Journal of Advanced Research in Applied Sciences and Engineering Technology 52, Issue 1 (2025) 259-270

Journal of Advanced Research in Applied

Sciences and Engineering Technology
Journal homepage:
https://semarakilmu.com.my/journals/index.php/applied_sciences_eng_tech/index
ISSN: 2462-1943

The Predictive Machine Learning Model Towards Effect of Human

Resources Management Practices and Job Performances Among
Academic Librarians in Malaysia
Nur Azia Hazida Mohamad Azmi1,*, Fadillah Ismail1, Norfauzan Md. Sarwin2, Muhammad Ammar
Shafi1, Nesreen Ibrahim Owaida3
1 Department of Technology and Management, Faculty of Technology Management and Business, Universiti Tun Hussein Onn Malaysia, 86400,
Batu Pahat, Johor, Malaysia
2 Tunku Tun Aminah Library, Universiti Tun Hussein Onn Malaysia, 86400 Parit Raja, Batu Pahat, Johor, Malaysia
3 Talent Management Section Telecommunication & Digital Government Regulatory Authority, UAE

ARTICLE INFO ABSTRACT

Article history: Job performance is a vital component of organizational success, directly impacting
Received 2 March 2024 productivity, efficiency, and overall workplace effectiveness. For academic librarians,
Received in revised form 18 July 2024 job performance is especially crucial in delivering high-quality library services,
Accepted 28 August 2024 supporting academic programs, and fostering a conducive learning environment.
Available online 1 October 2024
However, there is a lack of literature on job performance in the context of academic
librarianship in Malaysia. By conducting a thorough literature review and utilizing
empirical research, this study aims to provide insights into the factors influencing job
performance and strategies to enhance the job performance of academic librarians. In
addition, the target population was the entire librarian’s public university libraries in
Malaysia with 20 public university libraries involved. Primary data for 287 respondents
of academic library was analysing using multiple linear regression analysis (MLR). The
Keywords: software used for analysing is Statistical Package for the Social Sciences (SPSS). In a
Predictive modeling; public university; conclusion, the findings of this study found many factors contribute to job performance
academic librarian; job performance; of academic library. This study provides recommendations to ultimately improving job
effect; practices performance among academic librarians in Malaysia.

1. Introduction

Malaysia's government is working to improve the nation's literacy rate, with a target of reaching
95.71% in 2021. Libraries play a crucial role in promoting national literacy efforts and quality
education by providing access to knowledge, facilitating research, encouraging literacy, creating a
favorable learning atmosphere, and advocating for continuous learning among students and
educators [1]. Libraries also support inclusivity and diversity, providing free and open access to
information regardless of age, race, gender, or socioeconomic status. They serve as hubs for research,

*
Corresponding author.
E-mail address: [email protected]

https://doi.org/10.37934/araset.52.1.259270

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offering access to scholarly journals and databases, and fostering literacy through reading habits and
information literacy skills. Libraries can create an environment that welcomes all individuals,
including those with disabilities, by designing buildings to be accessible public spaces. In today's age
of information overload, librarians play a vital role in incorporating digital technologies and teaching
students how to make sense of information [2]. They are known for their customer-service skills,
helping students find resources and navigate library digital tools. However, librarians may not always
be recognized as academic partners and may be undervalued by some administrators and faculty
members. Libraries in Malaysia play a vital role in promoting national literacy, inclusivity, and
diversity, while also being essential assets to the library itself. By adapting to changing needs and
implementing new technologies, libraries can contribute to a more inclusive and competitive society
[3].
In Malaysia, job performance among academic librarians is generally declining, with a study
showing that 20 (57.1%) of library professionals have average job performance in university libraries
in Varanasi, 14.3% have low job performance, and 28.6% have high job performance. HRM practices
play a crucial role in improving job performance, but research on the connection between HRM
practices and job performance in the context of academic librarianship in Malaysia is lacking [4]. A
study by [5] found that libraries in Pakistan were underperforming due to lack of control over
scheduling of workhours, which could affect worker behaviour and performance. Additionally,
negative consequences from student dissatisfaction significantly influence university brand image.
Academic librarians face unique job demands and challenges that require specialized human
resource management practices that are not well understood or recognized. Challenges such as
inadequate funding, lack of support, and insufficient training opportunities can negatively impact
their job performance [6]. The Covid-19 pandemic has further complicated these challenges, with
librarians facing increased workloads, decreased social interaction, and difficulties in adapting to new
technologies. Prior research on human resource management practices and job performance has
tended to focus on public libraries or non-academic public sector organizations, making it unclear to
what extent these findings can be applied to academic libraries in Malaysia [7]. Other factors such as
individual motivation, job satisfaction, and organizational culture also play a role in shaping job
performance outcomes [8]. There is a need for longitudinal studies to examine the relationships
between human resource management practices and job performance over time, as short-term
studies may not capture the full impact of these practices in academic libraries Malaysia [9].
This study aims to explore the relationship between human resources management practices and
job performance among academic librarians in Malaysia. The research will involve a survey of 20
public university libraries in Malaysia, examining their perceptions of HRM practices such as
selection, recruitment, performance evaluation, and training and development among librarians. The
study will contribute to improving academic studies and gaining new knowledge in the library
management and human resources management field [10].
The relationship between HRM practices and job performance in various industries, including
academic librarianship, has been the subject of numerous international studies. Studies have shown
a positive correlation between employee performance and appraisal, and a substantial link between
training and employee performance [11]. Effective HRMPs and continuous professional development
(CPD) programs are needed to address these challenges and improve job performance [12].
However, the previous researcher still uses inferential statistical modeling to analyze regarding
the effect of academic librarian job performance. Many researchers for carrying out the inferential
analysis have been approach. Familiar methods such as descriptive analysis, normality test,
correlation analysis is defined in terms of a finite number of parameters that are estimated from the

