Management Research Journal 2021-01-15T09:30:53+00:00 Dr. Fanny Kho Chee Yuet Open Journal Systems <p style="text-align: justify;"><strong>Management Research Journal (MRJ) [ISSN 2232-0660/ eISSN 2600-9315]</strong> is an international peer-reviewed journal publishing high-quality, original research.&nbsp; It is an online international academic journal published <strong>twice a year (June &amp; December started 2020)</strong>.&nbsp;Please note that this journal only publishes manuscripts in<strong> English or Malay languages</strong>. The journal is devoted to promote scholarly empirical work that uses mainstream approaches to examine accounting, entrepreneurship, finance, human resource and multi-faceted drivers of management change. Papers may broadly cover the above mentioned areas but are not limited to those example topics. We welcome original conceptual and empirical research articles with novel perspectives and/or managerial approaches that would appeal to an international readership. We do not accept unsolicited conceptual and theoretical papers. MRJ supports open access. The electronic full text version of the journal is available free of charge at <a href=""></a></p> The role of training objectives for the effectiveness of training programmes in the Academic Library 2021-01-13T09:51:05+00:00 Romi Rampun@Ramlan Zuraidah Zainol Dewi Tajuddin <p style="text-align: justify;">The assessment of training programmes conducted by the organisation towards employees is crucial in determining the extent to which a training is capable of improving employee skills. This assessment also ensures that the outcome of the returns from the organization's investment in the training system is directly proprietary. Therefore, this study was carried out to examine the objective role of assessment of training programmes comprising the contents of training programmes, training programme inputs and the results of training programmes on the effectiveness of training programmes. The design of this study is quantitative based on survey methods. A total of 288 respondents comprising library staff at The Tun Abdul Razak Library (PTAR), in Shah Alam and PTAR are located in Malaysia. Analysis of data was carried out using the multivariate analysis techniques of Structural Equation Modeling (SEM) and the value of model strength is strong which is the Standardized Root Mean Square Residual value is 0.051 Results study finding that there is a significant relationship between the evaluation objectives of training programmes in all three dimensions i.e. content program, input and programme results. This study will be used by the human resource management division in implementing the evaluation of training programmes as one of the effectiveness in planning training programmes.</p> 2021-01-12T07:21:32+00:00 ##submission.copyrightStatement## The Implementation of Results-Based Performance Management System in Public Elementary Schools 2021-01-15T08:24:08+00:00 Rashid Ceazar Galanto Ormilla <p style="text-align: justify;">The main purpose of this study was to identify the implementation of Results-Based Performance Management System (RPMS) in the public elementary schools in the Schools Division of Ifugao. The Stufflebeam’s Context, Input and Process model was used to identify the implementation of RPMS. The respondents were randomly selected. A total of 466 individuals were the respondents of this study. Survey questionnaire was the main instrument of data collection. The analysis of quantitative data was carried out using a weighted mean and Kruskal-Wallis test to achieve the objectives of the study. Results revealed that the Results-Based Performance Management System (RPMS) as a tool for performance management system in the public elementary schools in the Schools Division of Ifugao was highly implemented. Generally, the implementation of the four phases in RPMS were also highly implemented. Furthermore, there were significant differences in the perceived extent of implementation and the four phases of RPMS. It is then recommended that shared responsibility and agreement both rater and ratee in tracking and recording important events through utilizing the Performance Monitoring and Coaching Form (PMCF) must be consistently observed and properly recorded. Mentoring and giving feedback should be a continuous process and will therefore provide by the rater to improve the work and behavior of ratee. Likewise, strict and consistent compliance of DepEd Order No. 2, s. of 2015 is to be observed in the four phases of RPMS and the role of the Performance Management Team (PMT) ensuring ratees’ performance is properly assessed without any biased must be intensified.</p> 2021-01-15T08:24:08+00:00 ##submission.copyrightStatement## Determinants of Integrity in the Implementation of Performance Appraisal System (PAS): The Case of Malaysia Enforcement Agency 2021-01-15T09:30:53+00:00 Norhaslinda Jamaiudin <p style="text-align: justify;">This study aims to measure the determinants of integrity of Performance Appraisal System (PAS) in Malaysia’s Public Sector. It focuses on the implementation of PAS in one of the enforcement agencies in Malaysia. Introduced in 2002 under the Malaysian Remuneration System (MRS), the PAS played an important role in pay-for performance. Employees’ performance and competency were measured to determine their eligibility for salary increment and promotion. Since inception, the implementation of appraisal system was inundated with criticisms due to poor implementation, inappropriate method of assessment and unjust distribution of rewards. Such apprehension had raised concern on integrity of PAS. Guided by organizational justice and work character ethics theories, the study aims to explore the determinants of integrity in PAS. A structured questionnaire was developed and a total of 412 of useable questionnaires were used in data analysis. The research findings disclosed that procedural, distributive, interactional justice and work character ethics are positively correlated with integrity of PAS. Regression analysis shows that interactional justice and work character ethics are the strongest predictors that influence the integrity of PAS with 45.6 and 45.4 percent of the total variability in integrity can be accounted for by these two variables. The significant relationship between variables indicates that the erosion of integrity in PAS can be attributed to poor behavioral and meager structural of performance appraisal system. Strategic and effective measures therefore are pivotal to elevate integrity in the practice of appraisal system in the context of MPS.</p> 2021-01-15T09:30:52+00:00 ##submission.copyrightStatement##