Faculty of Administrative Science

& Policy Studies

Universiti Teknologi MARA

Bachelor of Administrative Science

A Study on Social Environment and Workplace Support

Towards Emotional Wellbeing Among Employees
at MARDI Negeri Melaka

Name of Student
NADIAH BINTI ROSLAN
2017377501

FEBRUARY 2023

Acknowledgement
i
Bismillahirahmannirrahim

Alhamdulillah I was able to successfully complete the work assignments of this course. I
express my sincere thanks to Dr Muhammad Fuad bin Abdul Karim for putting his trust
in me to complete this course work within the stipulated time.

Dr Muhammad Fuad bin Abdul Karim and Sir Mohammad Bastyian bin Mahmud, who
has been very helpful throughout the assignment. I would like to thank them because they
providing guidance, encouragement, and guidance on how to do the course work
according to the specified criteria. They also help review data, reports and make
comments in order to obtain excellent research results.

Secondly, I would also like to thank to my friends, Farhana Binti Hassan, Nurul Nadiah
Binti Zanuddin and Siti Haslina Binti Md Salleh who helped me a lot in finalizing this
proposal She has helped me a lot of gathering information, collecting data and guiding
me to completion the research.

Last but not least many people, especially my classmates have made valuable comment
suggestions on my proposal which gave me an inspiration to improve the quality of the
proposal.

Thank you.

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 Declaration

I hereby declare that the work contained in this research proposal is my own except those
which have been duly identified and acknowledged. If I am later found to have
plagiarized or to have committed other forms of academic dishonesty, action can be taken
against me under the Academic Regulations of UiTM’s.

Signed

Nadiah
------------------------------------------
Name: Nadiah Binti Roslan
Matric No.: 2017377501

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Table of contents
Chapter 1: Introduction
1.1 Introduction 1-2
1.2 Problem statement 2-4
1.3 Research Questions 5
1.4 Research objectives 5
1.5 Scope of the study
1.5.1 Level 6
1.5.2 Time 6
1.5.3 Place 6
1.6 Definition of terms/concepts
1.6.1 Economy 7
1.6.2 Social Environment 7
1.6.3 Support in the Workplace 7
Chapter 2: Literature Review & Conceptual Framework
2.1 Literature Review
2.1.1 Emotional Wellbeing 8-9
2.1.2 Economy 8
2.1.3 Social Environment 8-9
2.2.4 Support in the Workplace 10
2.3 Conceptual framework 11
2.4 Conceptual framework definition
2.4.1 Economy 12
2.4.2 Social Environment 13
2.4.3 Support in the Workplace 13
2.5 Hypothesis 14 – 15
Chapter 3: Research Method
3.1 Introduction 16
3.2 Research design 16
3.3 Unit of analysis 16
3.4 Sample size 17

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3.5 Sampling technique 18
3.6 Measurement/Instrumentation 18 - 19
3.5.1 Economy 20
3.5.2 Social Environment 20
3.5.3 Support in the Workplace 20
3.7 Data collection 20
3.8 Data analysis 20 - 21
3.8.1 Descriptive Analysis 21
3.8.2 Testing of the Hypothesis 21 - 22
3.8.3 Summarize these decisions in tabular format 22
Chapter 4: Findings
4.1 Introduction 23
4.2 Profile of Respondents 23 - 27
4.3 Reliability Analysis 28 - 31
4.4 Main Findings
4.4.1 Screen of Normality 32
4.4.2 Descriptive Statistics: To determine factors 32 - 33
contribute towards emotional
wellbeing among Employees at MARDI Melaka
4.4.3 Correlation Analysis: To measure the relationship 33 - 35
between economy, social environment and
support in the workplace among employees in
MARDI Melaka.
4.4.3.1 Objective 1: To examine the significant
relationship between
economy and emotional wellbeing among
employees in MARDI Melaka
4.4.3.2 Objective 2: To identify the significant
relationship between social environment and
emotional wellbeing among employees in
MARDI Melaka

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 4.4.3.3 Objective 3: To investigate the significant
relationship between support in the workplace
and emotional wellbeing among employees in
MARDI Melaka
4.5 Summary of the Hypothesis 36
Chapter 5: Discussion and Conclusion
5.1 Introduction 37
5.2 Summary of Findings 37 - 38
5.2.1 To examine the significant relationship between
economy and emotional wellbeing among
employees in MARDI Melaka
5.2.2 To identify the significant relationship between
social environment and emotional wellbeing among
employees in MARDI Melaka
5.2.3 To investigate the significant relationship between
support in the workplace and emotional wellbeing
among employees in MARDI Melaka
5.3 Research Recommendation 39
5.4 Limitation 40
5.4.1 Limited Sample Size
5.4.2 Time Limitation
5.5 Recommendations for Future Study 40
5.6 Conclusion 40
References
Appendices

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 CHAPTER 1

INTRODUCTION

1.1 Introduction

Today, many Malaysians face stress in life. The stress they face is not only in
terms of finances and cost of living, but more to the emotional state and emotional stress
they face. Many factors we can see contribute to this problem. The effect is no longer
ordinary, in fact it takes the life and sanity of an individual. We can see, the stress faced
involves the social environment in which an individual life such as family, friends,
neighbors and office. The stress a person faces can also be due to the health factors they
face. The pressures faced from around will push them to the level of emotional well-
being of an individual, and even worse, it will affect those around them as well.

Mental health encompasses our emotional, psychological and social well-being. It

affects how we think, feel and act. According to the World Health Organization (WHO),
mental health is a state of well-being in which individuals realize their own abilities, can
overcome the normal pressures of life, can work productively and usefully, and are able
to contribute to the community. Mental health is important at every stage of our lives,
from childhood and adolescence to adulthood. It is the basis of thinking, learning,
communication, resilience and self-confidence.

Mental Illness, also known as Mental Disorder, can affect anyone. Mental illness
is a health condition that involves changes in thinking, emotions or behavior that often
causes difficulty coping with the normal stresses and routines of life. A person can
experience poor mental health without being diagnosed with a mental illness. The 2015
National Health and Morbidity Survey showed that 4.2 million Malaysians aged 16 and
above (29.2 percent) struggle with mental health problems.

