Attitudinal Implications and Behavioral Preferences to Electricity Consumption and Conservation in Putrajaya, Malaysia

The future demand of energy, mostly electricity, has been anticipated to escalate consequently as a result of the driving forces such as population growth, construction of buildings, endless appetites for economic growth and infrastructural developments. Therefore, this study assessed the influence of attitudes and behavioural preferences to electricity consumption and conservation among the civil service employees of the various ministries in Putrajaya, Malaysia. This study also attempted to relate attitudinal influence and actions of the civil service employees to the trends of electricity consumption in Putrajaya. The information derived from questionnaire survey conducted among the civil service workers of the ministries revealed that: (i) the civil service employees have positive attitudes towards electricity consumption and they practice favourable actions which promote green policy through electricity conservation; (ii) majority of the civil service employees have negative perceptions about population growth control; (iii) yearly electricity consumption trend in Putrajaya shows persistence increase in electricity consumption which affirms the predictions about future increase in electricity demand; (iv) annual increase in electricity consumption trend in Putrajaya after the implementation of green growth policy indicates that this policy is gradually working.

Transformation of civil service employees’ professional development system

Since maintaining and improving the qualification level by the civil servant is implemented through the professional development, the study identifies main changes affecting this area, including those caused by the changes in the legal regulation.

Influence of Physical Engagement on Job Performance among Employees in the Civil Service: A Case of Kakamega Regional Head Quarters in Kenya

The purpose of this study was to investigate the influence of physical engagement on Job Performance among employees in the civil service at Kakamega regional Headquarters, Kenya. A target sample of 258 respondents drawn from a sampling comprising top, supervisory, and lower cadre employees was obtained using stratified and simple random sampling techniques. From the top management, a census was used to obtain all the 30 respondents. From the supervisory and lower cadre employees’ strata, a proportionate allocation was used to select a 61 middle managers and 167 lower cadre employees (representative sample from each) and the data collected by use of questionnaires. Data was analysed using descriptive, correlation and multiple linear regression analyses. Findings of the study indicated that the civil service employees at Kakamega regional Headquarters experience high physical engagement from their superiors. As a results, it was found that their job performance had increased considerably. Further, the study also revealed a strong positive and significant correlation between physical engagement and job performance. These findings suggest that the civil service employees value the physical engagement that they receive from their workplaces which then leads to increased job performance. Therefore, the study recommends that more emphasis should be placed in ensuring the civil servants at Kakamega regional headquarters continue to be more physically engaged for enhanced job performance.

Measurement of the work values of Mongolia civil servants

This time, we wanted to understand of the issues to improve the of civil servants performance and affect the structure. We developed based on data 649 civil service employees from 2 provinces and 5 city district of Ulaanbaatar in Mongolia. The result indicate that the work values of Mongolia civil servants different region, which includes self-actualization, interpersonal harmony, utilitarian orientation, personal growth, comfort, stability, autonomy, and flexibility. This study to Mongolian people’s understanding of the work values and implementing policies to reduce the turnover intention.