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data [13]. A part of that, linear regression is one of the models is suitable for prediction that used in
this study.
The performance of regression analysis results depends on the form of the data generating
process and how it relates to the regression approach being used. Since the data generating process
is generally good or no missing values, the process or results regression analysis on making
assumptions will be acceptable. These assumptions are sometimes testable if a sufficient quantity of
data is available. Regression models for prediction are often useful even when the assumptions are
moderately violated, although they may not perform optimally. However, this may happen in many
applications, especially with small effects or questions of causality based on observational data.
Multiple linear regression as a linear model should fulfill the assumptions before proceeding with
the analysis. The assumptions are made as constant variance, normality distributed and
multicollinearity. Thereafter, analysis will be applied by finding the significant variables, mean square
error, root mean square error, mean absolute error and mean absolute percentage error. The
significant variables are important to identify the effects to provide an information job performance
prediction. Moreover, multiple linear regression is the best model on mean square error (MSE) to
produce the best prediction toward the effect of job performance in Malaysia.

2. Relevant Literature and Research Approach

In Malaysia, academic librarians play a critical role in supporting research, teaching, and learning
within higher education institutions. Their job performance is influenced by various factors that
impact their effectiveness and contributions to organizational goals. This review explores key
elements affecting job performance among academic librarians, training and development,
performance appraisal and selection and recruitment [14].

2.1 Training and Development

Developing oneself and receiving training are essential to improving academic librarians' work
performance. Address the different demands of their academic communities, librarians must
continuously learn as information landscapes and technology breakthroughs change the nature of
library services. This study of the literature looks at the value of training and development initiatives,
how they affect librarian performance, and industry best practices [15].
Programmed for training and development are essential for giving academic librarians the
abilities and information need to succeed in their positions. In order to improve librarians'
competencies in information literacy instruction, research support, digital resource management,
and emerging technologies, these programmed include a variety of activities such as workshops,
seminars, certifications, and on-the-job training [5].
By giving academic librarians, the abilities to address changing customer needs and technical
obstacles, training and development programmed are crucial to improving their performance on the
job. Academic Libraries can cultivate a culture of perpetual learning and innovation by allocating
resources towards strategic goals-aligned and librarian-responsive training activities [2].

2.2 Performance Appraisal

One important instrument for assessing and improving academic librarians' work performance is
performance appraisal. It offers insightful criticism on librarians' accomplishments, points out areas
in need of development, and synchronizes individual output with corporate objectives [16]. The main

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components of performance appraisal systems are examined in this research review along with their
effects on academic librarians' work performance.
Academic libraries use performance appraisal for a variety of reasons. It gives librarians an
organized framework for getting feedback on how they perform at work, setting goals for their own
professional growth, and strengthening their contributions to the missions of their institutions [17].
Efficient tools for evaluating employee performance not only evaluate past performance but also
help librarians advance their careers in the future [18].
Performance appraisal is a critical component of managing and enhancing the job performance
of academic librarians. By adopting effective appraisal systems that emphasize goal alignment,
feedback mechanisms, professional development, fairness, and transparency, libraries can foster a
culture of continuous improvement and support librarian excellence [19]. Future research should
explore innovative approaches to performance appraisal tailored to the evolving roles and
responsibilities of academic librarians in digital and globalized higher education environments [20].

