Stress

Wahai hati, tabahkan hatimu....hanya tinggal beberapa sem sahaja lagi kau akan meraih kejayaan dengan memakai jubah n topi empat segi yang semua orang idam-idamkan....segala masalah yang datang, pergaduhan dalam perhubungan,rasa kerinduan dengan family members dan si dia atasilah dengan bijak dan abaikan buat sementara waktu....Redha dan pasrah sahaja kerana semua itu tidak lama lagi kau akan kecapi apa yang kau impikan dan kau akan melangkah ke dunia kerjaya. Disitulah kita akan dapat nilai duniawi macam mana.....Sabar dan redha adalah ubat yang paling mujarab. Tabahkan hati dengan apa jua masalah yang datang menimpa.....

Tekanan dalam pelajaran dah sebati dengan hidupmu sejak kau masuk ke alam Universiti. Jadi, hadapilah ia dengan hati yang tenang. Insyallah semuanya pasti akan berjalan lancar. FYP pasti akan ditempuhi oleh semua pelajar yang bergelar mahasiswa/wi. Buat yang terbaik demi masa depan mu....Ingat, semua ini tidak lama akan berakhir....chayoo...chayooo......!!!

Jangan sampai ini terjadi.....

Hari Ini Saya Tergilakan Awak , Hari Esok Mungkin Tidak , Hari Ini Saya Ambil Berat Tentang Awak , Hari Esok Mungkin Tidak ,                                                                                                                                               Hari Ini Saya Ganggu Awak Dengan Text Dan Call Dari Saya , Tapi Hari Esok Mungkin Saya Dah Tak Buat Lagi Semua Tu ,                                                                                                                                                                                                                                                         Kenapa ? Sebab , Akan Ada Satu Saat Saya Mula Sedar Bahawa Apa Yang Saya Buat Selama Ini Tidak Memberikan Apa Apa Melainkan Kesakitan , Dan Mulai Saat Itu Saya Akan berhenti Kejar Awak , Dan Mula Move On.....                                                                                                                                                                                                                                                                                                                      

Luahan Hati

Kenapa aku selalu tak penah wujud dihatimu....???kenapa aku dilayan seperti tunggul kayu???kenapa kau tidak rasa apa yang aku rasa?kenapa aku masih boleh sayangkan kau walaupun aku tau kau layan aku dgn teruk....!!!!kenapa aku tidak boleh tinggalkan kau...????kenapa aku rela disakiti berkali2.....kenapa masih BERTAHAN....!!!!!!sakit kau BUAT aku macam niiii!!!!!

Takdir

Hanya Tuhan yang mengetahui apa yang dikehendaki-NYA.....kerana Allah lagi Maha Mengetahui. Kita Hanya mampu merancang sedangkan yang menentukan segala takdir hanya Allah S.W.T. Aku merancang macam mana pun, kalau tanpa izinnya ia tidak akan terjadi. Apa yang kita kehendaki itu kadang kala tidak baik untuk diri kita sebab itu Allah menggagalkan segala apa yang kita rancang pada awalnya. Sekarag aku hanya mampu berserah. Kalau ada jodoh pasti aku akan bertemu dengan dia. Aku sanggup berlapar, sanggup makan tidak berlauk, sanggup makan bubur setiap hari demi untuk mengumpul duit beli tiket untuk berjumpa dengan dia tapi dengan izin Allah segala apa yang rancangkan semuanya hancur dan menyedihkan kerana tiket yang dia tempah tu bercanggah dengan tarikh last paper exam ku. Takkan gara-gara mahu berjumpa aku sanggup mengabaikan masa depan ku. Tapi, duit tu lah duit belanja ku di U aku kumpul-kumpul sehinggakan aku dapat membeli tiket tersebut. Kalau aku tidak menyuruh dia tuk tempahkan tiket tu pasti semuanya berjalan lancar. Tapi apakan daya ku semua sudah terjadi. Mahu tidak mahu aku terpaksa balik Sabah. Tapi hati ini sangat-sangat sedih kerana banyak perkara yang aku ingin bincangkan dengan dia dan aku juga bersedih kerana duit ku hilang tanpa hasilnya. Semuanya habis begitu saja. Dia aku tak dapat jumpa aku pun tak dapat balik. Adakah ini petanda yang dia bukan lah jodohku...? Hati ini sangat sedih tapi aku tidak boleh berbuat apa-apa selain memendamkan segala kesedihan dihati.

