LEADING NEW EMPLOYMENT PATTERNS AND IMPACT ON INNOVATION AND WORK SATISFACTION AMONG ACADEMIC STAFF IN MALAYSIAN PUBLIC UNIVERSITIES

Abstract

The rise of new employment patterns, including hybrid work models, short-term contracts, and performance-based appraisals, is transforming academic labor structures worldwide. In Malaysia, this transition has begun to influence how academic staff engage with their work, particularly in areas of innovation and personal well-being. This mixed-methods study investigates the impact of evolving employment arrangements on innovation performance and work happiness among academic staff in three Malaysian public research universities. Drawing on the Job Demands-Resources (JD-R) Model, Self-Determination Theory (SDT), and Transformational Leadership Theory, the study integrates survey data from 300 academic staff with qualitative insights from 15 interviews. Findings reveal that while flexibility and autonomy in employment foster innovation and satisfaction, concerns around job security and unclear expectations negatively affect morale and productivity. The study offers practical recommendations for university leaders to redesign employment practices that balance institutional goals with staff well-being.