Cikgu Norsanina : August 2026

The universe gift -460

The universe gift

What you’re describing is actually a powerful shift—and yes, it is useful, but let’s refine it so it works for you, not against you.

First, the idea you heard from V. Lakhiani—

“The universe doesn’t give you what you want, it gives you what you are”—

is essentially about identity shaping behavior and outcomes.

And what you’ve started doing—questioning your actions (“Why am I doing this?”)—is a move from surface-level affirmation → deep self-awareness.

Why What You’re Doing Works

You’ve unknowingly activated 3 powerful mechanisms:

1. Identity Alignment

Instead of saying:

“I want to be productive”

You’re asking:

“Why am I doing this action?”

This forces a deeper question:

“Am I someone who does this?”

That’s how identity changes.

2. Interrupting Autopilot

Most of our behavior is unconscious.

By scrutinizing your actions, you are:

Breaking habits

Catching emotional triggers

Becoming intentional

This is rare and valuable.

3. Internal Honesty (This is the strongest part)

When you ask:

“Why am I doing this?”

You may uncover:

Fear

Avoidance

Seeking validation

Comfort habits

This is where real growth happens.

But Here’s the Important Warning (So You Don’t Burn Out)

If done wrongly, this can turn into:

Overthinking

Self-judgment

Paralysis

So instead of asking:

❌ “Is this useful?” (too harsh, too binary)

Shift to:

✅ “What kind of person does this action reflect?”

This keeps it constructive, not critical.

A Better Structure (Simple Daily Framework)

Try this 3-layer check:

1. Before Action

“Why am I about to do this?”

2. During Action

“Does this align with who I want to become?”

3. After Action

“What did this reveal about me?”

Example (Relatable to Your Current Goals)

Let’s say: You scroll social media.

Instead of guilt:

“This is useless”

You say:

“I am someone who avoids discomfort right now”

Now you gain:

Awareness without shame

Power to choose differently next time

How This Connects to Your Bigger Journey

This actually fits perfectly with your book themes:

“I am not good enough” → identity belief

Overthinking → uncontrolled thought loops

Inner peace → awareness without reaction

What you’re doing now is: 👉 Moving from victim mindset → observer mindset

And that is a major turning point.

One Upgrade (This will make it 10x more powerful)

At the end of the day, add this:

“What identity did I live as today?”

“What identity do I choose tomorrow?”

Final Thought (Important)

Yes, this is useful.

But don’t aim to control every action.

Aim to:

Understand yourself deeply, then guide gently.

Not force. Not judge.

If you want, I can turn this into:

a 1-page printable daily reflection sheet, or

integrate it into your 5AM routine plan so it becomes a habit naturally.

2. What you’re describing is actually a powerful shift—and yes, it is useful, but let’s refine it so it works for you, not against you.

Norsanina.blogspot.com

Night Shift Salary

Call Centre

14/08/2026

Specific salary figures for a night shift position directly at Trip-advisor in Malaysia are not publicly disclosed.

General customer service and tech support night shift roles in Kuala Lumpur range from RM3,000 to RM5,100 per month, usually inclusive of shift and language allowances.

General Night Shift Salary Structure in Kuala LumpurBase

Salary: RM3,000 – RM4,500 per month for entry-to-mid level support roles.

Night Shift & Language Allowances: RM300 – RM900 extra per month,

depending on the specific market (e.g., US market or language-specific queues).

Total Estimated Package: RM4,000 – RM5,100 per month.

Norsanina.blogspot.com

You are correct to point this out. Looking back, we moved too quickly into Social Exchange Theory, but we did not explicitly write the section that explains the mechanism of why Perceived Supervisor Support influences Employee Performance.

For your literature review, I would actually adjust the structure slightly:

2.4 Perceived Supervisor Support

2.4.1 Definition of Perceived Supervisor Support

(What PSS is)

2.4.2 The Influence of Perceived Supervisor Support on Employee Performance

(Why PSS matters and how it affects performance)

2.4.3 Social Exchange Theory as the Theoretical Foundation of Perceived Supervisor Support

(Why this relationship is theoretically expected)

This order may be easier for readers because you first establish the relationship, then explain the theory behind it.

Here is the section:

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2.4.2 The Influence of Perceived Supervisor Support on Employee Performance

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Key references for this section:

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698

Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021-9010.87.3.565

Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48(4), 1075–1079. https://doi.org/10.1177/0013164488484024

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A small note: I think this missing section is actually very important for your thesis because RO3 asks: "How does PSS affect employee performance?" This section becomes the literature foundation for answering that research question. Then the Social Exchange Theory section supports the explanation of why that relationship exists.

Your structure now becomes much stronger:

PSS definition → PSS influence on performance → theory explaining the relationship → PSS as mediator

That is a very defensible DBA literature review flow.

Norsanina.blogspot.com

What is pss - for lit rev

Extracted

31/07/2027

Certainly. Since this is for a DBA literature review, I'll write it in a formal academic style with a logical progression from the broader concept to your study. I'll also use foundational literature and keep the discussion focused on Perceived Supervisor Support (PSS) rather than Perceived Organizational Support (POS).

2.4.1 Definition of Perceived Supervisor Support

Extracted

Recommended APA 7 References

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698

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I have one suggestion before we continue with Section 2.4.2. Since your study uses PSS as a mediator, I recommend that we introduce Social Exchange Theory (SET) in the next subsection rather than in the definition.

That keeps 2.4.1 focused on "what PSS is," while

2.4.2 explains "why PSS influences employee performance." This separation usually makes the literature review clearer and more persuasive.

Norsanina.blogspot.com

Sub section - SET

Extracted

05/08/2026

Yes. Since this is a DBA thesis, I would separate the theory from the empirical relationship. This gives your literature review a stronger academic flow.

I recommend this structure:

2.4 Perceived Supervisor Support

2.4.1 Definition of Perceived Supervisor Support ✅ (completed)

2.4.2 Social Exchange Theory

2.4.3 Perceived Supervisor Support and Employee Performance

2.4.4 Aspects of Perceived Supervisor Support

2.4.5 Perceived Supervisor Support as a Mediating Variable

Notice the flow:

What PSS is → Why it works (theory) → Evidence that it works → What supportive supervisors actually do → Why PSS mediates your model.

That is the order most examiners expect.

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2.4.2 Social Exchange Theory

extracted

2.4.3 Perceived Supervisor Support and Employee Performance

Extracted

APA References

Blau, P. M. (1964). Exchange and power in social life. Wiley.

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698

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One recommendation for your overall thesis: I think your Chapter 2 is beginning to show a clear narrative. You started with technological transformation, moved to employee performance, and now to Perceived Supervisor Support.

The next step is to write Section 2.5 Organizational Factors in a way that naturally connects to PSS. That connection will make your mediation model feel like a logical progression rather than a set of separate variables, which is exactly what examiners tend to appreciate in a DBA literature review.

Norsanina.blogspot.com