Proposal of Research Method 

Chapter One

1.0  Introduction

Nowadays, job satisfaction and employee involvement related research is needs in a rapidly developing non-western country like Malaysia. This is because the topic of job satisfaction is important due to its relationship with cost reduction by reducing absences and turnover. Hence, organizations are looking for ways to implement effective business strategies in order to complete in the fast and global environment. Therefore, job satisfaction in the work force is an ongoing topic of social interest that is what types of job satisfaction that the employees involved themselves in the organization.

1.1Background of the study

Along these lines, job satisfaction is the main causes the employee’s performance and worker productivity is expected increase. Job satisfaction is defined as the affective feeling that an individual has towards a job or position, which is separated into intrinsic and extrinsic job satisfaction or considered as different facets such as satisfaction with itself, co-workers, supervision, customers, promotion, and advancement opportunities (Schermerhon, 1993; Sohi, 1996).

1.2 Problem of statement

There are several type of gap are using in this statement such as the theoretical gap. It is difficult to explain the relationship between job satisfaction and employee involvement in term of whether job satisfaction causes employee involvement or employee involvement causes job satisfaction (Judge, Bono, Thoresen & Patton, 2001). For the empirical gap, some research showed that there is no relationship between job satisfaction and employee involvement ( Petty, McGee, & Cavender, 1984; Iaffaldano, & Muchinsky, 1985; Crossman & Bassem Abou-Zaki, 2003). Whereas, other researchers showed that there is a relationship between job satisfaction and employee involvement (Nimalathasan & Brabete, 2010; Arham Abdullah, Abdulquadr Ade Bilau, Wallace Imoudu Enegbuma, Akintunde Musibau Ajagbe, & Kherun Nita Ali, 2011). For the practical gap, according to the January 2010 Employee Job Satisfaction report by the Society for Human Resource Management (SHRM), more employees are satisfied in their job. They are more loyal, high performance, high productivity and tend to stay in the organization. Thus, the porpuse of this study is to investigate and explore the relationship between job satisfaction and employee involvement in the organization.

1.3 Objective of the study

The objective of this study were divided into two categories, which is were general objectives and specific objectives.

1.3.1 General Objectives

This proposal aims to determine the relationship between job satisfaction and employee involvement in the organization.

1.3.2 Specific Objectives

1)      To determined the relationship between pay and employee involvement in the organization.

2)      To determined the relationship between work itself and employee involvement in the organization.

3)      To determined the relationship between promotion and employee involvement in the organization.

4)      To determined the relationship between supervision and employee involvement in the organization.

5)      To determined the relationship between co-workers and employee involvement in the organization.

1.4 Research Hypothesis

This section identified the types of relationship that were studied in this research. This explanation will become the basis of identifying and determining of an appropriate research in this study. The following hypotheses were formulated for this study:

H_a1: There is a significant relationship between pay and employee involvement in the organization.

H_a2: There is a significant relationship between work itself and employee involvement in the organization.

H_a3: There is a significant relationship between promotion and employee involvement in the organization.

H_a4: There is a significant relationship between supervision and employee involvement in the organization.

H_a5: There is a significant relationship between co-workers and employee involvement in the organization.

1.5 Conceptual Framework

Figure 1.1 shows the conceptual framework developed based on related journal or literature which the relationship between job satisfaction ( independent variable) and employee involvement in the organization( dependent variable). Those independent variables are pay, co-workers, promotion, supervision and work itself.

Independent Variable Job Satisfaction ·         Pay ·         Work itself ·         Promotion ·         Supervision ·         Co-workers

Dependent Variable Employee Involvement in the Organization

 

                                                                                                                                                           

Figure 1.1 Research Framework of the Study.

                                                                                    (Source: Crossman & Bassem Abou-Zaki, 2003)

1.6  Limitations of the study

The limitation of this study it is complicated to identify whether the types of job satisfaction has influence the respondent that make them too involved themselves in the organization. Besides that, the respondent of this study might have others contributes to involve them in the organization. 