2.3 Selection and Recruitment

The identification and attraction of competent individuals who can make valuable contributions
to the objectives and mission of academic libraries depends heavily on the selection and recruitment
processes [21]. Within universities, academic librarians are essential to the support of teaching,
learning, and research activities. The significance of efficient recruiting and selection procedures,
their effect on librarian job performance, and methods for streamlining these procedures in academic
library environments are all included in this review of the literature [22].
Selection and recruitment processes are foundational in building a skilled and motivated
workforce of academic librarians [2]. Effective hiring practices ensure that libraries attract candidates
who possess the requisite knowledge, skills, and attributes to thrive in their roles. Moreover, strategic
recruitment efforts contribute to diversity, equity, and inclusion within library teams, fostering
innovation and excellence [23].
In academic libraries, recruitment and selection processes play a significant role in determining
how well librarians perform in their roles. Libraries may recruit and retain exceptional librarians who
make major contributions to the success of the institution and the academic performance of students
by putting in place efficient procedures that place a high value on alignment with institutional goals,
transparency, diversity, and chances for professional advancement [24].

3. Methodology
3.1 Materials

The unit of analysis refers to the level of integration of data obtained during the data analysis
process. There are four types of units of analysis, which are individuals, groups, organizations, and
social artefacts and social interactions [25]. The unit of analysis in this study is the individual, which
are academic librarian in 20 public university libraries in Malaysia. The study focuses on the human
resources management practices and job performances among librarians in these academic
university libraries (IPTA), Malaysia. The target respondents will be librarian’s employee works in
public academic university libraries in Malaysia as in Table 1.
This research design aims to connect conceptual research problems to relevant academic
research, integrating the researcher's ideas and providing a rational foundation for data collection,
processing, and evaluation. A quantitative approach will be employed to identify variables related to
human resources management practices and job performance of librarians. The study population

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consists of employees in 20 public university libraries in Malaysia, using a questionnaire survey to

gather statistically useful information from librarians.

Table 1
Sample size of academic libraries in Malaysia
Bil University Academic Librarian Response Percentage
1 UTHM 17 14 82%
2 UTM 30 30 100%
3 UMT 18 11 61%
4 UPSI 15 7 46%
5 UMPSA 13 7 53%
6 UMK 7 3 42%
7 UNISZA 12 6 50%
8 UPM 35 19 54%
9 IIUM 39 32 82%
10 UUM 25 15 60%
11 UiTM 43 24 55%
12 UM 28 21 75%
13 UKM 35 29 82%
14 USM 31 16 51%
15 UMS 20 10 50%
16 UNIMAS 6 5 83%
17 USIM 17 11 64%
18 UTeM 17 10 58%
19 UPNM 8 3 37.5%
20 UNIMAP 14 14 100%
Total 430 287 100%

The questionnaire will be distributed to librarians in public universities, allowing for large
amounts of information to be collected in a minimal period and being cost-effective. Primary data
will be collected through Google Form, and the data will be analyzed using the IBM Statistical Package
for Social Sciences (SPSS). SPSS offers a range of statistical techniques, including descriptive statistics,
correlation analysis, regression analysis, factor analysis, and others. Its user-friendly interface makes
it easy for researchers to input data, perform statistical analyses, and interpret results.
In this study on the impact of HRMPs on job performance in libraries, SPSS can be used to analyze
the data collected through questionnaires or surveys. The software can compute descriptive
statistics, such as means, standard deviations, and frequencies, and conduct inferential statistics,
such as ANOVA, to test for significant differences between groups or variables. Overall, SPSS provides
researchers with a powerful tool to identify patterns, trends, and relationships between variables in
their research.

3.2 Multiple Linear Regression

Regression analysis was developed by Sir Francis Galton in the 19th century. Galton studied the
relation between heights of parents and children and he noted that the heights of children of both
tall and short parents were appeared to “revert” or “regress” to the mean group. He considered this
tendency to be a regression to “mediocrity”. He developed a mathematical description of this
regression tendency. The term regression describes statistical relations between variables [26].
Most statistical tests rely upon certain assumptions about the variables used in the analysis. Prior
to developing a regression model, it is necessary to ensure that the model meets the assumptions
[27]. The following are the assumptions underlying the multiple linear regression model [28]:

