Organizational Development and Change Management Article Review

This report provides a comprehensive review of two articles related to organizational development and change management. The first article examines the impact of quality of work life and organizational commitment on turnover intentions among nurses in Malaysia, highlighting the need for management to address factors influencing employee retention. The review critiques the study's methodology, suggesting improvements such as including statistical data on nurse shortages and specifying the categories of organizational commitment. The second article explores the influence of corporate ethical values, leader-member exchange, and employee behaviors (Organizational Citizenship Behavior and Counterproductive Work Behavior) on corporate sustainability performance in the retail industry. The review critiques the study's assumptions about the relationship between OCB and CWB, suggesting that employees can exhibit both behaviors simultaneously and that job-specific analysis is crucial for accurate results. The report concludes with the author's opinions on the implications of the studies for organizational practices and future research directions.

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.

Article 2
References:
Lee, S. H, (2020) Achieving corporate sustainability performance: The influence of corporate
ethical value, and leader-member exchange on employee behaviors and organizational
performance Lee Fash Text (2020) 7:25
Summary of Article:
This article is discussing the retail industry and the elements that impact the corporate
sustainability performance. The article focuses on Organizational Citizenship Behavior (OCB)
and Counterproductive Work Behavior (CWB) which are two totally opposite parallels found in
an organization setting. The OCB is where an employee behaves in more positive outcome,
where they are looked at as more engaging personality and behaviors that promote organizational
goals, visions, and missions. On the flip side, CWB provides a more negative outcome, which
investigates the destructive behavior such as anger, anxiety, stress, and frustration which
hampers any positive outcomes. CWB which is significantly high can impact the Corporate
Ethical Values (CEV) that engages employee in more responsible decision making and
performance. Similarly, Leader-Member Exchange (LMX) is also a big key driver of ensuring
sustainable employee and management behavior whilst keeping the motivation within employees
is maintained. A favorable CEV and LMX improves performance sustainability, and in turn
provides a valued business with internal and external stakeholders. Hence, this study investigates
evaluating employee behaviors in a retail industry which is the most controversial and negatively
perceived industry among others.
Critique of this article

In my opinion, this article is quite extensive in its research however there are a few elements that
I feel could be improvised. Firstly, although it has been generalized that OCB and CWB has a
significant relationship, however there is some studies beg to differ because they believe that an
employee can be both OCB and CWB at the same time. An employee with a higher level of
OCB does not automatically points out of having lower level of CWB and vice versa. As an
example, an employee can behave favorably to a new joiner and be very helpful in providing
guidance. However, this does not mean that this person will not experience CWB to another
fellow colleague. A person can be both helpful and display negative behaviors from CWB and
not remain constant which is either displaying OCB or CWB, hence I believe an employee
behavior can encompass both at the same given time. Therefore, I feel that in this research there
could have been a hypothesis to test the relationship without concluding that both OCB and
CWB are relatively affected by each other. Besides this, in the set of questionnaires provided
there seems to be a lack of segregated population in terms of their job. The reason I suggest this
is because, some jobs are seen to have more negative impacts as compared to other jobs- hence
the influence of OCB and CWB may vary accordingly. A successful approach in completing this
research should have been testing a given number of employees in a job rather than throughout
an organization. As an example, according Zubaidah et al (2019) flight attendance was found in
their research to face higher levels of CWB due to their very demanding scope of job. On the flip
side, a teacher may face higher levels of OCB as compared to CWB as found in the research of
Polat (2009). Therefore, a research should be based on the population found in respective
professions rather than an organization to avoid inaccuracy. Lastly, I believe that there should be
more extensive research done on contradicting studies such as OCB and CWB not having a
correlation, instead I feel that this study only focused upon the direct relationship between both
which does not show how corporate sustainability is highly impacted by either one at a given
time. Secondary sources should have been included to show diverse opinions in other industries
and how it is different from the retail industry. Nevertheless, one good critique that was found in
this article was that the author ensured his questionnaire was evenly distributed to male and
females equally. According to Clark (2016), in her study she found that females reportedly are
found with higher OCB compared to males as women are typically stereotyped as being more
“maternal” hence helpful in their mannerisms. Lee (2020) managed to control this variable by
placing the questionnaire equally distributed between male and female to ensure there will be no

gender bias influence in this research which has provided the readers on evaluating the variables
as a stand alone rather than influenced by demographic aspects.
Opinions of the Study
In my opinion, this study was very interesting to understand the different aspects of employee
behavior- OCB and CWB. Each theory provides a suggestion on how employee behavior can
directly and indirectly impact the corporate sustainability performance. Organizations are able to
use these kinds of research to study their own industry and find solutions in adopting a better
OCB culture in the organization. This study has also provided me with the insight of how OCB
and CWB can be part of change and development within an organization to provide
sustainability in long terms. Employee behavior are very important to create a wholesome
culture, and the ability of understanding the aspects of CWB can be minimized through more
studies and proven researchers from different perspectives. Other than that, it has also provided
me with looking into other research findings to develop my own opinion instead of looking at
this research with the most concrete findings.

