THE INFLUENCE OF JOB BURNOUT, PERCEIVED ORGANIZATIONAL SUPPORT AND ISLAMIC RELIGIOSITY TOWARDS INNOVATIVE WORK BEHAVIOR AMONG ACADEMICS IN MALAYSIAN RESEARCH UNIVERSITIES, KLANG VALLEY

Main Article Content

Raja Mayang Delima Mohd Beta
Kalsom Ali

Keywords

Job Burnout, Perceived Organizational Support, Islamic Religiosity, Innovative Work Behavior.

Abstract

The days when academics were regarded as a low-stress working environment were over. Because of the reshaping of academics' work, multiple roles have emerged, and the academics must take steps for the changing situations in their academics' practices.  When academics do not experience a sense of well-being at work and feel the lack of competencies, this may lead academics to experience a high level of burnout or even leave the teaching professions.

Therefore, this study will be conducted to examine the burnout characteristics of academics in research universities in Malaysia towards their innovative work behavior in teaching, research and service activities. With the high demand of producing specific research outputs put the academics under pressure to cope with their teaching responsibilities and other managerial and administrative responsibilities. 

This study will also examine the moderating effects of Islamic religiosity on the relationship between job burnout, perceived organizational support and innovative work behavior among academics in Malaysian Research Universities. Three hundred and sixty-four (364) Muslim academics from four Malaysian Research Universities located in Klang Valley will be sampled. Data will be collected via questionnaires, and the study will be using SPSS and AMOS, an approach of structural equation modeling to examine the survey data. 

Thus, the findings will be expected to show that the effect of job burnout and perceived organizational support on innovative work behavior is significant for academics and that Islamic religiosity of academics contributed to alleviating job burnout and enhancing positive, innovative work behavior. 

Abstract 259 | PDF Downloads 124

References

1. Abu Raiya, H., Pargament, K. I., Mahoney, A., & Stein, C. (2008). A Psychological Measure of Islamic Religiousness: Development and Evidence for Reliability and Validity. Int. J. Psychol. Relig., 18(4), 291–315. https://doi.org/10.1080/10508610802229270

2. Achour, M., Mohd Nor, M. R., & Mohd Yusoff, M. Y. Z. (2016). Islamic Personal Religiosity as a Moderator of Job Strain and Employee???s Well-Being: The Case of Malaysian Academic and Administrative Staff. Journal of Religion and Health, 55(4), 1300–1311. https://doi.org/10.1007/s10943-015-0050-5

3. Agarwal, U. A. (2014). Linking justice, trust, and innovative work behavior to work engagement. Personnel Review, 43(1), 41–73. https://doi.org/10.1108/PR-02-2012-0019

4. Aldulaimi, S. H. (2016). Fundamental Islamic perspective of work ethics. Journal of Islamic Accounting and Business Research, 7(1), 59–76. https://doi.org/10.1108/JIABR-02-2014-0006

5. Alwis, R. S., & Hartmann, E. (2008). The use of tacit knowledge within innovative companies : knowledge management in innovative enterprises, 12(1), 133–147. http://doi.org/10.1108/13673270810852449

6. Amzat, I. H. (2012). Structural equation models of management and decision-making styles with job satisfaction of academic staff in Malaysian Research University. International Journal of Educational Management, 26(7), 616–645. https://doi.org/10.1108/09513541211263700

7. Bachkirov, A. A., & AlAbri, S. (2016). Islamic values and negotiator behavior. International Journal of Islamic and Middle Eastern Finance and Management, 9(3). https://doi.org/10.1108/IMEFM-08-2015-0094

8. Bhatti, O. K., Aslam, U., Hassan, A., & Sulaiman, M. (2016). Humanomics Employee motivation an Islamic perspective For Authors Employee Motivation: an Islamic perspective. Humanomics, 32(1). https://doi.org/10.1108/H-10-2015-0066

9. Biedenbach, T., & M??later, R. (2012). Absorptive, innovative and adaptive capabilities and their impact on project and project portfolio performance. International Journal of Project Management, 30(5), 621–635. https://doi.org/10.1016/j.ijproman.2012.01.016

10. Bryman, A. 2012. Social research methods. Oxford University Press.

11. Bryman, A. and Bell, E. 2003. Business Research Methods. Oxford University Press.

12. Bryman, A. and Cramer, D. 2011. Quantitative data analysis with IBM SPSS Statistics 17, 18 and 19: A guide for social scientists. Hove: Psychology Press.