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i. The population mean of y within the level of patient’s population was defined by the x’s
follows a linear and additive pattern.
ii. The y observations were assumed to be statistically independent.
iii. The standard deviation of y within particular x-strata was constant over all values of x.
iv. The distribution of y within x-strata was normal.
Assumptions of multiple linear regression as (i), (ii), (iii) and (iv) as stated above should be fulfilled
before using the data for analysis. This study applied three assumptions: constant variance, normality
and multicollinearity. When these assumptions meet, the results will be trustworthy. Few articles
reported that they rely on the tested assumptions of the statistical test to draw their conclusions
[29].
The errors have constant variance, with the residuals scattered randomly around zero. For
instance, the residuals increase or decrease with the fitted values in a pattern, the errors may not
have constant variance.
To ensure that the data are normally distributed, the residual analysis was utilised. The plot used
to check is residual versus predicted value. Additionally, there are additional plots that can be used
to determine the normality of data, including the quartile-quartile plot (QQ-plot) or the probability-
probability plot (PP-plot). If the plot does not show any pattern or shape such as U-shape or S-shape,
and instead appears randomly scattered, the data are normally distributed.
Multicollinearity diagnostic should be done to the data to avoid dependency among independent
variables. The test used is variation inflation factor (VIF). A serious multicollinearity problem exists if
the VIF more than 10. If the value of VIF is below than 10, then the multicollinearity checking is
satisfied [30]. Multiple linear regression has several predictor variables such as first order with two
predictor variables and first order with more than two variables. The multiple linear regression model
can be stated as follows:

Y=b0+b1Xi +b2Xi +...+bXi +e (1)

where:
βo, β1,..., β j are constants
Xi1,..., Xij are unknown parameter/ independent variable
i = 1,…, n.

In matrix terms, the following matrices should be defined:

Y =Xb+e (2)

𝑌1 1 𝑋11 𝑋12
⎡𝑌2⎤ ⎡1 𝑋21 𝑋22⎤
⎢ ⎥ 𝑋 = ⎢: : : ⎥
𝑌=⎢ . ⎥
⎢. . . ⎥
⎢ : ⎥
⎣𝑌𝑛⎦ ⎣1 𝑋𝑛1 𝑋𝑛2⎦

𝛽0 𝜀
⎡ ⎤ ⎡𝜀2⎤
𝛽1 ⎢ ⎥
⎢ ⎥ 𝜀=⎢ . ⎥
𝑌=⎢ . ⎥
⎢ : ⎥ ⎢:⎥
⎣𝛽𝑛⎦ ⎣𝜀𝑛⎦

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where Y is a vector of responses, 𝛽 is a vector of constants, X is matrix parameters and 𝜀 is a vector

of independent normal random variables.
Analysis of variance contained three sums of square and mean square which are sums of
regression (SSR), sums of error (SSE) and sums of total (SST). The sums of squares for the analysis of
variance in matrix terms are [31]:

!
SSR = bX'Y-(")Y'JY (3)

SSE = (Y-Xb)' (Y-Xb) (4)

!
SST = Y'Y-(")Y'JY (5)

where J is a nxn matrix.

Furthermore, the degree of freedom for sum of squares was different. The degrees of freedom
for SSR were p-1 which means p was the amount of predictor variables or amount of parameter. SSE
has n-p degrees of freedom associated with, where n represented the number or the respondents in
the study. Finally, SST as usual has n-1 degrees of freedom associated with [32].
The equation analysis of variance (ANOVA) as well as mean square regression (MSR) and mean
square error (MSE). MSE is a risk function, corresponding to the expected value of the square error
loss or quadratic loss. MSE measures the average of the squares of the "errors." The error is the
amount by which the value implied by the estimator differs from the quantity to be estimated [33].
The difference occurs because of randomness or because the estimator doesn't account for
information that could produce the more accurate estimation. The table 2 shows a summary of
analysis of variance (ANOVA). The following are the equations:

##$
MSR = %&! (6)

##'
MSE = "&% (7)

Table 2
Summary of ANOVA
Source of Variation SS Df MS
Regression SSR = b X'Y - (1/n)Y'JY p- 1 MSR = SSR / p-1
Error SSE = (Y- Xb)' (Y- Xb) n- p MSE = SSE / n-p
Total SST = Y'Y -(1/n) Y'JY n- 1

4. Results
4.1 Assumption of Prediction Machine Learning Model
4.1.1 Normality of distribution

In order to detect the assumption and ascertain whether the shape or trend follows the normal
distribution, the normality test in this study employed a Q-Q plot by the academic librarian's work
performance variable (dependent variable). Q-Q plot result displays the normalcy of the predictors
as a straight line. Additionally, the Q-Q plot demonstrated the predictors in both positive and

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negative conditions. Both numbers satisfied the normality. The findings are displayed in Figure 1 and
2.

Fig. 1. Q-Q plot normality Fig. 2. Positive and negative Q-Q plot

4.1.2 The variance of residuals

SPSS software was utilised to compute the residual variance. To determine the residual's
condition variance, a scatter plot was employed. It appears that there is no pattern to the dots on
Figure 3, which suggests that the error terms have a zero mean. It may be inferred from this figure
that the error terms' variance is constant. This assumption is met. Figure 3 and Table 3 display the
outcome.

