E. F. (2000). On the nature of performance and learning in human resource

development. Advances in Developing Human Resources, 2(3), 60-64.

 

Houston, L., Jackson, S. J., Rosner, D. K., Ahmed, S. I., Young, M. & Kang, L. (2016).

Values in repair. Proceedings of the 2016 CHI Conference on Human Factors

in Computing Systems, California.

 

Hu, L. T. & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure

analysis: Conventional criteria versus new alternatives. Structural Equation

Modeling: A Multidisciplinary Journal, 6(1), 1-55.

 

Hung, T. K. (2010). An empirical study of the training evaluation decision-making

model to measure training outcome. Social Behaviour and Personality: An

International Journal, 38(1), 87-101.

 

Hunter, J. E. (1986). Cognitive ability, cognitive aptitudes, job knowledge, and job

performance. Journal of Vocational Behaviour, 29(3), 340-362.

 

Illeris, K. (2004). A model for learning in working life. Journal of Workplace Learning,

16(8), 431-441.

 

Imran, M., & Tanveer, A. (2015). Impact of training & development on employees’

performance in banks of pakistan. European Journal of Training and

Development Studies, 3(1), 22-44.

 

Isaac Mwita, J. (2000). Performance management model: A systems-based approach to

public service quality. International Journal of Public Sector Management,

13(1), 19-37.

 

Jacobs, R. L. & Park, Y. (2009). A proposed conceptual framework of workplace

learning: Implications for theory development and research in human resource

development. Human Resource Development Review, 8(2), 133-150.

 

Jacobs, R. & Washington, C. (2003). Employee development and organisational

performance: a review of literature and directions for future research. Human

Resource Development International, 6(3), 343-354.

 

Jarvis, P. (1987). Adult education in the social context. London, UK: Croom Helm.

 

Jiménez-Jiménez, D. & Sanz-Valle, R. (2011). Innovation, organisational learning, and

performance. Journal of Business Research, 64(4), 408-417.

 

Jones, R. J., Woods, S. A. & Guillaume, Y. R. (2016). The effectiveness of workplace

coaching: A meta‐analysis of learning and performance outcomes from

coaching. Journal of Occupational and Organisational Psychology, 89(2), 249-

277.

 

Jones, M. D. (2006). Which is a better predictor of job performance: Job satisfaction or

life satisfaction. Journal of Behavioural and Applied Management, 8(1), 20-42.

 

Joo, B. K. & Ready, K. J. (2012). Career satisfaction: The influences of proactive

personality, performance goal orientation, organisational learning culture, and

leader-member exchange quality. Career Development International, 17(3),

276-295.

 

Katz, D. & Kahn, R. L. (1978). The Social Psychology of Organisations. New York:

Wiley.

 

Keith, N. & Frese, M. (2011). Enhancing firm performance and innovativeness through

error management culture. Handbook of Organisational Culture and Climate, 9,

137-157.

 

Khan, R. A. G., Khan, F. A. & Khan, M. A. (2011). Impact of training and development

on organisational performance. Global Journal of Management and Business

Research, 11(7), 63-68.

 

Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment

approach. International Journal of e-Collaboration (IJeC), 11(4), 1-10.

 

Koopmans, L. (2013). 51 Improving the individual work performance questionnaire

using rasch analysis. Occup Environ Med, 70, A17-A18.

 

Krejcie, R. V. & Morgan, D. W. (1970). Determining sample size for research activities.

Educational and psychological measurement, 30(3), 607-610.

 

Kristof-Brown, A. L. & Stevens, C. K. (2001). Goal congruence in project teams: Does

the fit between members' personal mastery and performance goals matter?.

Journal of Applied Psychology, 86(6), 1083-1095.

 

Kumpikaite, V. & Sakalas, A. (2011). The model of human resource development

system’s evaluation. Paper presented at the 2011 International Conference on

E-business, Management and Economics (IPEDR), Singapore.

 

Kyndt, E., Vermeire, E., & Cabus, S. (2016). Informal workplace learning among

nurses: Organisational learning conditions and personal characteristics that

predict learning outcomes. Journal of Workplace Learning, 24(7), 435-430.

 

Kyndt, E., Dochy, F., Michielsen, M. & Moeyaert, B. (2009). Employee retention:

organisational and personal perspectives. Vocations and Learning, 2(3), 195-

215.

 

Lancaster, A. (2019). Driving Performance Through Learning: Develop Employees

Through Effective Workplace Learning. Kogan Page Publishers.