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 Emotional wellbeing and mental illness are always closely related and this issue
has become a daily issue among the community. Emotional well-being may also be
known as one of the good and positive factors in mental health. Based on the hedonic
tradition, wellbeing is a feeling of happiness and a pleasant emotion. In addition,
emotional well-being also includes the cognitive evaluation of satisfaction with life in
general (Lamers, Westerhof, Bohlmeijer, ten Klooster, & Keyes, 2011).

There are various factors that contribute to poor emotional well-being, including
the surrounding environment, family, friends, workplace, the state of the country's
economy, health problems and many more. Various studies have also been carried out in
identifying this emotional well-being. This emotional well-being is not only aimed at
adults, in fact there are also studies on emotional well-being among children. However,
according to Dr. Mohd. Suhaimi Mohamad, Senior Lecturer, Centre for Psychology and
Human Wellbeing, Faculty of Social Sciences and Humanities, Universiti Kebangsaan
Malaysia (UKM) One of the stressors that can be identified is stress at work and financial
burden. This mental disorder causes women to easily deal with depression, leading them
to commit suicide.

Therefore, this study is to identify whether emotional well -being is influenced by

economy, the social environment and support in the workplace of an individual.

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1.2 Problem statement

Emotional well-being is now under threat, especially among Malaysians and workers. A
person's emotions are very important to ensure that the individual can continue to live a
good and quality life. Well-being is the main goal of every individual (Zaimah, Sarmila,
Azima, Suhana, Mohd Yusof & Lyndon, 2012) because well-being is a quality from all
aspects of human life (Diener and Dean, 2007). According to the World Health
Organization (World Health Organization, 2012), well-being involves aspects of
complete physical, mental and social well-being and not just the absence of disease or
weakness. Well-being is also one of the goals in the planning and implementation of
community development programs (Haris, 2012; William Ak Bunyau & Haris Abd.
Wahab, 2013).

Nevertheless, various problems have to be faced by an individual in facing the challenges

of the developing world. Society now tends to do dangerous and extreme things such as
hurting others and even some of them start daring to take other people's lives. This
problem occurs because of the pressure faced by an individual.

Malaysian society according to the Department of Statistics Malaysia (2019), in 2019,

there are a total of 32.6 million people in Malaysia which includes 16.8 million men and
15.8 million women. Based on the statistics of the National Health and Morbidity Survey
(NHMS) conducted in 2019, which covers 2.3 percent of Malaysians aged 16 and above,
people are beginning to experience emotional stress. This shows that 0.5 million
Malaysians are beginning to experience severe depression and emotional instability.
Health Minister Datuk Seri Dr Adham Baba said the NHMS study in 2017 also found
that suicidal behavior among teenagers between the ages of 13 and 17 showed an
increasing trend in the prevalence of suicidal idealization which was 10 percent compared
to 7.9 percent in 2012. (Suraya, 2020).

This shows that a person's emotional health will begin to be affected, especially for those
who work. With the problems that an employee has to face at work, life problems around
them, health and many more. A series of various problems of emotional instability caused

3
the Malaysian Ministry of Health to start intensifying the awareness of emotional and
mental care. Various efforts are made to give awareness to the community that mental
health is very important.

Emotional well-being is an important element in creating an excellent work culture in an

organization. Emotional well-being includes mental and physical health among
individuals so that they are always in a state of control and harmony in carrying out a task
or responsibility. This situation is not only directed in the field of work but also covers
aspects of a person's life and family. Emotional well-being refers to how a person is able
to manage his emotions well and is able to control the situations and problems he faces.
Healthy emotions are very important to ensure that an employee can perform daily tasks
more efficiently and with dedication. Emotional expressions, expressions and reactions
also need to be taken care of by employees so as not to have a negative impact on other
people or parties. Tiedens' study (2001) states that status workers often express their
angry emotions, while status workers often express their emotions in the form of sadness.
Wright (2004) states that happy employees show good behavior and performance with
encouraging work results.

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1.3 Research Questions

i. What is the significant relationships between economy and emotional

wellbeing among employees in MARDI Melaka?
ii. What is the significant relationships between social environment and
emotional wellbeing among employees in MARDI Melaka?
iii. What is the significant relationships between support in the workplace and
emotional wellbeing among the employee in MARDI Melaka?

1.4 Research Objectives

I. To examine the significant relationship between economy and emotional

wellbeing among employees in MARDI Melaka
I. To identify the significant relationship between social environment and
emotional wellbeing among employees in MARDI Melaka
II. To investigate the significant relationship between support in the
workplace and emotional wellbeing among the employee in MARDI
Melaka

1.5 Scope of Study

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 1.5.1 Level

This study focuses on the factors that contribute to the influence of emotional
well-being among employees. Factors that contribute towards emotional well-
being are economy, social environment and support in the workplace.

1.5.2 Time

Fieldwork or study sites were carried out over a period of 3 months from October
2020 to January 2021.

1.5.3 The place

The employees who will be selected as respondents are among the employees
who work at Pejabat MARDI Negeri Melaka.

1.6 Definition of terms, terminology and concepts

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In this study, there are several terms that need to be defined to provide a more
general understanding of the meaning and concept. Here are definitions of terms
for economy, social environment and support in the workplace.

1.6.1 Economy
The word economy is rooted in the Greek words oikos (meaning ‘house’) and
nemein (meaning ‘manage’). Economics literally means to manage your home.
(Beth Leslie, Joe Richards, 2022). Economy is the study of how people allocate
scarce resources for productions, distributions and consumptions both
individually and collectively (Adam Hayer, 2022).

1.6.2 Social Environment

The social environment encompasses two dimensions namely work and context
(Abdul Raziq and Raheela, 2015). Work includes all the differences of character
in the job such as how the job is done and completed and it contains several tasks
such as activities, control of activities related to the job itself, what it feels like
when an objective is achieved and satisfaction in completing the job itself. The
second dimension is, the context in which it carries the meaning of physical
condition and social work condition (Soussa-Poza & Sousa Poza, 2000). In this
study, the social environment factors studied were the work environment,
supervisors and supervised people as well as relationships with colleagues.

