Brain Drain : Propensity for Malaysian Professionals to Leave for Singapore

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Label

Brain Drain : Propensity for Malaysian Professionals to Leave for Singapore

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http://libproxy.rpi.edu/login?url=https://ebookcentral.proquest.com/lib/rpi/detail.action?docID=4557279

Title remainder

Propensity for Malaysian Professionals to Leave for Singapore

Instantiates

• Brain Drain : Propensity for Malaysian Professionals to Leave for Singapore

Publication

• Singapore, Springer, 2016

Copyright

• ©2016

Carrier category

online resource

Carrier category code

cr

Carrier MARC source

rdacarrier

Color

multicolored

Content category

text

Content type code

txt

Content type MARC source

rdacontent

Contents

• Contents -- About the Authors -- Abstract -- 1 General Introduction -- Abstract -- 1.1 Introduction -- 1.2 Background -- 1.3 Background of Malaysia -- 1.4 Background of Singapore -- 1.5 Seriousness of the Problem -- 1.6 How Extensive Is Malaysia's Brain Drain? -- 1.7 Problem Statement -- 1.8 Motivation of Study -- 1.9 Research Objectives -- 1.10 Research Questions -- 1.11 Definition of Key Terms/Concepts -- 1.12 Significance of the Study -- 1.13 Scope of the Study -- References -- 2 Malaysia's Development Policies -- Abstract -- 2.1 Introduction -- 2.2 Background -- 2.3 A Brief History of Malaysia's Development Policy -- 2.4 The Government Transformation Programme (GTP) -- 2.5 The New Economic Model (NEM) -- 2.6 How Can Policies Address Brain Drain? -- 2.7 The Impact of the Policies on Brain Drain -- 2.7.1 Transforming the Malaysian Workplace -- 2.7.2 Transforming the Malaysian Workforce -- 2.7.3 Income Disparities -- 2.8 Talent Corp -- 2.8.1 Returning Expert Programme (REP) -- 2.8.2 Scholarship Talent Attraction and Retention (STAR) -- 2.8.3 Structure Internship Programme (SIP) -- 2.8.4 Residence Pass Talent (RPT) -- 2.8.5 Career Fair Incentive (CFI) -- 2.9 Malaysia's Education Blue Print -- References -- 3 Literature Review -- Abstract -- 3.1 Introduction -- 3.2 Background -- 3.2.1 Diaspora Is Large, Mainly Concentrated in Singapore -- 3.3 How Is Our Salary Compared to Others? -- 3.4 Old Perspective Model -- 3.5 Networks and Migration -- 3.6 Researches on Brain Drain -- 3.7 Literature Gap -- 3.8 Theories Underpinning the Brain Drain Issue -- 3.8.1 Neoclassical Migration Theory -- 3.8.2 Dual Labour Market Theory -- 3.8.3 Human Capital Theory -- 3.8.4 Theory of Reasoned Action (TRA) -- 3.8.5 Theory of Planned Behaviour (TPB) -- 3.8.6 The New Economics of Labour Migration Theory -- 3.8.7 The Relative Deprivation Theory -- 3.8.8 World System Theory
• 3.9 Motivation Theories -- 3.9.1 Hierarchy of Needs -- 3.9.2 ERG Theory -- 3.9.3 Two-Factor Theory (Motivator-Hygiene Theory) -- 3.9.4 Learned Needs Theory -- 3.9.5 Expectancy Theory -- 3.9.6 Quality Work Life (QWL) -- 3.9.7 Ease of Immigration Procedures -- 3.9.8 International Exposure -- 3.9.9 Two-Factor Theory -- 3.9.10 Social Networks -- 3.9.11 Personality -- 3.9.12 Brain Drain -- 3.10 Theoretical Framework -- References -- 4 Research Methodology -- Abstract -- 4.1 Introduction -- 4.2 Area of Study -- 4.3 Research Design -- 4.4 Sampling Design -- 4.5 Literature Exploration and Initial Studies -- 4.6 The Population -- 4.7 Unit of Analysis -- 4.8 Sample Size -- 4.9 Data Collection Methods -- 4.10 Questionnaire Design -- 4.11 Research Variables and Constructs -- 4.11.1 Higher Salary and Benefits Program -- 4.11.2 Quality Work Life -- 4.11.3 Ease of Immigration Procedures -- 4.11.4 International Exposure -- 4.11.5 More Promising Job Opportunities and More Challenging Job Scopes -- 4.11.6 Social Networks -- 4.11.7 Personality -- 4.11.8 Brain Drain -- 4.12 Measurements of the Variables -- 4.12.1 Higher Salary and Benefits Programme (Adopted from Khoo et al. 2009) -- 4.12.2 Quality Work Life (Adopted from Huang et al. 2007) -- 4.12.3 Ease of Immigration Procedures (Adopted from Khoo et al. 2009) -- 4.12.4 International Exposure (Adopted from Khoo et al. 2009) -- 4.12.5 More Promising Job Opportunities and More Challenging Job Scopes (Adopted Khoo et al. 2009) -- 4.12.6 Social Networks -- 4.12.7 Moderating Variable -- 4.12.8 Dependent Variable -- 4.13 Measurement Model Analysis -- 4.13.1 Validity -- 4.13.2 Reliability -- 4.13.3 Common Method Variance -- 4.14 Assessment of Structural Model -- 4.14.1 Predictive Relevance Q2 -- 4.14.2 Effect Size F2 -- 4.14.3 Bootstrapping -- References -- 5 Results and Data Analysis -- Abstract -- 5.1 Introduction
• 5.2 Response Rate -- 5.3 Data Preparation for Analysis -- 5.4 Preliminary Data Analysis -- 5.5 Sample Size -- 5.6 Missing Data -- 5.6.1 Outliers -- 5.6.2 Multivariate Normality -- 5.7 Multicollinearity -- 5.8 Descriptive Analysis -- 5.9 Exploratory Factor Analysis (EFA) -- 5.9.1 Describing the Approaches for Higher-Order Construct Models HOC in Partial Least Squares Modelling (PLS) -- 5.10 Common Method Variance Analysis -- 5.10.1 Validity of Measurement Scales -- 5.10.2 Reliability Test -- 5.11 Component Validity -- 5.11.1 Convergent Validity -- 5.11.2 Discriminant Validity -- 5.12 Structural Model Assessment -- 5.12.1 Predictive Relevance Q2 -- 5.12.2 Effect Size F2 -- 5.13 Moderation Effect -- 5.13.1 Proactive Personality -- 5.13.2 Extraversion Personality -- 5.13.3 Agreeableness Personality -- 5.13.4 Conscientiousness Personality -- 5.13.5 Neuroticism Personality -- 5.13.6 Openness Personality -- 5.14 Summary of Results -- References -- 6 Discussion, Recommendations and Conclusions -- Abstract -- 6.1 Introduction -- 6.2 Recapitulation of the Study Findings -- 6.3 Discussion of Findings -- 6.3.1 Better Pay Offered in Singapore Has a Positive Relationship to Malaysia's Brain Drain to Singapore -- 6.3.2 Better QWL in Singapore Has a Positive Relationship to Malaysia's Brain Drain to Singapore -- 6.3.3 Ease of Immigration Procedures in Singapore Has a Positive Relationship to Malaysia's Brain Drain to Singapore -- 6.3.4 Desire for International Exposure Has a Positive Relationship to Malaysia's Brain Drain to Singapore -- 6.3.5 Promise of More Challenging Job Scopes Has a Positive Relationship to Malaysia's Brain Drain to Singapore -- 6.3.6 Social Networks Have a Positive Relationship to Malaysia's Brain Drain to Singapore -- 6.3.7 Personality Has a Moderating Effect on Malaysia's Brain Drain to Singapore
• 6.4 Opinions Derived from Accounting Experts -- 6.5 Recommendations on How to Overcome Brain Drain -- 6.6 Limitations of the Study -- 6.7 Recommendations for Future Study -- 6.8 Conclusion -- References

Dimensions

unknown

Extent

1 online resource (180 pages)

Form of item

online

Isbn

9789811009778

Media category

computer

Media MARC source

rdamedia

Media type code

c

Sound

unknown sound

Specific material designation

remote