13. Bysted, R. (2010). Innovative employee behavior and job satisfaction on contextual variables. http://doi.org/10.1108/EJIM-09-2011-0069

14. Caloghirou, Y., Kastelli, I., & Tsakanikas, A. (2004). Internal capabilities and external knowledge sources: Complements or substitutes for innovative performance? Technovation, 24(1), 29–39. https://doi.org/10.1016/S0166-4972(02)00051-2

15. Chen, W., Haniff, J., Siau, C., Seet, W., Loh, S., & Abd, M. H. (2014). Burnout in Academics : An Empirical Study in Private Universities in
Malaysia. The International Journal of Social Sciences and Humanities Invention, 1(2), 62–72.

16. Choi, S. B., Kim, K., Ullah, S. M. E., & Kang, S.-W. (2016). How transformational leadership facilitates innovative behavior of Korean workers: examining mediating and moderating processes. Personnel Review, 45(3), 459–479. https://doi.org/10.1108/PR-03-2014-0058

17. Dali, N. R. S. B. M. (2014). Islamic Credit Card User S’ Satisfaction : a Comparative Study, (September), 1–305.

18. Deb, S., Strodi, E., & Sun, J. (2014). Academic-related stress among private secondary school students in India. Asian Education and Development Studies, 3(2), 118–134. https://doi.org/10.1108/AEDS-02-2013-0007

19. Delgado, M. (2011). The Role Of Intellectual Capital Assets On The Radicalness Of Innovation : Direct And Moderating The Role Of Intellectual Capital Assets On The Radicalness Of Innovation : Direct And.

20. Developing Societies, 20(1), 51–64. http://doi.org/10.1177/097133360702000103

21. Duanxu, W., Shuai, C., Wang, D., & Chen, S. (2014). Does intellectual capital matter ? High-performance work systems and bilateral innovative capabilities. http://doi.org/10.1108/IJM-07-2013-0167

22. Egan, K. (2005). An imaginative approach to teaching. San Francisco, CA: Jossey-Bass.

23. Fonager, K. (2012). Capabilities for Innovation: The Nordic Model and Employee Participation, 2(4).

24. Forster, G., & Fenwick, J. (2015). The influence of Islamic values on management practice in Morocco. European Management Journal, 33(2), 143–156. https://doi.org/10.1016/j.emj.2014.04.002

25. Hair, J.F., Black, W.C., Babin, B.J., & Anderson, R.E. (2010). Multivariate Data Analysis. Seventh Edition. Prentice Hall, Upper Saddle River, New Jersey.

26. Hannum Amran, F., Kamal Abdul Rahman, I., Salleh, K., Noh Syed Ahmad, S., & Hasniza Haron, N. (2014). ScienceDirect Funding trends of research universities in Malaysia. Procedia - Social and Behavioral Sciences, 164(August), 126–134. https://doi.org/10.1016/j.sbspro.2014.11.060

27. Huang, Y. C. S. Y. J. (2016). A conservation of resources view of personal engagement in the development of innovative behavior and work-family conflict. Journal of Organizational Change Management, 29(6), 1030–1040. https://doi.org/10.1108/JOCM-11-2015-0213

28. Huang, Y. C. S. Y. J. (2016). A conservation of resources view of personal engagement in the development of innovative behavior and work-family conflict. Journal of Organizational Change Management, 29(6), 1030–1040. https://doi.org/10.1108/JOCM-11-2015-0213

29. Ibrahim, A. R., Hussein, A., Zolait, S., & Subramanian, S. (2009). Organizational Innovative Capabilities : An Empirical Study of Malaysian Firms, 1(2), 9–17.

