The relationship between employee motivation, training program, work stress, emotional intelligence and lecturers' well-being at Kolej Mara, Malaysia
This study examines how employee motivation, training programs, and work stress influence the well-being of lecturers at Kolej MARA, and how emotional intelligence functions as a mediator, based on the Job Demands-Resources (JD-R) model and Diener’s Subjective Well- Being theory. This study employed...
| Main Author: | |
|---|---|
| Format: | Thesis |
| Language: | English English English |
| Published: |
2025
|
| Subjects: | |
| Online Access: | https://etd.uum.edu.my/11892/1/depositpermission.pdf https://etd.uum.edu.my/11892/2/s832689_01.pdf https://etd.uum.edu.my/11892/3/s832689_02.pdf https://etd.uum.edu.my/11892/ |
| Abstract | Abstract here |
| Summary: | This study examines how employee motivation, training programs, and work stress influence the well-being of lecturers at Kolej MARA, and how emotional intelligence functions as a mediator, based on the Job Demands-Resources (JD-R) model and Diener’s Subjective Well- Being theory. This study employed a quantitative approach using a cross-sectional research design. A total of 103 lecturers from Kolej MARA in Malaysia answered online questionnaires. Data was analysed using SPSS software and the PROCESS Macro to identify relationships and mediation effects among variables. The findings indicate that motivation and training programs have a positive impact on lecturers’ well-being, while work stress has a significant adverse effect. Emotional intelligence was found to mediate the relationships between these variables, highlighting its crucial role in enhancing resilience and emotional regulation in the workplace. This study not only contributes to theoretical understanding but also provides practical implications for human resource practices in higher education institutions. It recommends incorporating emotional intelligence development into training programs and well-being initiatives to strengthen lecturers’ well-being, thereby making the findings directly applicable to HR professionals and researchers in the field. |
|---|