GSGM7324 - Organizational Development and Change Management

MASTER OF BUSINESS ADMINISTRATION
ORGANIZATIONAL DEVELOPMENT AND
CHANGE MANAGEMENT
(GSGM7324)
SEMESTER – APRIL 2021
ARTICLE REVIEW
PREPARED BY:
NAME MATRIC NO
MOHAMMAD FAIZ ASYRAF BIN RAZALI MC200911631
PAMELA PISHA A/P THEESAN MC200911958
YOGANESWARRI A/P SUBRAMANIAM MC200911869
SHARANYA A/P MARIMUTHU MC200911931
PREPARED FOR:
DR. SHAJARINA BT. HJ JALALUDDIN

Article 1
Reference:
Alzamel, L. G. I., Abdullah, K. L., Chong, M. C., & Chua, Y. P. (2020). The quality of work life
and turnover intentions among Malaysian nurses: the mediating role of organizational
commitment. Journal of the Egyptian Public Health Association, 95(1), 1-8.
Summary of The Article:
The research is discussing about the quality of work life and organizational commitment which
affected the nurse’s turnover in Malaysia’s public hospital. As reported by the Ministry of Health
(2016), the shortage of nurse in the industry is a big gap as it can result in turnover. Top
management in organization, especially managers should tackle the reason for turnover and
factors contribute to the turnover intention. The work life quality that carries growth and
development of nurses besides enhancement of organizational cultural must be considered. It
also refers to attitudes towards work and satisfaction among the employees. A positive working
environment mostly will maintain the employees which elevate the performance of the
organization. Thus, organization should acknowledge what is need to be done to fill the gap
between quality of work and turnover intention. Moreover, organizational commitment sense of
belonging, loyalty, and moral commitment to remain in organization. If the quality of work life is
satisfied by employees, they will commit to the organization. Scholars believed that employees
who have high obligation toward organization more like to stay longer tenures that intention to
leave. The study is aims to investigate how management roles could affect the desire of nurses to
stay in the organization to minimize the rate of turnover intention.
Critique of The Article:
The study is focusing on the organizational commitment in mediating the quality of work life
and turnover intention among the government-funded hospital nurses in Southwest, Malaysia.
Firstly, the research should have mentioned a statistical data related to the shortage of nurses in
Malaysia, specify in which region the Ministry of Health (MOE) must prioritize to solve. If the
study managed to give data on state basis, that would clear up the statement of shortage of nurses

in public hospital which is a critical at the time. A study by Omar et. al., (2018) mentioned about
the shortage of nurse is a big issue to be tackled by the industry and it was identified as a critical
problem by public hospital in Malaysia. The citation is quite general however, it voices out the
issue generally. In addition to the point mentioned, this study could narrow down the location of
the hospital and mentioned which part of the southwest region the data is accumulated to be
analyzed. However, the study only generally mentioned the total of wards and beds involved in
the introduction. It is better to expand the respondents to all department nurses in order to get
clearer picture on the topic. Plus, it is suggested that the study could cover all region in
Malaysian, not only the southwest region to obtain better information on the organizational
commitment mediating quality of work life and turnover intention of nurses. Next, the study
probably can specify into certain category of organizational commitment which is either
affective commitment, normative commitment or continuance commitment. It is understandable
that the study generally wants to acknowledge the mediating roles of organizational
commitment. However, there will be more accuracy towards the result and analysis if the
researcher able to choose between the mentioned commitments to focus in detail in the future
could be done to improve the matter. Long & Perumal (2014) mentioned that many studied have
indicate that there were serious complex issues that would affect the employee’s performance
and organizational services. These including dissatisfaction, low income, low organizational
commitment and leader’s behavior. Meanwhile, nurses with high organizational commitment
tend to be loyal besides work longer in the organization as if they are satisfied with the workload
given and the feel of obligate to stay (Hashempour et. al., 2018). In terms of demographic item
questionnaires, it seems like a typical as many studies adapted in order to gather as much as
information from the respondent. For dependent and independent variables, it is advisable to
include the items even though it is mentioned the validity of the questionnaires. This is good for
reference to other scholars which want to look up to and refer. Lastly, the study explained in
detail with reference from previous research about related variables to ensure the reader get the
whole point of the study. The explanation of quality of work life, turnover intention,
organizational commitment was elaborate further to ensure it is understandable by the reader.
The citations also are from the latest journal or article which the writers are referring to. For
example, Hashempour et. al., (2018) stated that turnover of nurses will increase the cost on
operation beside the patient care quality in order to recruit the best qualified nurses for the job.

For nurses, quality of work life related closely to their personal feeling which impacted the
organization (Hashempour et. al., 2018). Management should adapt to the changes over the time
to keep the employees happy working for the organization that elevates the turnover rate as the
employees felt that were appreciated and resulting in sustaining the job. This is supported by the
previous study by Faraji et al., (2017).
Opinion of The Article:
In my humble opinion, the study could benefit the organization such as public or private hospital
or even consensus companies who giving contract of nurses to hospital in Malaysia to in order to
keep update with the current situation related to turnover intention and quality of work life for
example the basic wages, allowances or accommodations. Beside improving the work quality of
nurses, the main player in the industry could come out with a better scheme to promote a
significant turnover rates over time. In my opinion, even though the organizational commitment
is high to an individual, there should be no problem of staying if a person never complains or felt
a huge burden assigned to, he/she. Besides, with current situation of pandemic Covid-19 per say,
people are willing to work to survive regardless the challenges are thrown at them as long they
get paid. The Ministry of Health also shall take part in the discussion with the Human Resources
Department for instead, to get a clear picture of the working life quality and situation and
turnover rates among nurses in Malaysia.