1.6.3 Support in the Workplace

Support in the workplace is an internal and external factor such as
encouragement, encouragement from colleagues, employers, promotion,
appreciation and salary increase. The achievement of an organization depends a
lot on the achievement of an employee in the organization (Hasnizawati, Rozieana
and Mohd Norafizal, 2008). In this study, the workplace support to be focused on
is encouragement from colleagues and employers and appreciation.

CHAPTER 2

7
 LITERATURE REVIEW & CONCEPTUAL FRAMEWORK

2.1 Literature Review

2.1.1 Emotional Wellbeing

Emotional well-being is a person’s ability to understand and evaluate emotions

and use them to advance their lives in a better and positive direction. According to
the World Health Organization (2014), emotional well -being is a positive feeling
that allows a person to function in society and meet the demands of their daily
lives. Emotional well -being generally refers to an individual’s joy in life such as
happiness, psychological happiness and an individual’s ability to overcome all the
problems and tests that come their way. Emotional well-being depends on the
positive nature of certain aspects of life. An individual must have positive and
good relationships with other human beings, dominant towards the environment,
accept self as it is, be able to forget past history, have goals and meaning in life,
self-development and be able to make their own decisions (Mehmet, 2013).

Subjective happiness is one of the components that gets attention in positive

psychology. Subjective happiness is a term that encompasses a variety of concepts
related to an individual’s assessment of life satisfaction (Diener & Scollon, 2003).
Subjective happiness is seen as the perfection of life possessed by the individual
(Bauer, 2007). Meaning of life is also one of the measures of psychological well-
being associated with positive emotions (White, 2004) and is free from depression
and any emotional disorders. Bonebright and colleagues (2000; Debats et al.,
1993) asserted that a person who possesses a high sense of life positively will gain
pleasure in his work, life satisfaction as well as joy. Without this feeling,
employees are seen as less energetic and interested in the job can even lead to
high absenteeism rates. Gratitude is commonly used to measure emotional well-
being. Colby (2010) looks at emotional well -being in terms of an individual’s

8
assessment of his or her own emotional value as well as using it in a positive
direction. The more the individual is able to control his emotions, the greater his
potential to avoid stress, enjoy life and focus on the things that matter.

Employees' views on emotions are related to workload and work pressure,

relationships with coworkers that are not encouraging, work environment that is
not encouraging and so on. They agree that good emotions can help to improve
the productivity and quality of their work.

2.1.2 Economy

When economic uncertainty emerges, people are less prone to prosocial behaviors
due to their concern and occupation with arising financial and family situation.
Crises may have enormous long-term consequences for health and liquidity of not
just individuals, but entire societies, and drawing from the previous disaster
lessons, a new “normal” will for some time be a state of general panic, worry,
anxiety and job insecurity. Previous research consistently finds that adult mental
health outcomes worsen during economic downturns (Charles & DeCicca, 2008;
Ruhm, 2005, 2015; Stevens, Miller, Page, & Filipski, 2013). Economic hardship
is associated with mental health problems (Greenglas et al., 2014).

2.1.3 Social Environment

Ibn Khaldun (2002) also explained, a good environment is necessary to produce

good morals and good morals must be born from oneself based on his
observations of environmental factors that can affect human life habits. Hassan
(1987) argues, the environment able to affect the appreciation of one's moral
values. According to him, the appreciation of moral values is the final stage of the
process of social cohesion formed through social learning that incorporates the
basics of social learning such as stimulation, response, reinforcement, adherence,
identification, modeling and imitation. This process further requires the existence

9
of external motivational factors such as encouragement and threats and internal
ones such as self-satisfaction and a desire to be seen as true.

From the perspective of Western scholars, Berne (1964) states that human
behavior, thoughts and feelings are essentially inseparable from environmental
influences, especially by expectations and urges made by people close to
themselves such as peers, family and adult society. The influence of this
environment influences a person in decision making. However, humans are not
necessarily constrained by that decision. Humans have the ability to understand
the decisions they have made and replace them with new ones more suited to
themselves and their environment at the time. But in many cases, humans often
lack the ability to choose and only a handful have the awareness to make choices
alone.

Watkin and colleagues (2003) in their study of a group of students majoring in

psychology found that gratitude has a positive relationship with one's happiness.
In fact, gratitude can also drive towards one’s psychological and physical well-
being. There are also some researchers who consider that the gratitude variable is
an indicator of psychological well-being (Wood et al., 2008).

2.2.4 Support in the Workplace

Employers value dedication and loyalty. Committed employees perform better at

work, are absent less frequently, and are less likely to quit their job. Employees,
meanwhile, also want the organization to value them. When employees feel their
contribution is valued, that the organization cares about their wellbeing and is
ready to offer help when needed, this is referred to as “perceived organizational
support'. This review of over 70 scientific studies investigated the effects of
perceived organizational support, along with the factors that can increase
perceived support in the workplace. If employees feel valued by supervisors, they
tend to take this to mean that they are valued by the organization as a whole.
Employees are also aware that their supervisor's evaluations of them as workers

10
 will probably be passed on to higher management ( L. Rhoades and R. Eisenberger,
2002)

2.3 Conceptual Framework

Based on the literature review and understanding of the need factors, a conceptual
framework was developed. The conceptual framework suggests a direct relationship
between influencing factors namely relationship relationships between supervisors and
employees as well as co-workers, economic factors, encouragement from employers and
co-workers as well as emotional well-being among the employees.

Figure 2.3:

Conceptual framework: Factors in determining the influencing factors on emotional well-

being among employees in the Pejabat MARDI Negeri Melaka.

Independent Variables Dependent Variable

Economy
Emotional Well-being
among Employees
Social Environment In
Pejabat MARDI Negeri
Melaka

Support in the
Workplace

Figure 2.3 above is a conceptual framework that states that the influence of emotional
well-being among employees is related to three independent variables namely
relationship, economic and encouragement. All variables in the conceptual framework are
explained in detail in the definition section of the conceptual framework.

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2.4 Conceptual framework definition
This section explains the definition of the conceptual framework including dependent
variable and independent variable used in this study.