 

Lankau, M. J. &Scandura, T. A. (2002). An investigation of personal learning in

mentoring relationships: Content, antecedents, and consequences. Academy of

Management Journal, 45(4), 779-790.

 

Lent, R. W., Brown, S. D. & Hackett, G. (1994). Toward a unifying social cognitive

theory of career and academic interest, choice, and performance. Journal of

Vocational Behavior, 45(1), 79-122.

 

Leslie, B., Aring, M. K. & Brand, B. (1998). Informal learning: The new frontier of

employee & organisational development. Economic Development Review, 15,

12- 18.

 

Lin, W. B. (2008). The effect of knowledge sharing model. Expert Systems with

Applications, 34(2), 1508-1521.

 

Liu, X. & Batt, R. (2005). The economic pay-offs to on-the-Job training in routine

service Work (CAHRS Working Paper). Ithaca, NY: Cornell University.

 

Locke, E. A. (1969). What is job satisfaction? Organisational Behaviour and Human

Performance, 4(4), 309-336.

 

Lohman, D. F. (2005). An aptitude perspective on talent: Implications for identification

of academically gifted minority students. Journal for the Education of the

Gifted, 28(3-4), 333-360.

 

Lohman, M. C. (2005). A survey of factors influencing the engagement of two

professional groups in informal workplace learning activities. Human Resource

Development Quarterly, 16(4), 501-527.

 

Magee, K. C. (2003). The Impact of Organisational Culture on the Implementation of

Performance Management (Doctoral dissertation). University of Georgia,

Georgia.

 

Manuti, A., Pastore, S., Scardigno, A. F., Giancaspro, M. L. & Morciano, D. (2015).

Formal and informal learning in the workplace: a research review. International

Journal of Training and Development, 19(1), 1-17.

 

Marsick, V. J. & Volpe, M. (1999). The nature and need for Informal learning.

Advances in Developing Human Resources, 1(3), 1-9.

 

Marsick, V. J. & Watkins, K. (2015). Informal and Incidental Learning in the

Workplace (Routledge Revivals). London: Routledge.

 

Maslow, A. H. (1943). A theory of human motivation. Psychological review, 50(4),

370-396.

 

Marsick, V. J. (1987). Learning in the Workplace. Beckenhem, Kent, UK: Croom Helm

Ltd.

 

Marsick, V. J. & Watkins, K. E. (1990). Informal and Incidental Learning in the

Workplace. London: Routledge.

 

Marsick, V. J. & Watkins, K. E. (2001). Informal and incidental learning. New

Directions for Adult and Continuing Education, 2001(89), 25-34.

 

Maurer, T. J. & Lippstreu, M. (2008). Who will be committed to an organisation that

provides support for employee development?. Journal of Management

Development, 27(3), 328-347.

 

Maurer, T. J., Lippstreu, M. & Judge, T. A. (2008). Structural model of employee

involvement in skill development activity: The role of individual differences.

Journal of Vocational Behaviour, 72(3), 336-350.

 

Matthews, P. (1999). Workplace learning: developing an holistic model. The Learning

Organisation, 6(1), 18-29.

 

Meador, D. P. (2008). Modeling Training Effects on Task Performance Using a Human

Performance Taxonomy. Fairborn, Ohio: Wright State University.

 

Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of

organisational commitment. Human Resource Management Review, 1(1), 61-

89.

 

Miller, G. A. (1956). The magical number seven, plus or minus two: some limits on our

capacity for processing information. Psychological Review, 63(2), 81-97.

 

Mocker, D. W. & Spear, G. E. (1982). Lifelong Learning: Formal, Nonformal,

Informal,and Self-Directed (Information Series No. 241). Ohio: The Ohio State

University.

 

Moon, S. Y. & Na, S. I. (2009). Psychological and organisational variables associated

with workplace learning in small and medium manufacturing businesses in

Korea. Asia Pacific Education Review, 10(3), 327-336.

 

Motowildo, S. J., Borman, W. C. & Schmit, M. J. (1997). A theory of individual

differences in task and contextual performance. Human Performance, 10(2), 71-

83.

 

Murphy, K. R. & Shiarella, A. H. (1997). Implications of the multidimensional nature

of job performance for the validity of selection tests: Multivariate frameworks

for studying test validity. Personnel Psychology, 50(4), 823-854.

 

Nadler, L. (1970). Developing human resources.