1.7  Definitions of terms

In this study, the researchers explained about the term of job satisfaction and employee involvement in the organization. The explanation are describes in conceptual and operational definition of terms. 

1.8  Summary

Job satisfaction and employee involvement in the organization there are have relationship each other. Job satisfaction is the most important to influence the employees performance and productivity in the organization.  Job satisfaction is the employee’s satisfaction to fulfil their needs in a task and it is affect employee’s motivation and performance.

Chapter Two

2.1 Introduction

This chapter determine the literature review involves in this study. This chapter includes four sections. The first section discuss about the concept and element of the job satisfaction and concept of employee involvement in the organization. The second section revealed the review of the related theories and third section revealed the review of the related studies. Lastly, the fourth section explained the conclusion of this chapter. The literature review was important in supporting the need for study as well as to formulate the research framework and research methodology.

2.2  Issues

In this study, the researcher explained about conceptual of terms.

2.2.1 Pay

In general, pay or remuneration refers to the amount and fairness or equity of the financial rewards that employees receive and provided by employers. Money is important as a motivator at work and it will influence employee’s performance and productivity.

2.2.2 Work itself

Schermerhon, Hunt, and Osborn (1991) referred work itself as the responsibility, interest, and    growth of an individual in their jobs. Lussier (2002), mentioned that an individual get pleasure from performing the work itself has a major effect on the overall job satisfaction.

2.2.3 Promotion

According to Moorhead and Griffin (1992), promotion is the one of the component of rewards that can influence job satisfaction.

2.2.4 Supervision

Supervisors are important to help employees to react or go beyond their targeted goals. Supervision is the one who stays first level of management that means the employee needs to report to the supervisor first instead of reporting to the managers (Certo, 2003).

2.2.5 Co-Workers

According Bennett (1994), co-workers referred to employees as an important part of the cohesive group and the support of its norms and goals have experienced higher job satisfaction in comparison with others. This is because they are able to get social support from each other and receive assistance or help by working in a group.

2.2.6 Employee Involvement

Employee involvement seeks to increase member’s inputs into decisions that affect organization performance and employee well-being. It can be described in terms of four key elements that promote worker involvement such as power, information, rewards, knowledge and skill.

2.3  Theories related to the study

There are numerous theories have been used to explain job satisfaction. The most widely used theory was Maslow’s Hierarchy of needs theory. On the other hand, another common used theory was Herzberg’s two factor theory and equity theory.

2.4  Findings from past studies

In this study, there are several related empirical studies supporting the relationship between job satisfaction and employee involvement in the organization as well as related findings with job satisfaction and other issues.  According to Randail and O’Driscoll (1999) in their article “Perceived Organizational Support, Satisfaction with Rewards, and Employee Job Involvement and Organisational Commitment”, have explain that job satisfaction is the one factor that employee involve their self in the organization and will give the good performance in the organization. Other researcher, like Iaffaldano and Muchinsky (1985), in “Job Satisfaction and Jon Performance: A Meta-Analysis”, give assumption that job satisfaction and job performance are related has much intuitive appeal, they concludes in the final finding that these variable are no strong pervasive relation each others. So, in this study some of the major part in the relationship between job satisfaction and employee involvement will be investigated to find the relationship of variables in final research. 

2.5  Summary

This chapter had discussed the concept of job satisfaction and employee involvement in the organization, theories related to the study and findings from past studies. These reviews assist us to know and understand more about the relationship between job satisfaction and employee involvement in the organization.  

Chapter Three

3.0  Introduction

This chapter was divided into nine sections, which research design, research location, population, and sample, research instrument, pilot study, data screening, reliability and validity, data collection method and procedures, data analysis technique, and chapter summary. Besides that, the procedures of data collection and analysis of data collection were discussed in this chapter. 

3.1 Research Design

Survey research design is used for this proposal to get the true finding of information in this study and no biases to answer the questionnaire.

3.2 Population, Sample and Sampling

The population of employee in an oil palm company from different position of statues in the department. I will randomly choose 50 respondents to volunteer answer the questioners.

