Determinants of migration from ASEAN‐3 into Malaysia

Migration theory advances several reasons for migration, which can be categorised into two groups: push factors and pull factors. Push factors include the economic performance of the emigrating country, whereas the pull factors include performance in the destination country. The latter include gross domestic product, job creation, the unemployment rate, education level, and wage rate. This paper examines the determinants of immigration from the Association of Southeast Asian Nations (ASEAN)‐3, namely Indonesia, Thailand, and the Philippines, into Malaysia. The analysis is based on panel data of 1990–2008 using the Autoregressive Distributed Lag approach. The results show that the main determinants of this migration flow are the real wage ratio among the ASEAN‐3 and Malaysia, the unemployment rate in the source countries, and the real exchange rate ratio between the ASEAN‐3 and Malaysia.     

Can food calorie be an index for poverty in a rural economy? An extrapolation from farm households in Ogun State,Nigeria

The study assessed poverty in rural areas of Ogun State, Nigeria through the food energy (calorie) intake approach. A sample of 60 households (comprising of 346 members) were selected using a multistage sampling technique and were interviewed with the aid of well‐structured questionnaire. Data were analysed using nutrient estimation techniques, cost of calorie method and poverty index. The estimated food poverty line was 64.72 naira. The incidence, intensity and severity of poverty were consistently higher among female‐headed households and households that lack access to credit facilities with values 0.290, 0.359, 0.160 and 0.313, 0.371, 0.160 for the poverty measures respectively. Incidence of poverty reduces with educational level and age of household heads, but the corresponding intensity and severity were higher for households whose heads are between 46‐ and 55‐year brackets and those who have secondary school education. All measures of poverty decline with farm size. Multipronged strategies involving improvement of educational level of household heads, improved access to agricultural land and credit facilities, as well as fair distribution of resources towards women, among others, are recommended for poverty and hunger reduction and for sustained agricultural production.     

How Unbecoming of You: Online Experiments Uncovering Gender Biases in Perceptions of Ridesharing Performance

Journal of Business Ethics - Gender discrimination continues to plague organizations. While the advent of the Internet and the digitization of commerce have provided both a mechanism by which goods...     

Will We Ever Meet Again? The Relationship between Inter-Firm Managerial Migration and the Circulation of Client Ties

A large body of research shows that the migration of managers from one professional service firm to another weakens the old employer’s relationship with its clients, because migrating managers remove their relationship-specific knowledge and expertise – i.e., human and social capital – from their old employers, redeploying it to their new employers. This study extends this research by introducing a bi-directional perspective of social capital in which both firms and managers may exploit these relationship-specific resources. We use theory on social capital to build arguments about how one form of manager mobility, manager migration between two service providers in a single market, can both lead and lag the movement of client ties between those providers, and signaling theory to hypothesize the conditions under which this is likely to occur. Analyses using longitudinal data on New York City advertising agencies generally support our arguments. Our findings contribute to theory and research on manager migration, social capital, and signaling, and raise new questions for how the portability of relationship-specific social capital shapes markets.     

Local formal interpersonal networks and SMEs internationalisation: Empirical evidence from the UK

This article uses data from the UK Longitudinal Small Business Survey (2015) to empirically test the relationship between local (formal and informal) interpersonal networks and exporting. Our results suggest that local interpersonal networks increase the likelihood of exporting. More importantly, we find that the role of formal interpersonal networks (e.g. accountants) on internationalisation increases as firm size increases, while the link between informal interpersonal networks (e.g. family) and exporting becomes weaker. We argue that larger firms have more complex operations and diverse structures than smaller firms that require the engagement of formal interpersonal networks to help with the internationalisation process.     

Economic well-being and morbidity of the elderly in Malaysia

Studies about the elderly are mostly focused on morbidity and psychological conditions of the elderly. Effects of social relations have been noted to be important for the well-being of an elderly person. Later studies have begun to look at socioeconomic status of the elderly to see its relation to the level of morbidity. This paper is based on a nationwide survey. A total of 10 percent of elderly total population was interviewed to obtain socioeconomic and lifestyle information. A self reporting method was used as it was easiest to obtain the answers from the elderly. A total of 1410 elderly respondents aged 60 and above were interviewed from the regions of northern, eastern, middle and southern Peninsular Malaysia and also from Sabah and Sarawak. The data was analyzed using the SPSS 16. Quantitative analysis based on mean, standard deviation and multiple regressions was done. Findings show that higher morbidity rate lowers ones economic well-being. Females report higher morbidity then males, while those who are married and residing in rural area also reoort lower morbidity.     

Multi-factor of cultural values: a confirmatory factor analytic approach

All organisations is unique and thus practise different cultural values in the context of an organisation. Determination of values that constitute to the organisation is of challenging task. Therefore, this paper expounds the value-based culture that is related to the performance of the organisation based on the literature review and expert’s view. This study aimed at testing the psychometric properties of the questionnaire of value-based culture items of performance measurement based on the value-based total performance excellence model. 400 questionnaires were distributed to the selected Institution of Higher Learning (IHL) i.e, the public university of Malaysia. The data collected was analysed using predictive analytics software and analysis of moment structures software, both version 18. Structural Equation Modeling (SEM) technique i.e., the confirmatory factor analysis (CFA) approach was employed to test the 6-factor hypothesized model of the value-based cultures which consisted values of citizenship, consultation, caring, trust, respect and quality. The result suggested that 2 core values i.e., consultation and trust that dominantly explained the university’s culture in the selected university from the proposed of 6 core values in the hypothesized model. The findings also paved the way forward for empowering value-based cultures especially at the IHL. However, future research should be conducted to reaffirm this model to represent the values embraced by the universities in Malaysia.     

Workplace learning in Malaysia: the learner's perspective

This paper offers a scenario of workplace learning as practiced in Malaysia. Based on survey research, the article describes learner profiles, learning provision and pattern. The analysis shows that Malaysians participate in formal workplace learning as part of their employment activities. Workplace learning in Malaysia is contextual, promoted by the political‐economic agenda of a nation aspiring towards fully developed status. Workplace learning is also affected by factors such as learners’ socio‐cultural, economic and psychological status, and employers’ role and support.