 

Ngala, F. B. & Odebero, S. O. (2010). Teachers' perceptions of staff development

programmes as it relates to teachers' effectiveness: A study of rural primary

schools in Kenya. Educational Research and Reviews, 5(1), 001-009.

 

Noe, R. A. (2002). Employee Training and Development. New York: McGraw-Hill

Companies, Inc.

 

Nonaka, I. (1991). Models of knowledge management in the West and Japan.

 

Nunnally, J. C. & Bernstein, I. H. (1978). Psychometric Theory. New York: McGraw

Hill.

 

Nunnally, J. C. (1978). Psychometric Theory (2nd Ed). New York: McGraw-Hill.

 

Nunnally, J. C. & Bernstein, I. H. (1994). Psychological Theory. New York, NY:

MacGraw-Hill.

 

Obisi, C. (2011). Employee training and development in Nigerian organisaitons: Some

observations and agenda for research. Australian Journal of Business and

Management Research, 1(9), 82-91.

 

Odo, O. M. (2002). Guide to Proposal Writing in Social and Behavioural Sciences.

Enugu: SNAAP Press Limited.

 

Oguntimehin, A. (2001). Teacher effectiveness: Some practical strategies for successful

implementation of universal basic education in Nigeria. African Journal of

Educational Management, 9(1), 151-161.

 

O'Reilly III, C. A. (1991). Organisational behaviour: Where we've been, where we're

going. Annual Review of Psychology, 42(1), 427-458.

 

O'Reilly III, C. A., Chatman, J. & Caldwell, D. F. (1991). People and organizational

culture: A profile comparison approach to assessing person-organization

fit. Academy of Management Journal, 34(3), 487-516.

 

Organ, D. W., Podsakoff, P. M. & MacKenzie, S. B. (2006). Organisational Citizenship

Behaviour: Its Nature, Antecedents, and Consequences. London: SAGE

Publications, Inc.

 

Organ, D. W. (1988). Issues in Organization and Management Series. Organizational

Citizenship Behavior: The Good Soldier Syndrome. Lexington Books/DC Heath

and Com.

 

Oribabor, P. (2000). Human resources management, A strategic approval. Human

Resources Management, 9(4), 21-24.

 

Orishaba, A. (2021). Workplace learning, mentoring and employee performance. A

case study of Makerere University support staff (Doctoral dissertation,

Makerere University).

 

Pajo, K., Coetzer, A., & Guenole, N. (2010). Formal Development Opportunities and

Withdrawal Behaviours by Employees in Small and Medium‐Sized Enterprises.

Journal of Small Business Management, 48(3), 281-301.

 

Park, Y. (2009). The Relationships among Investment in Workplace Learning,

Organisational Perspective on Human Resource Development, Organisational

Outcomes of Workplace Learning, And Organisational Performance Using the

Korea 2005 and 2007 Human Capital Corporate Panel surveys (Doctoral

dissertation). Ohio State University, Ohio.

 

Paton, R., Peters, G. & Quintas, P. (2005). Corporate Education Strategies: Corporate

Universities in Practice. UK: OU Business School.

 

Pettigrew, A. M. (1979). On studying organizational cultures. Administrative Science

Quarterly, 24(4), 570-581.

 

Poell, R. F., Van Dam, K. & Van Den Berg, P. T. (2004). Organising learning in work

contexts. Applied Psychology, 53(4), 529-540.

 

Pradhan, R. K., Jena, L. K. & Singh, S. K. (2017). Examining the role of emotional

intelligence between organizational learning and adaptive performance in

Indian manufacturing industries. Journal of Workplace Learning, 29(3), 235-

247.

 

Prince, M., Burns, D., Lu, X. & Winsor, R. (2015). Knowledge and skills transfer

between MBA and workplace. Journal of workplace learning, 27(3), 207-225.

 

Qayyum, A., Sharif, M. T., Ahmad, A. & Khan, M. S. (2012). Training & development

practices in National Bank of Pakistan. Information Management and Business

Review, 4(1), 8-17.

 

Quinn, R., Seashore, S., Kahn, R., Mangion, T., Cambell, D., Staines, G., &

McCullough, M. (1971). Survey of working conditions: final report on

univariate and bivariate tables. Washington, DC: US Government Printing

Office, 2916- 0001.

 

Razack, S. S. K., & Upadhyay, D. (2017). Employee Perception of Performance

Management Systems in the UAE: An Analysis.