2.4.1 Economy
Although the expression that money is not everything is often exaggerated, the
fact is that individual well-being is closely dependent on the stability of life. The
stability of life depends on basic things such as food, shelter, work and the ability
to make a living on a daily basis. Therefore, the health status of an individual also
depends on the economic status. For example, individuals in economic hardship
and living in poverty will have difficulty accessing healthy food, optimal medical
assistance and are more vulnerable to some diseases such as infectious diseases.

So is the aspect of emotional well-being. Mental health is closely related to the

individual's environmental and socioeconomic conditions. Those two factors will
contribute to the cause of mental stress and also be a protective factor for mental
problems. Economic position, career, stability of source of income, well-being of
residence, number of dependents and debt burden among factors will determine
the status of a person's mental health. A study by the World Health Organization
(WHO) globally found that the suicide rate is closely related to the rate of income
inequality measured based on the Gini Coefficient. This means, the bigger the gap
between the rich and the poor, the more stress will eventually lead to mental
problems such as suicide.

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2.4.2 Social Environment

The social environment is, collectively, all of the things that humans have
overlaid on top of our world which is our personal and societal relationships, our
institutions, our cultures, and our physical surroundings including all of the
aspects and products of human activity and interaction. The social environment is
mainly defined through the socialization processes during upbringing. So, the
strong social background dominates the legitimization of patterns, thoughts, and
actions in other environments example in a corporate environment (Christian and
Hans, 2015).

2.4.3 Support in the Workplace

According to Hasnizawati, Rozieana, and Mohd Norafizal (2008) say that the
achievement of an organization depends a lot on the achievement of an employee
in the organization. Workplace support is internal and external factors such as
encouragement, encouragement from colleagues, employers, salary and rank
increases, work policy changes and others related.

The role played by employers in the career development of employees has a

positive impact on their proactive behavior and in turn this situation enhances
their career success especially promotion (Parker et al. 2006; Brandt 2012; Kong
2013; Mohd Rasdi et al. 2011). Maintaining employer-employee relationships that
contribute to satisfactory productivity, motivation and morale among employees
should be a focus for every organization. Rollison and Broadfield (2002) define
an employee relationship as a relationship between an organization and its
employees that encompasses a variety of interactions and communications
between the two parties and the processes by which employees adapt to their
respective needs and wants.

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2.5 Hypothesis

This study aims to determinants the factors that contribute to emotional wellbeing.
Review of relevant literature discovered that there are many different views and studies
related to emotional wellbeing. Emotional wellbeing is defined as positive balance of
pleasant and unpleasant affect cognitive appraisal of satisfaction with life in general
(Keyes,2003). Therefore, Null Hypothesis 1 and Alternative Hypothesis 1 is developed.

The first factor to look at is the economy. Do economic factors affect emotional well-
being among employees at MARDI Melaka? These economic factors include their
income, current economic conditions and their attitudes towards how they spend. As we
have seen, the economy is a major contributor to a person's level of emotional well-being.
Therefore, this significant factor will be measured.

Ho1: There is no significant relationship between economy and emotional wellbeing

among employees in MARDI Melaka

Ha1: There is significant relationship between economy and emotional wellbeing

among employees in MARDI Melaka

The second factor is the social environment. Social environment is defined as a

characteristic of the surrounding conditions that result in something happening, changing
and happening (Ahmad Fadly et al., 2021). This question needs to be measured in an
effort to identify if it is one of the factors that contribute to a person's emotional well-
being. Throughout life, an individual's social, family and work relationships provide a
framework for the development of emotional security and well-being.

Ho2: There is no significant relationship between social environment and emotional

wellbeing among employees in MARDI Melaka

Ha2: There is significant relationship between social environment and emotional

wellbeing among employees in MARDI Melaka

14
Studies show that employees with good emotional well-being, good physical and good
mental health are more likely to provide more optimal work performance (Dr.Ahmed,
2015). Support in the workplace can affect physical, mental and emotional levels and
enhance or harm their wellbeing. Therefore, the below hypothesis was created to prove
this factor:

Ho3: There is no significant relationship between support in the workplace and

emotional wellbeing among employees in MARDI Melaka

H31: There is significant relationship between support in the workplace and

emotional wellbeing among employees in MARDI Melaka

CHAPTER 3

15
 RESEARCH METHOD

3.1 Introduction

This chapter presents the research methodology applied in this study including the
research design, unit of analysis, sample size, sampling technique, measurement, data
collection and data analysis

3.2 Research design

A research design is a plan for the study, providing the whole framework for collecting
data (Leddy, 1997). Durrheim (2004) said research design is a strategic framework for
actions that has relationship between research and implementation questions or the
implementation of research strategies. Quantitative method is using in a study of needs
factors contribute towards emotional well-being among the employee at Pejabat MARDI
Negeri Melaka. In quantitative method, the result can fulfill on what researcher study
because it is providing the answer to the respondents. The respondent can answer the
questionnaires on the factor needed such as economy, social environment and support in
the workplace. The study research will be conduct at Pejabat MARDI Negeri Melaka.

3.3 Unit/level of analysis

Unit of analysis can be defined determining or recognizing the unit of analysis of this
study is an important part of the research effort (Serkan Dolma, 2010). Dr Sanjay Kumar
(2018) stated the unit of analysis depends on the research problem. Once a research
problem is identified, the researcher needs to identify the unit of analysis as part of the
process of identifying the research problem and determining the research methodology of
the research work. In this research, the unit of analysis will be measured on the individual
only which is the employees works at Pejabat MARDI Negeri Melaka. The study at
Pejabat MARDI Negeri Melaka with a sample of 30 respondent of employee.

3.4 Sample size

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Sample size is the calculation of individual samples or observations in any statistical
setting, such as scientific experiments or public opinion polls. Although the concept is
relatively straightforward, sample size selection is a critical determinant of a project. Too
small a sample yields unreliable results, while too large a sample requires a lot of time
and resources (Jon Zamboni,2018). Determination of sample size is a technique of
selecting the number of observations to include in a sample. Sample size is an important
feature of any study or investigation whose purpose is to draw conclusions about the
population from the sample. In this research, the study was deal with the sample size
which 30 employee respondents at Pejabat MARDI Negeri Melaka to answer the
questionnaire that has been distributed. To identify and select the sample size, Krejcie &
Morgan Table (1970) was used as follow:

3.5 Sampling technique

17
Sampling is important in research. It can determine the accuracy of the study result
(Seema Singh, 2018). Sampling is defined as the process of selecting specific members or
subsets of residents to draw statistical conclusions from them and to estimate the overall
characteristics of the population. In this study, the proposed sampling technique is
probability sampling because the element of population can be random so that the
population can get chance to be part of the selected. There are five types of probability
sampling which are simple random sampling, stratified sampling, systematic sampling,
cluster sampling and multi stage sampling. Thus, the probability sampling that will be
used in this study is simple random sampling.