4.1.3 Multicollinearity checking

Table 4 shows that all tolerance values are less than 0.99, all VIF values are less than 10, and the
eigen values are decreasing from the highest value to the lowest value. The condition index has a
value of 23.751, which is below 1000. This demonstrated that the multicollinearity condition was met
and that there were no significant correlations between any of the independent variables.

Fig. 3. Scatter plot of variance of residuals

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Table 3
Residual statistic
Residuals statistics
Minimum Maximum Mean Std. deviation N
Predicted Value 3.233 4.870 4.378 0.256 287
Residual -1.533 1.585 0.000 0.391 287
Std. Predicted Value -4.459 1.916 0.000 1.000 287
Std. Residual -3.903 4.304 0.000 0.995 287

Table 4
Coefficients of tolerance values and eigen values and explanation variances for data
Tolerance VIF Eigen value Condition index
Constant 3.974 1.000
Training and development 0.568 1.762 0.010 19.604
Performances appraisal 0.614 1.630 0.008 22.114
Selection and recruitment 0.634 1.577 0.007 23.751

4.2 Multiple Linear Regression

Multiple linear regression is one common model used by researcher, especially in human
resources. This model is used to study and analysis three predictor variables and also to predict the
high effect pf HRMP towards librarian’s job performances. After the analysis was done, only two
predictor variables were significant. The variables that were significance are training and
development and selection and recruitment. The significant variables were measured by p - value
which is less than 0.05 as in Table 5.

Table 5
Summary of parameter estimation multiple linear regression model
Independent variables Beta (β) Significant value
*
(Constant) 2.099 0.001
*
Training and development 0.233 0.001
Performances appraisal 0.082 0.138
*
Selection and recruitment 0.239 0.001
*Significant at 0.05

All the significant variables influence the librarian’s job performances effects. The estimated
multiple linear regression model for factors of librarian’s job performances model is as follow:

Ŷ = 2.099 + 0.233 training and development + 0.239 selection and recruitment

4.3 Analysis of Variance (ANOVA)

The purpose of analysis of variance (ANOVA) is to assess significant values and obtain information
about the mean within a regression model. The error term with mean square is 0.154. The null
hypothesis is strongly refuted by the F test statistic's p-value, which is less than 0.05, or 0.001. The
multiple linear regression ANOVA result is displayed in Table 6.

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Table 6
ANOVA for multiple linear regression
Sources Sum of squares Df Mean square F-value P-value
Regression 18.871 3 6.290 40.723 0.001
Residual 43.713 283 0.154
Total 62.584 286

5. Conclusions

This study investigated the relationship between human resource management (HRM) practices
and the job performance of academic librarians in public university libraries in Malaysia. The research
focused on three key HRM practices: training and development, performance appraisal, and selection
and recruitment, aiming to provide insights for enhancing the effectiveness of HRM strategies in this
specific context.
The findings underscored the significant impact of strategic HRM practices on job performance
among academic librarians. Firstly, effective training and development programs were found to be
positively associated with job performance, highlighting the importance of ongoing skill
enhancement and professional growth opportunities within academic library settings.
Secondly, well-designed performance appraisal systems showed a significant relationship with
job performance. This suggests that structured evaluation processes contribute to clearer
expectations, performance feedback, and career development paths, thereby enhancing motivation
and productivity among academic librarians.
Thirdly, robust selection and recruitment practices were also found to influence job performance
positively. This emphasizes the critical role of effective hiring processes in attracting and retaining
talented individuals who align with the organizational goals and culture of academic libraries.
The study employed a quantitative approach with a sample size of 287 academic librarians from
20 public university libraries in Malaysia, using a 5-point Likert scale questionnaire for data collection.
Reliability analysis indicated strong internal consistency among both the dependent variable (job
performance) and independent variables (HRM practices).
In conclusion, the research contributes valuable insights for library administrators and
policymakers in shaping HRM strategies tailored to the needs of academic librarians. By emphasizing
the implementation of effective HRM practices such as training and development, performance
appraisal, and selection and recruitment, academic libraries can foster a conducive work
environment that supports continuous professional growth and enhances overall job performance
among their librarians. Future studies could explore additional factors influencing job performance
or investigate the long-term impacts of HRM interventions on organizational outcomes within
academic libraries.

Acknowledgement
This This research also was supported by Universiti Tun Hussein Onn Malaysia (UTHM) through GPPS
(Q593).

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