Article 3
Reference:
Subba, Deepak. (2019). Antecedent and consequences of organizational identification: A study
in the tourism sector of Sikkim. Future Business Journal, Springer, vol. 5(1), pages 1-9.
Summary of the article:
As the title of the article suggests, organizational identification has been identified as a key
component. It's been looked at from a variety of angles, including marketing, organizational
behavior, human resource management, and psychology. This study was performed in the
context of organizational behavior among employees in the tourist sector in Sikkim, and it
provided some helpful information for researchers and practitioners. The study explored the
antecedents and effects of organizational identification using social identity theory. Self-reports
from 246 respondents were utilized to evaluate the study model, and exploratory factor analysis,
confirmatory factor analysis, and structural equation modelling were employed to analyses the
data. According to the findings, perceived organizational support was shown to be an antecedent
of organizational identification, whereas work satisfaction and knowledge sharing behaviors
were found to be outcomes of organizational identification.
Critique of the article:
This study is focusing on how organization achieves and sustains competitive advantage. The
purpose was expressed clearly, and it complimented the title. It was restricted by the capabilities
and resources of the researchers. In this study, researcher found that Individuals have the chance
to identify with a famous organization. The problem was not clearly visible to the average
reader, and it required several readings to establish why the researchers felt this study needed to
be done. It was limited to the researchers’ capabilities and resources. From the perspective of
social identity theory, organizational identification outputs may be divided into three categories

and employees develop their identities through identifying with the company. Besides,
organizational identification has an impact on outcomes like kindness, cohesiveness, favorable
appraisals, and cooperation. Job satisfaction, in-role and extra-role behaviors, financial
contribution, turnover and intent to turnover, compliance with organizational norms, hours
worked intrinsic motivation and task performance, coordination and decision making, alienation,
performance effectiveness, and task involvement defense have all been identified as outputs of
organizational identification. In the introduction part, the author offers a less detailed review of
the literature, but used several suitable sources. This statement helped in the general
comprehension of the issue as well as the logic behind the problem statement.
From my observation, there is No specific research question is noted, but the authors do address
the overall context for their qualitative study. This research tested hypotheses about Antecedent
and consequences of organizational identification: a study in the tourism sector of Sikkim. A poll
was performed for three months to test the conceptual framework. The study focused on
industries in Sikkim that fall under the tourism sector. I would suggest researcher to do the study
under a wide industry to get more information in future. The researcher obtained authorization
from the office manager and handed questionnaires to the staff and employees were told that
their replies would be kept secret and used exclusively for academic purposes to minimize
prejudice. I would advise the researcher to utilize an online questionnaire such as Google Form
to avoid any future problems. Furthermore, if a researcher uses an online questionnaire, all of the
data is kept private, and no errors in data collection will occur.
In the investigation, the researcher employed an existing scale. Existing scales were utilized to
measure all of the variables in this investigation. The items' reliability was determined through a
pilot research, and the constructs' normality was determined by EFA. CFA and SEM were used
to measure and validate the conceptual framework. Multiple connection and path estimations
exist among the constructs, as shown by SEM. The means, standard deviations, and correlations
between concepts are shown in the result. The mean of OI is 4.26, which is the highest of all
categories and shows that employees in the tourism industry in Sikkim have a significant level of
OI. Other structures' means vary from 3.65 to 4.02. At (p0.01), the correlations between the
constructs are significant. These theories were put to the test, and all of them were proven to be
correct. All of the findings, in my opinion, were nicely structured, sectioned, and stated fairly.

The tables were well-organized, but the ordinary reader would not be able to understand them
owing to the complexity of the statistical tests used.
Opinion of the study:
In my opinion, this was a fairly comprehensive research project, especially for a journal article. It
was, for the most part, well-written and structured. A brief examination of the literature was
clearly required to develop the scenario. Because of the sophisticated statistical techniques
utilized, the data reporting in the paper became a little difficult. Overall, it was a fascinating and
important contribution to the field of study. I would suggest researcher to use alternative
techniques for determining generalizability may be considered in future research. Even if the
Harman single-factor test was used to check for common method bias, there is still a risk of
common method bias because the data was obtained from a single source. Because the data was
obtained at a single moment in time, researchers were unable to demonstrate causation; thus, a
longitudinal design might be employed in future study.

Lesson Learned:
1. Time Management
It is quite a time to finish and get the clear point of the article, thus thorough reading is
needed to carefully digest all the information from the given articles. The articles vary
from 8 pages to 37 pages which the reader must allocation specific to read and
understand the given article. Thus, able to come out with a good summary, critique and
opinion as per required by the course. As most of the students are working millennials, it
is important to manage a good time just to complete the reading.
2. Critical Thinking Problem Solving
As a graduate master student, it is possible to possesses a critical thinking skill in order to
point out the value or give critique or write an opinion on the given article as per assigned
to them. Critical thinking skill maybe developed over time to ensure all the instructions
are obligated so the outcomes could be useful for future references related to the topic of
study. As well as the problem-solving skill that requires a certain level of understanding
pertaining to the topic given.
3. Get real-world experience by working on a research or creative project
Research helps people to follow their passions, discover new things, improve their
problem-solving abilities, and tackle problems in fresh ways. Working on a research
project begun by a faculty member or another experienced researcher allows people to
work closely with a mentor–a faculty member or other experienced researcher. With a
self-initiated research project, students will leave the institution with a product that
reflects the distillation of personal interests and studies, as well as the potential for
making a significant addition to knowledge.