Probability sampling (simple random sampling) will be applied in this study because
researcher trusts respondent has equal chances to be selected to be a sample, they can
participate in the research can contribute in the study. The full population were invited by
letter while only 30 respondents completed the questionnaire., after the data from those
who responded was collect and analysis. Researcher will be distributing the questionnaire
to the employees at Pejabat MARDI Negeri Melaka to study on factors that contribute
towards emotional well-being.

3.6 Measurement/Instrumentation.

Measurement is a basic of scientific investigation by researchers. Measurement is a

process of observation and recording of observations collected as part of a research effort.

This study determines the factors (economy, social environment and support in the
workplace) in contributing towards employee at Pejabat MARDI Negeri Melaka. The
questionnaire will be made and distributes to get the employee’s feedback.

The questionnaire was a research instrument consisting of several questions for the
purpose of gathering information from respondents. The questionnaire for this study will
be developed one language, covers for both Bahasa Malaysia and English language.

3.6.1 Variable DV:

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 Theoretical definition: According to Mayer and Salovey (1997), emotional
intelligence is a set of interrelated skills that emphasize the ability to accurately
receive, evaluate, and express feelings, the ability to obtain or produce feelings
when desired. Emotional intelligence also involves the ability to understand
feelings and knowledge to help a person's emotional and intellectual development.

Salovey et al. (2002) also stated that emotional intelligence refers to the ability to
process emotional information by mastering and using it to guide cognitive
activities such as problem solving and to focus energy on the required behavior.
Emotional intelligence is recommended for several other ways to be fit than those
emphasized by standardized tests of intelligence that may be able to develop self-
efficacy where emotional intelligence can be an important predictor of success in
personal relationships, family functioning, and the workplace.

Operational definition: Emotional well-being will be measured by Likert Scale

will be used with the following measurements (5-Strongly Agree, 4-Agree, 3-
Neutral, 2-Disagree and 1-Strongly Disagree). It will be calculated the average
(mean) level of emotional well-being of each employee in Pejabat MARDI Negeri
Melaka.

The measurements of the variables are used nominal and ordinal. Nominal
measures are to use for gender of employees, ordinal is to rank the level of
emotional well-being among the employees which is the economy, social
environment and support in the workplace.

The validity of instruments was assessed by means of the questionnaires that

answer by the employees. It can be proved from the calculation of Likert scale in
the questionnaires. The reliability can be easily to verify and measured is in
objective such as gender. In the questionnaires in consists the gender of all
employees in Pejabat MARDI Negeri Melaka. Even the questionnaires are
distributed randomly but the researcher will know how much male and female
that answer the questionnaires.

3.6.2 Repeat for every variable (IV) in the conceptual framework.

19
 Variable Definition
Economy To see whether the
economic status will affect
their emotional well-being
or not
Social Environment To ensuring they have a
positive social environment
to maintain their emotional
wellbeing
Support in the Workplace The employees want to
know if the employer
always give full support to
them or not
Measurement Issues
Economy is an important
thing in continuing life.
Social environment is a
very important factor
considering that we are
always dealing with people
Employees want to know if
the employer always gives
them support and
encouragement.

3.7 Data collection

The questionnaire was the main instrument to collect data in the survey research. When
the questionnaire was distributed, data from this study was collect. Each set of
questionnaires is consisting a cover letter show that the respondent must complete and
return the questionnaire to the researcher. Respondents will be asked to respond to the
complete set on their own. The questionnaire will be provided in two languages which is
Bahasa Malaysia and English.

3.8 Data analysis

The meaning of data analysis is a process of describe and summarize the data. Data
analysis can identify the relationship Emotional Wellbeing between economy, social
environment and support in the workplace. For example, forecast outcome moreover,
data analysis can ensure data integrity is the accurate and appropriate analysis of research
findings.

The analysis of this study will be used the Statistical Package for Social Science (SPSS),
which can easily handle and operate information with some techniques. The technique
will be used in SPSS is analyze, transform and generates different patterns of data

20
between different variables. Descriptive statistics and Pearson Correlation will be used in
the data analyses.

Figure 3.8
Statistical technique in data analysis
Statistical Technique Research Objective

Descriptive Statistics To determine the needs factors contribute

towards emotional well-being in Pejabat
MARDI Negeri Melaka.

Pearson Correlation To measure the relationship between

economy, social environment and support in
the workplace factors contribute towards
emotional well-being in Pejabat MARDI
Negeri Melaka.

3.8.1 Descriptive analysis

Descriptive analysis is to analyses complete data or a sample of summarized numerical

data. It shows mean and standard deviation for continuous data whereas percentage and
frequency for categorical data. To describe the data of emotional well-being among
employee is used frequency. Researchers use it to show how often a respondent is given.

3.8.2 Testing of the hypotheses

Descriptive statistics. It used to describe the basic features of the data, it also provides
summary about the sample and the measures with simple graphics analysis, it forms the
basis of virtually every quantitative analysis of data (Trochim,2006). Moreover,
descriptive statistics is a set of brief descriptive coefficient to summarize a data set,
which can either be a representation of the entire sample. The measures used to describe
the data set used to measure the variability and central tendency.