 

Reischmann, J. (1986). Learning" en passant": The forgotten dimension.

 

Reio Jr, T. G. (1997). Effects of Curiosity on Socialization-Related Learning and Job

Performance in Adults. Virginia: Virginia Polytechnic Institute and State

University.

 

Reynolds, J., & Mason, R. (2002). How do people learn? : CIPD Publishing.

 

Rothwell, W. J. (2002). Putting success into your succession planning. Journal of

Business Strategy, 23(3), 32-37.

 

Rothwell, W. J. (2002). The Workplace Learner: How to Align Training Initiatives with

Individual Learning Competencies. New York: Amacom Rothwell.

 

Rowden, R. W. (2002). High performance and human resource characteristics of

successful small manufacturing and processing companies. Leadership &

Organisation Development Journal, 23(2), 79-83.

 

Rowden, R. (2007). Workplace Learning Principles and Practice. Malabar, FL:

Krieger Publishing Company.

 

Rowden, R. W. (2002). The relationship between workplace learning and job

satisfaction in US small to midsize businesses. Human Resource Development

Quarterly, 13(4), 407-425.

 

Rowden, R. W. & Conine Jr, C. T. (2005). The impact of workplace learning on job

satisfaction in small US commercial banks. Journal of Workplace Learning,

17(4)215-230.

 

Rugman, A. M. & Verbeke, A. (2001). Subsidiary‐specific advantages in multinational

enterprises. Strategic Management Journal, 22(3), 237-250.

 

Saleem, Q., Shahid, M. & Naseem, A. (2011). Degree of influence of training and

development on employee’s behaviour. International Journal of Computing and

Business Research, 2(3), 2229-6166.

 

Sackett, P. R. (2002). The structure of counterproductive work behaviours:

Dimensionality and relationships with facets of job performance.

International Journal of Selection and Assessment, 10(1‐2), 5-11.

 

Sarris, A. & Kirby, N. (2005). Antarctica: A study of person–culture fit. Australian

Journal of Psychology, 57(3), 161-169.

 

Schein, E. H. (2010). Organisational culture and leadership (4th Ed.). Texas: Josse-

Bass.

 

Schein, E. H. (1990). Organizational culture. American Psychological Association,

45(2),109.

 

Schmidt, F. L., Hunter, J. E., Outerbridge, A. N. & Goff, S. (1988). Joint relation of

experience and ability with job performance: Test of three hypotheses. Journal

of Applied Psychology; Journal of Applied Psychology, 73(1), 46.

 

Schön, D. A. (1983). The Reflective Practitioner: How professionals think in action

(Vol. 5126). New York: Basic Books.

 

Scott, S. G. & Bruce, R. A. (1994). Determinants of innovative behaviour: A path model

of individual innovation in the workplace. Academy of Management

Journal, 37(3), 580-607.

 

Sharif, T., & McMinn, M. (2013, April). Development of Endogenous Teaching

Workforce in the UAE: A Case Study of the Motivation of Emiratis to Become

Teachers. In Proceedings of the Annual Conference of Management and Social

Sciences (ACMSS), Bangkok, Thailand (pp. 16-18).

 

Shuck, B., Ghosh, R., Zigarmi, D. & Nimon, K. (2013). The jingle jangle of employee

engagement: Further exploration of the emerging construct and implications for

workplace learning and performance. Human Resource Development

Review, 12(1), 11-35.

 

Smith, A. & Hayton, G. (1999). What drives enterprise training? Evidence from

Australia. International Journal of Human Resource Management, 10(2), 251-

272.

 

Sonnentag, S. & Frese, M. (2002). Performance concepts and performance theory.

Psychological Management of Individual Performance, 23, 3-25.

 

Swanson, R. A. & Holton, E. F. (2001). Foundations of human resource development

(3rd Ed.). San Francisco: Berrett-Koehler.

 

Swanson, R. A. & Holton, E. F. (1999). Results: How to Assess Performance, Learning,

& Perceptions in Organisations. Berrett-Koehler Publishers.

 

Swezey, R.W. & Llaneras, R.E. (1997). Models in training and instruction. In G.

Salvendy (Ed.), Handbook of Human Factors and Ergonomics (pp. 514-577).

New York: Wiley.

 

Tahir, N., Yousafzai, I. K., Jan, S., & Hashim, M. (2014). The Impact of Training and

Development on Employees Performance and Productivity A case study of

United Bank Limited Peshawar City, KPK, Pakistan. International Journal of

Academic Research in Business and Social Sciences, 4(4), 86-98.