3.3 Instrument

A questionnaire is chosen to collect data for this study. The questionnaire consist of seven sections namely Section A, Section B, Section C, Section D, Section E, Section F and Section G. The questionnaire involves closed-ended questions and five-point Likert-Type Rating Scale that provided a greater uniformity of response and more easily to analysis.

Table 3.1: Likert- Type Rating Scale

1	2	3	4	5
Strongly Disagree	Disagree	Neutral	Agree	Strongly Agree

3.4  Pilot study

A pilot study is planned to verify the questionnaires.

3.5  Validity and reliability

Cronbach Alpha test and factor analysis is used in this study to determine the validity and reliability of the questionnaire employed in this study.

3.6  Ethics of the study

Firstly, the researcher should be getting the permission with get the signatures from the respondents that are needed from the permission form. The respondent cannot to force to answer the questionnaire if the employees are not willing to become a respondent in this study. In researcher also must be kept the truth identity of respondent and kept it secretly from the public. In this study also have explained what are needed in this study to make the respondent understand what the researcher wants in their study and to avoid the respondent confused to answer the questionnaires. 

3.7  Data collection procedure

The questionnaires are distributed to the company to collect data from the employees and to gather data for analyzing the process after get the permission from the faculty and company. The respondent gives the construction and respond. The questionnaire is collect back to gather the data in this study.

3.8  Data analysis procedure

In this study, the Statistical Package for the Social Sceinces (SPSS) version 17.0 for windows is used to analyze the data. SPSS was used to analyze two types of statistical that is the descriptive statistic and inferential statistic.

3.9 Summary

As summary, this chapter discussed about the research methodology that used in this study. This study conducted in selected oil palm companies in Sibu, Sarawak with population of different position in the company and the minimum sample 30 employees. The data were analyzed by using the Statistical Package for Social Science (SPSS) version 17.0.

 Work schedule / Time frame

Activity

Month

March

April

May

1.)    Search title for the proposal and sent title of proposal to approve by lecture.

2.)    Collect data for proposal.

3.)    Analysis of collected data

4.)    Conclusion

5.)    Sent draft to lecture for approval.

6.)    Do correction from checked draft.

7.)    Submit the complete proposal.

Budget

1.)    Photocopy Questionnaire (50 set)       =>       RM 0.10X 50 set= RM5.00

2.)    Rent Transport to collect data            =>       RM 32.00(6 Hours)

3.)    Top up to get the information             =>       RM 10.00       

and permission from company

4.)    Print draft Proposal                             =>       RM 2.00

5.)    Print complete proposal                       =>       RM 2.10

                                            Total        =>       RM 51.10

References

Arham Abdullah, Abdulquadr Ade Bilau, Wallace Imoudu Enegbuma, Akintunde Musibau Ajagbe, & Kherun Nita Ali. (2011). Evaluation of job satisfaction and performance of employees in small and medium sized construction firms in Nigeria. International Conference on Construction and Project Management , 15, 225-229. 

Bennett, R. (1994). Organization behaviour (2^nd ed.). Singapore: Longman Group UK Limited.

Certo, S. C. (2003). Supervision: Concept and skill building (4^th ed.). New York: Mc.Graw-Hill Companies, Inc.

Crossman, A., & Bassem Abou-Zaki (2003). Job satisfaction and employee performance of Lebanese banking staffs, Journal of Managerial Psychology, 18(4), 368-376.

Greenberg, J. (1996). Managing behaviour in organization. United of State of America: Prentice-Hall, Inc.

Greenberg, J., & Baron, R.A., (2008). Behaviour in Organization (9^th ed.). New Jersey: Pearson Prentice Hall.

Iaffaldano, M. T., & Muchinsky , P. M. (1985). Job satisfaction and job performance: A meta-analysis. Psychological Bulletin, 97(2), 251-273.

Judge, T. A., Bono, J. E., Thoresen, C. J., & Patton, G. K. (2001). The job satisfaction- job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), 376-407.

Lussier, R. N. (2002). Human relations in organization: Applications and skills buildings (5^th ed.). New York: McGraw-Hill.

Moorhead, G., & Griffin, R. W. (1992). Organization behaviour (3^rd ed.). Boston: Hougthon Mifflin Company.