21
3.8.3 Summarize these decisions in tabular format

Independent Objectives Scale Descriptive Conclusion

Variables Analysis
Economy To examine the Interval Correlation Today's economic level is
significant relationship a major contributor to the
between economy and emotional well-being of an
emotional wellbeing individual. Therefore, a
among employees in stable economy allows one
Pejabat MARDI to live a better life.
Melaka
Social To identify the Interval Correlation People around need to
Environment significant relationship provide support and a
between social positive environment for
environment and each other. A good
emotional wellbeing environment will help a
among employees in person feel valued and
Pejabat MARDI motivated to survive.
Melaka
Support in To investigate the Interval Correlation Support in the workplace
the significant relationship is not only among
Workplace between support in the colleagues but also support
workplace and from the employer is
emotional wellbeing necessary. Employers need
among the employee to provide support in terms
in Pejabat MARDI of career advancement, a
Melaka. positive and happy work
environment.
CHAPTER 4
FINDINGS

22
4.1 Introduction
This chapter 4 provides the profile of the respondents involved in this study which are
consist 30 respondents in MARDI Negeri Melaka. Following the initial analysis and
findings of the results in this study.

4.2 Profile of Respondents

23
24
25
After all the questionnaires were distributed, a total of 30 employees at MARDI Melaka
answered the survey. Of the 30 respondents who answered, a total of 18 respondents were
male (60%) and 12 were female (40%). Next, we will look at the age range that answered
this survey. The table shows that the age range of 36 years to 40 years is higher than the
other age range which is 33.3% equivalent to 10 respondents. A total of 2 respondents are
among workers aged 41 to 50 years (6.7%). Marital status is divided into 3, namely
single, married and divorced. The table and diagram show that 16.7% of workers are
single (5 people), married 80% (24 people) while the divorced status is 3.3% (1 person).

This survey was conducted by focusing on employees with grades 44 and below. A total
of 11 people (36.7%) respondents is in grades 27-40, the second highest percentage is
26.7% (8 people) for grades 16 and below, followed by 23.3% (7 people) for grades 17 to
26 and the lowest percentage is 13.3% (4 people) for grades 41 to 44.

Next is the salary. A total of 11 respondents (36.7%) has a monthly income between
RM2001 to RM3000, 7 respondents (23.3%) each have an income between RM3001 to
RM4000 and RM1000 to RM2000. 5 respondents (16.7%) have a total income of more
than RM4000 per month.

26
Last but not least is the years of works of employees at MARDI Melaka. A total of 9
respondents have served between 7 and 10 years (30%), and 8 respondents have worked
between 4 and 6 years (26.7%). Employees who have served more than 10 years are a
total of 7 people with a percentage of 23.3% and a total of 6 people who have just served
at MARDI Melaka between 1 to 3 years (20%)

4.3 Reliability Analysis

27
28
29
30
31
4.4 Main Findings

4.4.1 Screen for normality

The finding of normality test will use Shapiro-Wilk because of the my respondent is less
than 100. The data will consider normal if the significant value more than 0.05. As the
results above, variable for emotional wellbeing and economy is normal because the
significant value is more than 0.05 which is emotional wellbeing = 0.086 and economy =
0.287. Thus, it meet normality assumptions. The normality

4.42 Descriptive Statistics: To determine the factors that contribute

Emotional Wellbeing among the employees in MARDI Melaka.

The above table showed that, the mean for support in the workplace is in the highest-
ranking scale which is 22.2000. This data showed that employees in MARDI Melaka
believed that support in the workplace are important to them. Second highest ranking is

32
social environment which is mean for this factor is 22.0810 followed by emotional
wellbeing with the mean value is 21.3810. The economy factor has lower mean value
which is 20.7810. The table above showed that social environment having moderate scale
rather than support in the work place factors and economy factors.

4.4.3 Correlation Analysis: To measure the relationship between Economy, Social

Environment and Support in Workplace towards Emotional Wellbeing among the
employees in MARDI Melaka.

4.4.3.1 Objective 1: To examine the significant relationship between economy

and emotional wellbeing among the employees in MARDI Melaka.

Based on finding null hypothesis successful to be rejected and alternative hypothesis

successful to be accepted. Assumption needed for correlation product moment failed to
be accepted, so the result used Pearson Correlation. As a result, there is significant with
positive and strong relationship between emotional wellbeing and economy among the
employees in MARDI Melaka (r =0.360, p<.05)

33
 4.4.3.2 Objective 2: To identify the significant relationship between social
environment and emotional wellbeing among employee in MARDI Melaka.

Based on finding null hypothesis successful to be rejected and alternative hypothesis

successful to be accepted. Assumption needed for correlation product moment failed to
be accepted, so the result used Pearson Correlation. As a result, there is significant with
positive and strong relationship between emotional wellbeing and social environment
among the employees in MARDI Melaka (r = 0.880, p<.05)

34
 4.4.3.3 Objective 3: To investigate the significant relationship between
support in workplace and emotional wellbeing among the employees in
MARDI Melaka.

Based on finding null hypothesis successful to be rejected and alternative hypothesis

successful to be accepted. Assumption needed for correlation product moment failed to
be accepted, so the result used Pearson Correlation. As a result, there is significant with
positive and strong relationship between emotional wellbeing and support in the
workplace among the employees in MARDI Melaka (r = 0.735, p<.05)

35
4.5 Summary of the Hypothesis
Hypothesis Accepted Rejected
Ho1: There is no significant relationship
between economy and emotional wellbeing X
among employees in MARDI Melaka
Ha1: There is significant relationship between
economy and emotional wellbeing among X
employees in MARDI Melaka
Ho2: There is no significant relationship
between social environment and emotional X
wellbeing among employees in MARDI Melaka

Ha2: There is significant relationship between

social environment and emotional wellbeing X
among employees in MARDI Melaka
Ho3: There is no significant relationship
between support in the workplace and emotional X
wellbeing among employees in MARDI Melaka
H31: There is significant relationship between
support in the workplace and emotional X
wellbeing among employees in MARDI Melaka

36
 CHAPTER 5

DISCUSSION AND CONCLUSION

5.1 Introduction
This chapter discusses a summary of the study findings. It also discusses
implications, limitations of the study and future research suggestion.

5.2 Summary of the findings

The findings have concluded the hypothesis of all objectives research.

5.2.1 To examine the significant relationship between economy and

emotional wellbeing among the employees in MARDI Melaka

Based on finding null hypothesis successful to be rejected and alternative

hypothesis successful to be accepted. Assumption needed for correlation
product moment failed to be accepted, so the result used Spearman’s rank
order. As a result, there is significant with positive and strong relationship
between emotional wellbeing and economy among the employees in
MARDI Melaka (r = ., p<.05).