 

Tlaiss, H. A. & Dirani, K. M. (2015). Women and training: an empirical investigation

in the Arab Middle East. Human Resource Development International, 18(4),

366-386.

 

Tai, W. T. (2006). Effects of training framing, general self-efficacy and training

motivation on trainees' training effectiveness. Personnel Review, 35(1), 51-65.

 

Tannenbaum, S. I. (1997). Enhancing Continuous Learning: Diagnostic Findings from

Multiple Companies. Human Resource Management, 36(4), 437-452.

 

Tharenou, P., Saks, A. M. & Moore, C. (2007). A review and critique of research on

training and organisational-level outcomes. Human Resource Management

Review, 17(3), 251-273.

 

Tobbin, P. & Kuwornu, J. K. (2011). Adoption of mobile money transfer technology:

structural equation modeling approach. European Journal of Business and

Management, 3(7), 59-77.

 

Tracey, J. B., Tannenbaum, S. I. & Kavanagh, M. J. (1995). Applying trained skills on

the job: The importance of the work environment. Journal of Applied

Psychology, 80(2), 239-252.

 

Tsai, W. C. & Tai, W. T. (2003). Perceived importance as a mediator of the relationship

between training assignment and training motivation. Personnel Review, 32(2),

151-163.

 

Ulrich, D. (1998). A new mandate for human resources. Harvard Business Review, 76,

124-135.

 

Van Dooren, W., Bouckaert, G. & Halligan, J. (2015). Performance Management in

the Public sector. New York: Routledge.

 

Van Dyne, L. & LePine, J. A. (1998). Helping and voice extra-role behaviours:

Evidence of construct and predictive validity. Academy of Management

Journal, 41(1), 108-119.

 

Velada, R., Caetano, A., Michel, J. W., Lyons, B. D. & Kavanagh, M. J. (2007). The

effects of training design, individual characteristics and work environment on

transfer of training. International Journal of Training and Development, 11(4),

282-294.

 

Vemić, J. (2007). Employee training and development and the learning organisation.

FACTA UNIVERSITATIS Series: Economics and Organisation, 4(2), 209-216.

 

Watkins, K. E., & Marsick, V. J. (1992). Towards a theory of Informal and incidental

learning in organisations. International journal of lifelong education, 11(4),

287-300.

 

Watkins, K. E., & Marsick, V. J. (2003). Summing up: Demonstrating the value of an

organisation's learning culture. Advances in Developing Human Resources,

5(2), 129–131.

 

Watkins, K. E., & Marsick, V. J. (1996). In action. Creating the Learning Organization.

Alexandria VA: American Society for Training and Development.

 

Welbourne, T. M., Johnson, D. E. & Erez, A. (1998). The role-based performance scale:

Validity analysis of a theory based measure. Academy of Management Journal,

41(5), 540-555.

 

Wilkins, S. (2001). International briefing 9: Training and development in the United

Arab Emirates. International Journal of Training and Development, 5(2), 153-

165.

 

Williams, J. B. & Wong, A. (2009). The efficacy of final examinations: A comparative

study of closed‐book, invigilated exams and open‐book, open‐web

exams. British Journal of Educational Technology, 40(2), 227-236.

 

Yoo, S. J., Han, S. H. & Huang, W. (2012). The roles of intrinsic motivators and

extrinsic motivators in promoting e-learning in the workplace: A case from

South Korea. Computers in Human Behaviour, 28(3), 942-950.

 

Zenger, T. R. & Lawrence, B. S. (1989). Organisational demography: The differential

effects of age and tenure distributions on technical communication. Academy of

Management Journal, 32(2), 353-376.

 

Zhang, J., Zhang, Y., Song, Y. & Gong, Z. (2016). The different relations of extrinsic,

introjected, identified regulation and intrinsic motivation on employees’

performance. Management Decision, 54(10), 2393-2412.

 


This material may be protected under Copyright Act which governs the making of photocopies or reproductions of copyrighted materials.
You may use the digitized material for private study, scholarship, or research.

Back to previous page

Installed and configured by Bahagian Automasi, Perpustakaan Tuanku Bainun, Universiti Pendidikan Sultan Idris
If you have enquiries with this repository, kindly contact us at pustakasys@upsi.edu.my or Whatsapp +60163630263 (Office hours only)