Nilamathasan, B., & Brabete, V. (2010). Job satisfaction and employee’s work performance: A case study of people’s bank in Jaffna peninsula, Sri Lanka. Management and Marketing Journal, 8(S 1), S 43-S 47.

Petty, M. M., McGee, G. W., & Cavender, J. W. (1984). A meta-analysis of the relationship between individual job satisfaction and individual performance. Academy of Management Review, 9(4), 712-721.

Randail, M. D. & O’Driscoll, P. M. (1999). Perceived Organizational Support, Satisfaction with Rewards, and Employee Job Involvement and Organisational Commitment. International Association of Applied Psychology, 48 (2), 197-209.

Schermerhon, J. R., Hunt, J. G., & Osborn, R. N. (1991). Management for productivity (4^th ed.). Canada: John Wiley & Sons, Inc.

Sohi, R. S. (1996). The effect of environmental dynamism and heterogeneity on salespeople’s role perceptions, performance, and job satisfaction. European Journal of Marketing, 30(7), 49-67.

Appendix

SECTION A / BAHAGIAN A: Personal Background / Latar Belakang Peribadi

Please answer all the following question. Please indicate your choice with a tick(  ) in the boxes below.

Sila jawab semua soalan di bawah. Tandakan jawapan anda dengan menggunakan (  ) di ruangan jawapan anda.

1.      Age / Umur

20 and below / dank e bawah                                                 (           )

21-30                                                                                       (           )

31-40                                                                                       (           )

41-50                                                                                       (           )

51 and above / dank ke atas                                                    (           )

2.      Gender  / Jantina

Male / Lelaki                                                                           (           )

Female / Perempuan                                                                (           )

3.      Race  / Kaum

Malay /Melayu                                                                        (           )

Chinese / Cina                                                                         (           )

Others / Lain-lain                                                                    (           )

4.      Income ( Salary and Allowance)(RM) / Pendapatan (Gaji dan elaun lain)(RM)

RM1 000 and below/ dan kebawah                                        (           )

RM1 001                                                                                 (           )

RM2 001                                                                                 (           )

RM3 001                                                                                 (           )

RM4 001 and above / dan keatas                                           (           )

5.      Length of service in the company / Tempoh perkhidmatan dalam syarikat ini.

0-5 years / Tahun                                                                     (           )

6-10 years / Tahun                                                                   (           )

11-15 years / Tahun                                                                 (           )

16- 20 years / Tahun                                                                (           )

21 and above / dan keatas                                                       (           )

Please indicate in what extent you agree or disagree to each of the items below by giving the scale in which corresponds to your response. Please indicate your choice with a tick (    ) in the boxes below.

1	2	3	4	5
Strongly Disagree	Disagree	Neutral	Agree	Strongly Agree

SECTION B / BAHAGIAN B: Pay / Gaji

Statement / Penyataan	1	2	3	4	5
1.      My pay is satisfying. Gaji saya adalah memuaskan.
2.      My fringe benefits is satisfying. Faedah sampingan saya adalah memuaskan.
3.      My income is sufficient for normal expense . Pendapatan saya adalah mencukupi bagi perbelanjaan biasa.
4.      My company pays better than others competitors do. Syarikat saya membayar lebih baik daripada pesaing lain.
5.      I am being paid a fair amount for the work I do. Saya dibayar dengan jumpah yang saksama untu tugas yang saya telah lakukan.
6.      I am appreciates by the company when I think they pay me. Saya berasa dihargai oleh syarikat apabila saya berfikir tentang gaji yang diberikan.
7.      The chances for salary increase are satisfying. Peluang untuk kenaikan gaji adalah memuaskan.
8.      The pay system is equitable in my company. System gaji adalah saksama dalam syarikat saya.

SECTION C / BAHAGIAN C: Work itself  / Kerja itu sendiri

Statement / Penyataan	1	2	3	4	5
1.      My work is satisfying Kerja saya adalah memuaskan
2.      My work is enjoyable Kerja saya adalah menyeronokkan
3.      My work is challenges Kerja saya adalah mencabar
4.      My work is interesting Kerja saya adalah menarik
5.      My work is meaningful Kerja saya adalah bermakna
6.      My work is not burdensome Kerja saya adalah tidak membebankan
7.      I am proud of my work Saya berasa bangga dengan kerja saya
8.      The work assignment are often fully explained Tugasan saya sering diterangkan dengan jelas.