This is showed that if the employees faced an economy problems, it will

affected their emotional wellbeing. Economy is important to make sure
people can survive.

37
5.2.2 To identify the significant relationship between social environment
and emotional wellbeing among employee in MARDI Melaka.

Based on finding null hypothesis successful to be rejected and alternative

hypothesis successful to be accepted. Assumption needed for correlation
product moment failed to be accepted, so the result used Spearman’s rank
order. As a result, there is significant with positive and strong relationship
between emotional wellbeing and social environment among the
employees in MARDI Melaka (r = ., p<.05).

The result told us that good emotional well-being among employees is

when they have a good and positive social environment.

5.2.3 To investigate the significant relationship between support in

workplace and emotional wellbeing among the employees in MARDI
Melaka.

Based on finding null hypothesis successful to be rejected and alternative

hypothesis successful to be accepted. Assumption needed for correlation
product moment failed to be accepted, so the result used Spearman’s rank
order. As a result, there is significant with positive and strong relationship
between emotional wellbeing and support in the workplace among the
employees in MARDI Melaka (r = ., p<.05).

Support in the workplace is a factor that also contributes to the emotional

well-being of an employee. This is because, they have spent most of the
day at work.

38
5.3 Research Recommendation

This topic is going to discuss the recommendations to improve the emotional

well-being among employees in MARDI Melaka. Stress Management
Strategies should be promoted among employees. Society is now aware of
emotional and mental well-being, however, there is no implementation of ways to
manage stress. Various efforts that can be implemented to manage stress include
changing the way of thinking by thinking and looking at things in a better way. A
person can also learn to release stress through various ways such as shouting,
crying or playing sports.

Employers' concerns. The employer needs to explain the true role of the
employee in the organization through an effective communication system. This is
important to avoid role ambiguity among employees which can contribute to
workplace stress. The employer should divide tasks according to the employee
hierarchy and not give many tasks at one time. Wilks (1998) states that emotions
teach a person about good and bad experiences. Negative emotions can be dealt
with after identifying the root cause or the reasons that lead to the existence of
negative emotions by increasing emotional intelligence among employees in
terms of self-awareness, self-control, motivation, empathy, and socialization. As
suggested by Goleman (1999) which includes five main dimensions namely self-
awareness, self-control, motivation, empathy, and social relationships. This
method was chosen because it covers several important aspects of a person's
emotional development.

39
5.4 Limitation
5.4.1 Limited sample size

This study is bound by some limitations in which the respondents of this study are
composed from the staff of MARDI Melaka Office and the results of the study are
only limited to MARDI Melaka Office staff only. The results of the study cannot
generalized to all MARDI citizens throughout Malaysia because this study is
limited to MARDI Melaka Office only and may not be possible applied to State
MARDI and other Headquarters MARDI which have a difference of opinion.

In general, the level of emotional intelligence varies from individual to individual

others are different. Differences occur because each individual has different
backgrounds, different responsibilities and environments different work.

5.4.2 Time Limitation

The findings of this study are limited to the time and place of the study and there
may be different findings in the future regarding the relationship between
emotional intelligence and job satisfaction, organizational commitment and
psychological well-being. This study was conducted over a period of only a few
months and the factors that may influence this study are limited. This is because
the researcher is a part-time student and has a lot of real work. This has caused
researchers to not be able to collect data better and more widely.

5.5 Recommendation for Future Study

A suggestion that can be made for the future is to give more time to the researcher
to do the research. If more time is given, God willing, the findings of this study
will be broader and deeper. The data obtained will also have a deeper impact. In
addition, this study needs to be extended to employees outside Melaka such as at
the Headquarters and MARDI in other states.

40
 Factors that affect the emotional well-being of employees can be further expanded
by taking into account the internal factors of the organization and the workload
experienced by the employees themselves.

5.6 Conclusion
Based on the discussions and studies that have been carried out about the
emotional well-being among employees at MARDI Melaka, it is clear that
overall, emotions are one of the elements that need to be paid attention to in the
management of human resources in an organization. Organizations cannot ignore
employee emotions because studies have proven that employee emotions also
contribute to the organization's achievements from various aspects, especially in
terms of work quality, relationships or communication and customer satisfaction.

The emotions of employees also contribute to the success and excellence of the
organization because they are the main asset or pillar to carry out all activities and
tasks. There are several management concepts that can be applied in dealing with
employee emotions. The basic concept that is the axis of this desire is based on
the behavioral school of thought which states that human behavior can affect the
organization. The k-management paradigm also emphasizes a productive,
competitive, and innovative workforce in which emotions are one of the
contributors (Kidd, 2004). Other relevant management concepts are such as the
concept of motivation, communication, leadership style, employee training, and
the application of good values in management. Continuity from all of these, then
it is clear that all of these concepts are appropriate in management in Malaysia
which emphasizes on the culture of work that is balanced in terms of mental,
physical, spiritual, and emotional. All these can create harmony and well-being in
the workplace, and will help contribute to the development of the organization
and the country as a whole. In today's context where the government emphasizes
the country's intellectual humanitarian model in terms of knowledge, expertise
and skills, then this is where emotion also plays its role as one of the components
to increase the stability of the country's intellectual model. Emotions are

41
contributors to recognition in a life that is enriched by work, the workplace, and
meaningful relationships.

42
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45
APPENDICES

46
SECTION A: DEMOGRAPHIC INFORMATION
BAHAGIAN A: MAKLUMAT DEMOGRAFI

Instruction: This section covers the demographic information of the respondent. Please
tick (/) in the appropriate box representing your responses.

Arahan: Bahagian ini merangkumi maklumat demografi responden. Sila tanda (/) di
dalam kotak yang berkenaan mewakili jawapan anda.