30. Idris, M. K. (2009). Occupational Stress in Academic Life: A study on Academics of Malaysian Public Universities, 1994. Retrieved from http://waikato.researchgateway.ac.nz/%5CnResearch

31. Imam, A., Abbasi, A. S., & Muneer, S. (2013). The Impact Of Islamic Work Ethics On Employee Performance : Testing Two Models Of Personality X And Personality Y .25(3), 611–617.

32. Janssen, O. (2000), Job demands, perceptions of effort-reward fairness, and innovative work behavior, Journal of Occupational and organizational psychology, 73, 287-302. https://doi.org/10.1348/096317900167038

33. Janssen, O. (2003), Innovative behavior and job involvement at the price of conflict and less satisfaction with co-workers, Journal of occupational and organizational psychology, 76 (3), 347-364. https://doi.org/10.1348/096317903769647210

34. Kheng, Y.K, June, S, Mahmood, R. (2013) The Determinants of Innovative Work Behaviour in The Knowledge Intensive Business Services Sector in Malaysia” Asia Social Science, 9 (15) (2013), pp. 47–59

35. Kripanont, N. (2007). Examining a Technology Acceptance Model of Internet Usage by Academics within Thai Business Schools, 432.

36. Maslach, C., Jackson, S. E., & Leiter, M. P. (1997). The Maslach Burnout Inventory Manual, (June 2015), 191–218.

37. Masuku, S., & Muchemwa, S. (2015). Occupational Stress Among University Lecturers :, 5(4), 258–266. http://doi.org/10.17265/2161-623X/2015.04.003

38. Oksanen, K., & Stå, P. (2013). Journal of Knowledge Management Physical environment as a source for innovation: investigating the attributes of innovative space. Journal of Knowledge Management Journal of Knowledge Management Iss Journal of Knowledge Management Iss Downloaded by Universiti Teknologi MARA At, 17(17), 815–827. Retrieved from https://doi.org/10.1108/JKM-04-2013-0136

39. Panagiotis Gkorezis. (2016). Principal empowering leadership and teacher innovative behavior : a moderated mediation model. International Journal of Educational Management, 30(6), 1030–1044. https://doi.org/10.1108/ijem-08-2015-0113

40. Pennaforte, A. P. (2016). Organizational supports and individuals commitments through work integrated learning. Higher Education, Skills and Work-Based Learning, 6(1), 89–99. https://doi.org/10.1108/HESWBL-07-2015-0038

41. Roslan Mohd Nor, M., & Malim, M. (2014). Revisiting Islamic education: the case of Indonesia. Journal for Multicultural Education, 8(4), 261–276. https://doi.org/10.1108/JME-05-2014-0019

42. Said, A.-M. A., Rasdi, R. M., Samah, B. A., Silong, A. D., & Sulaiman, S. (2015). A career success model for academics at Malaysian research universities. European Journal of Training and Development, 39(9), 815–835. https://doi.org/10.1108/EJTD-03-2015-0022

43. Schramm, M. (2009). Trust, distrust and innovations, (5), 1–13.

44. Scott, S.G., & R.A. Bruce (1994), Determinants of innovative behavior: A path model of individual innovation in the workplace, Academy of Management Journal, 38, 1442-1465. https://doi.org/10.2307/256701

45. Stoffers, J. M., Heijden, B. I. J. M. Van der, & Notelaers, G. L. A. (2014). Towards a moderated mediation model of innovative work behavior enhancement. Journal of Organizational Change Management, 27(4), 642–659. https://doi.org/10.1108/JOCM-05-2014-0105

46. Tai, H. T., & Mai, N. Q. (2016). Proactive personality, organizational context, employee creativity, and innovative capability: Evidence from MNCs and domestic corporations. International Journal of Organizational Analysis, 24(3), 370–389. https://doi.org/10.1108/IJOA-04-2015-0857

47. Young, L. D. (2012). How to promote innovative behavior at work? The role of justice and support within organizations. Journal of Creative Behavior, 46(3), 220–243. https://doi.org/10.1002/jocb.15

48. Zolait, A., Ibrahim, A. R., Hussein, A., Zolait, S., & Subramanian, S. (2016). Organizational Innovative Capabilities : An Empirical Study of Malaysian Firms Organizational Innovative Capabilities : An Empirical Study of Malaysian Firms, (March).