SECTION D / BAHAGIAN D: Promotion / Kenaikan Pangkat

Statement / Penyataan	1	2	3	4	5
1.      I am satisfied with my chances for promotion. Saya berpuas hati dengan peluang saya untuk naik pangkat.
2.      I feel that those who do well on the job stand a fair chance for being promoted. Saya berasa sesiapa sahaja mempunyai peluang yang sama untuk untuk dinaikkan pangkat berdasarkan prestasi kerjayanya.
3.      I feel that there is always a chance for the promotion on the job. Saya berasa terdapat peluang untuk kenaikan pangkat dalam pekerjaan saya.
4.      My company has a fair promotion policy. Organisasi saya mempunyai polisi kenaikan pangkat yang adil.
5.      The opportunities for promotions are high in my company. Peluang untuk kenaikan pangkat  adalah tinggi dalam syarikat saya.
6.      The promotion policy is basedon job performance. Dasar untuk kenaikan pangkat adalah berdasarkan prestasi kerja.
7.      I have a good chance of my promotion at work Saya berpeluang untuk mendapat kenaikan pangkat dalam pekerjaan saya.

SECTION E / BAHAGIAN E: Supervision / Penyeliaan

Statement / Penyataan	1	2	3	4	5
1.      I like my immediate supervisor Saya suka dengan penyelia terdekat yang ada sekarang.
2.      I am treated with respect. Saya dilayan dengan hormat.
3.      My immediate supervisor is always thanks me for doing job well. Penyelia terdekat saya memuji saya apabila kerja dijalankan dengan lancar.
4.      My immediate supervisor always cares about my feelings. Penyelia terdekat saya selalu mengambil berat tentang perasaan saya.
5.      My immediate supervisor is willing to listen to me. Penyelia terdekat saya bersedia untuk mendengar saya.
6.      My immediate supervisor in treated me with fairly. Penyelia terdekat saya melayan saya dengan baik.
7.      My immediate supervisor manages his or her subordinates with effectively. Penyelia terdekat saya mengurus pekerjaan dengan berkesan.
8.      My immediate supervisor cares for me as a person. Penyelia terdekat saya mengambil berat tentang saya sebagai seorang manusia.

SECTION F / BAHAGIAN F: Co-Worker / Rakan Sekerja

Statement / Penyataan	1	2	3	4	5
1.      I like the people I work with. Saya suka dengan orang yang sama-sama bekerja dengan saya.
2.      I enjoy my co-workers. Saya selesa denga rakan sekerja saya.
3.      I work well with my co-workers. Saya bekerja dengan baik dengan rakan sekerja saya.
4.      I like to socialize with my co-workers in the workplace. Saya suka bersosial dengan rakan sekerja saya di tempat kerja saya.
5.      My co-workers are responsible at work Rakan sekerja saya amat bertanggungjawab terhadap kerja.
6.      My co-workers and I work as a team. Rakan sekerja saya dan saya bekerja sebagai satu kumpulan.
7.      My co-workers always help each other out when someone face the problems. Rakan sekerja saya selalu membantu sesiapa sahaja yang mengalami masalah.
8.      The people I work with are very friendly. Rakan sekerja saya adalah sangat ramah.

SECTION G / BAHAGIAN G: Employee Involvement / Penglibatan Pekerja

Statement / Penyataan	1	2	3	4	5
1.      I am very interested in doing my job. Saya sangat berminat dalam menjalankan tugas saya.
2.      I could finish my job within given the period. Saya dapat melaksanakan tugas yang diberikan kepada saya dalam masa yang telah ditetapkan.
3.      I would perform better if my work is recognized. Saya akan melakukan yang lebih baik jika kerja-kerja saya diiktiraf.
4.      I can get along with others well. Saya senang bergaul mesrah dengan orang lain.
5.      I always achieves my work goals. Saya sering mencapai matlamat kerja saya.

Thank you due your willingness and cooperation.