1. Gender/Jantina: Male/Lelaki Female/Perempuan

2. Age/Umur: 20 – 30
31 – 40
41 - 50
51 – 60

Marital status/Status perkahwinan: Single/Bujang

Married/Berkahwin
Widowed/ Bercerai

3. Gred :

47
 .1. Gred 41 hingga 44

Gred 27 hingga 40

Gred 17 hingga 26

Gred 16 dan ke bawah

4. Salary/Gaji: RM1000-RM2000

RM2001-RM3000
RM3001-RM4000
RM4001 and above

5. Year of work/Tahun bekerja:

1-3 years / 1-3 tahun

4-6 years /4-6 tahun
7-10 years / 7-10 tahun
More than 10 years / Lebih dari 10 Tahun

SECTION B: ECONOMY
BAHAGIAN B: EKONOMI
Instruction: Answer the following statements by circling the given alternatives.
Kindly indicate to what extent you agree with the following statements according to the
scale given below.

Arahan:Sila jawab pertanyaan berikut dengan membulatkan pilihan/jawapan anda. Sila

tandakan sejauh mana anda bersetuju dengan pertanyaan berikut mengikut skala
yang diberikan di bawah.

Disagree Neutral/ Agree Strongly agree

Strongly Tidak setuju Natural Setuju Sangat setuju
disagree
Sangat tidak
bersetuju

48
1 2 3 4 5

ECONOMY FACTORS CONTRIBUTE TOWARDS EMOTIONAL WELL-BEING/

FAKTOR EKONOMI YANG MENYUMBANG KEPADA KESEJAHTERAAN EMOSI
I can manage my finances well
1. 1 2 3 4 5
Saya dapat menguruskan kewangan dengan baik.

I am the head of the family / the main spender

2. Saya merupakan ketua keluarga / orang utama yang 1 2 3 4 5
mengeluarkan perbelanjaan

I have enough salary left until the end of the month

3. Saya mempunyai baki gaji yang mencukupi sehingga 1 2 3 4 5
akhir bulan

I do various jobs to supplement my income

4. Saya melakukan pelbagai kerja untuk menambah 1 2 3 4 5
pendapatan
I am satisfied with the current state of the country's
economy
5. 1 2 3 4 5
Saya berpuas hati dengan keadaan ekonomi negara
pada masa kini
I am a spendthrift and easily fooled into shopping
6. Saya merupakan seorang yang boros dan mudah 1 2 3 4 5
terpedaya untuk membeli belah
I don't feel impressed by the rising standard of living
these days
7. 1 2 3 4 5
Saya tidak merasa terkesan dengan kenaikan taraf
hidup pada masa kini

SECTION C: SOCIAL ENVIRONMENT

BAHAGIAN C: PERSEKITARAN SOSIAL

SOCIAL ENVIRONMENT FACTORS CONTRIBUTE TOWARDS EMOTIONAL

WELL-BEING/ FAKTOR PERSEKITARAN SOSIAL YANG MENYUMBANG
KEPADA KESEJAHTERAAN EMOSI
I am a person liked by the people around me
1. 1 2 3 4 5
Saya merupakan seorang yang disenangi

49
 oleh orang sekeliling
I feel happy to come to work
2. 1 2 3 4 5
Saya merasa gembira untuk hadir bekerja
My superiors gave me an equal opportunity
to learn something outside my field
3. Pihak atasan memberikan peluang sama rata 1 2 3 4 5
kepada saya untuk mempelajari sesuatu yang
diluar bidang saya
My views and ideas are heard by the
superiors
4. 1 2 3 4 5
Pandangan dan idea saya didengari oleh
pihak atasan
I work in a harmonious environment
5. 1 2 3 4 5
Saya bekerja di dalam suasana yang harmoni

I feel eager to work

6. 1 2 3 4 5
Saya merasa bersemangat untuk bekerja
All my friends and supervisors are tolerant
7. Semua rakan-rakan dan penyelia saya boleh 1 2 3 4 5
bertolak ansur

SECTION E: SUPPORT IN THE WORKPLACE

BAHAGIAN E: MOTIVASI PEKERJA

MOTIVATION FACTORS CONTRIBUTE TOWARDS JOB SATISFACTION

/FAKTOR SOKONGAN DI TEMPAT KERJA YANG MENYUMBANG KEPADA
KEPUASAN KERJA
I have high motivation at work.
1. 1 2 3 4 5
Saya mempunyai motivasi kerja yang tinggi
My supervisor always motivates me
2. Penyelia saya sentiasa memberi motivasi 1 2 3 4 5
kepada saya
My co-workers influence my work
motivation
3. 1 2 3 4 5
Rakan sekerja saya mempengaruhi motivasi
kerja saya
4. I believe the company flexible hours policy 1 2 3 4 5
has helped me manage my stress

50
 Saya percaya waktu kerja yang fleksibel
membantu saya mengawal tekanan saya.
I think stress can be a good work motivator
5. Saya rasa stress boleh menjadi motivasi yang 1 2 3 4 5
baik
I think employee motivation is very
important.
6. 1 2 3 4 5
Saya rasa motivasi dari majikan adalah
sangat penting.
I share good relationship with my colleague?
Saya percaya hubungan tidak baik dengan
7. 1 2 3 4 5
rakan sekerja serta majikan mempengaruhi
kesejahteraan emosi

SECTION F: EMOTIONAL WELL-BEING

BAHAGIAN F: KESEJAHTERAAN EMOSI

EMOTIONAL WELL-BEING / KESEJAHTERAAN EMOSI

I like my work
1. 1 2 3 4 5
Saya suka kerja saya

I feel like my work is always recognized.

2. 1 2 3 4 5
Saya rasa kerja saya sentiasa diiktiraf.

I am satisfied with my job.

3. 1 2 3 4 5
Saya berpuas hati dengan kerja saya.

I feel like my job is stressing me out

4. Saya berasa kerja saya membuat saya 1 2 3 4 5
tertekan
I am satisfied with the opportunity I have to
grow within the organization.
5. Saya berpuas hati dengan peluang yang 1 2 3 4 5
saya ada untuk berkembang dalam
organisasi.

51
 I always strive to find better ways of doing
things.
6. 1 2 3 4 5
Saya sentiasa berusaha untuk mencari cara
yang lebih baik untuk melakukan sesuatu.
My supervisors do a great job informing us
about things that affect our work.
7. Penyelia saya melakukan tugas dengan baik 1 2 3 4 5
memaklumkan kami tentang perkara yang
mempengaruhi kerja kami.

52