International Journal of Management and Human Science (IJMHS)

Assessing the Influence of Organisational Factors on Civil Servants’ Performance at Malaysian Immigration Department, Putrajaya

Nurul Hidayana Mohd Noor — 2025-07-25

Background: Employees are an asset for an organisation. Quality employees will indirectly increase the productivity of the organisation. On the other hand, employees who have problems in their jobs can cause harm to the organisation. The performance of civil servants in Malaysia is one of the matters that the current government fully emphasises. Work performance and the quality of services delivered are very significant in the context of the public service. Objective: The aim of the study is to examine the factors influencing job performance among Malaysian Immigration Department staff. Methods: The study focuses on three factors: work conditions, office layout, furniture equipment, and management support. The study uses a cross-sectional survey, and the data were obtained through a questionnaire distributed to 150 respondents at the Malaysian Immigration Department in Putrajaya. This questionnaire was produced based on previous studies. The data was analysed using the Statistical Package for Social Science (SPSS). The Likert scale examines how strongly the respondents agree or disagree with the statement The statistical analysis used was descriptive, Pearson correlation, and multiple linear regression. Results: The study findings showed that work conditions, office layout, furniture and equipment, and management support positively correlate with job performance. Second, work conditions are the most significant predictor of job performance. Conclusion: Changes in aspects of the work environment for the better, especially involving aspects of the physical environment such as employee efficiency, good employment relations at the workplace, implementing aspects of occupational safety and health, and creating a safe work culture, will certainly guarantee employee commitment and improved performance.

Measuring Financial Performance of Select Small Cap Mutual Funds in India: An Analysis

Abhishek Dutta — 2025-07-25

Background: The Indian economy heavily relies on retail investors but rising inflation and limited resources are diminishing their surplus funds. In such challenging times, retail investors increasingly turn to mutual funds, particularly Small Cap Funds (SCFs), for investment opportunities. These funds, known for their higher risk and potential for greater returns, have gained popularity among retail investors in India. Objective: The study aims to assess the performance of four SCFs using risk-return parameters and compare their returns with the benchmark Nifty Small Cap 250 TRI over a decade. Methods: Four SCFs – Nippon India Small Cap Fund (NISCF), HDFC Small Cap Fund (HDFCSCF), SBI Small Cap Fund (SBISCF), and Quant Small Cap Fund (QSCF) – were selected based on AUM of over Rs. 25,000 crores and at least ten years of operation. Data from January 2015 to December 2024 were analysed using metrics like Compounded Annual Growth Rate (CAGR), Sharpe Ratio, Treynor Ratio, and Alpha Value. Results: All funds outperformed the benchmark in return generation. NISCF led in return generation, while QSCF excelled in risk-adjusted returns (Treynor Ratio). Positive alpha values indicated effective stock selection by fund managers, with most funds remaining defensive and minimising unsystematic risks. Conclusion: The selected SCFs performed better than the benchmark in terms of both returns and risk-adjusted metrics. Investors should consider these performance indicators when evaluating mutual fund options for optimal returns, especially in volatile markets.

The Role of Organisational Support in Employee Wellbeing and Industrial Relations in Malaysian Public and Private Sectors: A Comparative Study

Marini Abdullah — 2025-09-15

Background: Employee wellbeing and organisational support are crucial factors that influence industrial harmony and productivity. Particularly in Malaysia's public and private sectors, sectoral differences play a significant role in shaping these dynamics. Focusing on Work-Life Balance (WLB) and managerial support, this study explores the relationship between organisational support, employee wellbeing, and industrial relations, using Social Exchange Theory and Institutional Theory as frameworks. Objective: This study aims to investigate how employee wellbeing and WLB policies contribute to industrial harmony and productivity, and how sectoral contexts influence these relationships. It also seeks to identify existing gaps in employee-centric goals and organisational performance. Methods: A qualitative, multiple-case study approach was employed, with semi-structured interviews conducted with employees from both the public and private sectors in Malaysia. Data were analysed thematically using reflexive thematic analysis to uncover key patterns and challenges. Results: The findings reveal sector-specific differences in the implementation of wellbeing and WLB policies. Public sector employees benefit from structured organisational support and formal conflict resolution mechanisms, while private sector employees experience more variability in support, particularly regarding seniority-based differential treatment. Sectoral challenges, such as rigid public sector structures and managerial inconsistencies in the private sector, were identified as barriers to achieving optimal wellbeing and productivity outcomes. Conclusion: Organisational support, including effective wellbeing initiatives and WLB policies, is essential for enhancing employee motivation and productivity. Sector-specific strategies should be tailored to address the unique needs of each sector.

Social Entrepreneurship as a Catalyst for Social Change: An Empirical Study on Global Perspective

Debasish Naskar — 2025-09-15

Social entrepreneurship has emerged as a major force behind innovation and the development of creative solutions in a setting where traditional economies struggle to effectively address environmental, social, and economic issues. It demonstrates its commitment to its purpose by prioritising environmental and social impact over profit maximisation and reinvesting an important segment of any surplus into its mission. Social entrepreneurship is necessary for human development because it fosters long-term social change and the development of creative answers to societal problems. The goal of this study is to examine how social entrepreneurship contributes to social and economic advancement and how it affects societal change. Thirty-five diverse countries have been chosen for this study across the six continents worldwide. To evaluate the connection between social entrepreneurship and societal transformation, a multivariate regression analysis was performed. The Human Development Index (HDI) was employed as the dependent variable to gauge social change, while the independent variables included social enterprise per capita, average turnover per social enterprise, average jobs per social enterprise, and women-led social enterprises. The analysis revealed that the social enterprise per capita, average turnover per social enterprise, average jobs per social enterprise, and the percentage of women-led social enterprises significantly influenced the HDI. This confirms the role of social entrepreneurship in promoting positive societal change.