1. Why did you choose this research title?
The title was selected because this study aims to explore the factors that influence mill worker performance in the palm oil industry, particularly in Carey Island.
The term antecedents is used because the study seeks to identify and examine the contributing factors that may influence employee performance. These factors are categorized into organisational, environmental and individual factors.
Although previous studies have examined employee performance in various industries, the specific factors influencing mill workers in the palm oil industry may differ due to the nature of their working environment.
Therefore, this research intends to provide a better understanding of these influencing factors and their relationships with employee performance, which may eventually help organisations improve operational effectiveness, employee well-being and overall organisational performance.Important academic point:
Antecedents means factors or conditions that precede and potentially influence an outcome.
2. Why did you choose a quantitative research approach?
A quantitative approach was selected because this study aims to examine the relationships between several independent variables, the mediating variable, perceived supervisor support, and the dependent variable, employee performance.
This approach allows data to be collected systematically from a larger sample of mill workers and analysed statistically.
Through quantitative analysis, the study can test the proposed hypotheses, identify significant relationships and determine the extent to which the selected factors influence employee performance.
Therefore, a quantitative approach is considered appropriate for achieving the research objectives.
3. Is your proposed sample size sufficient?
Yes.
The proposed sample size was determined based on the Krejcie and Morgan (1970) sample size determination table.
The calculation considers the total population size and provides an appropriate sample size for conducting research within an acceptable confidence level and margin of error.
Therefore, the proposed sample size is considered sufficient for representing the target population, subject to the appropriate sampling procedure and response rate.
Sample size:
Krejcie and Morgan (1970)
Based on the table:
Population (N) Required sample (S)
160 113
165 115
170 118
Estimated population: 165
Minimum sample size: 115
Target questionnaire responses: 130–135
4. What is the contribution of your research?
This research is expected to contribute in two main areas: practical contribution and academic contribution.
From a practical perspective, the findings may help palm oil mill management identify the organisational, environmental and individual factors that influence worker performance. This understanding can assist management in developing more effective strategies to improve employee performance, workplace conditions and employee well-being.
From an academic perspective, this study will contribute additional empirical evidence to the existing body of knowledge on employee performance, particularly within the palm oil industry.
Furthermore, examining perceived supervisor support as a mediating variable may provide additional understanding of how organisational, environmental and individual factors are associated with employee performance.
Overall, the study aims to provide findings that are relevant to both industry practitioners and future researchers.
5. Why did you choose Carey Island only?
Carey Island was selected because the two palm oil mills involved in this study are located within this area, and there are operational and employee performance issues that warrant further investigation.
Furthermore, the location provides a relevant research setting for examining the organisational, environmental and individual factors influencing mill worker performance.
The study is also designed within the scope of a DBA, which emphasises addressing practical organisational issues and generating findings that may contribute to management improvement.
Therefore, Carey Island provides a suitable and manageable research context for this study.
6. Why Perceived Supervisor Support (PSS) as a mediator instead of a moderator?
Perceived Supervisor Support was selected as a mediator because this study intends to investigate how organisational, environmental and individual factors may influence employee performance through employees' perceptions of support from their supervisors.
The underlying assumption is that the presence of favourable working conditions and individual resources may influence how employees perceive supervisor support, which may subsequently relate to their work performance.
A mediator helps explain the mechanism through which an independent variable influences a dependent variable, whereas a moderator explains under what conditions or for whom that relationship becomes stronger or weaker.
Based on this conceptual reasoning and the supporting literature, PSS is proposed as a mediating variable in this study.
The distinction:
Mediator: Explains HOW or THROUGH WHAT mechanism a relationship occurs.
Moderator: Explains WHEN or UNDER WHAT CONDITIONS a relationship becomes stronger or weaker.
We are proposing mediation, not claiming that the statistical result is already established.
7. Why combine Job Demands-Resources Theory (JD-R) and Social Exchange Theory (SET)?
This study combines Job Demands-Resources Theory (JD-R) and Social Exchange Theory (SET) because both theories provide complementary explanations of employee performance.
JD-R Theory provides the main theoretical foundation for understanding how organisational resources, workplace conditions and individual resources influence employee performance.
Meanwhile, Social Exchange Theory helps explain the relationship between employees and their supervisors, particularly how perceived supervisor support may influence employees' attitudes and work-related behaviour.
Therefore, combining these theories provides a broader theoretical perspective for explaining the relationships between the proposed antecedents, perceived supervisor support and employee performance.
Theory Role in our research
JD-R Theory Explains job resources, working conditions and their relationship with performance.
Social Exchange Theory
Explains reciprocal relationships between employees and supervisors.
JD-R is your primary theory. SET provides additional theoretical support for the PSS relationship.
8. Why use proportionate stratified random sampling?
Proportionate stratified random sampling is proposed because the research involves two palm oil mills, and both mills need to be adequately represented in the sample.
The workers from each mill will be treated as separate strata. The sample will then be allocated proportionately according to the number of eligible workers in each mill.
Respondents will be selected randomly within each stratum to reduce selection bias and ensure that both mills are represented according to their respective population sizes.
This approach is considered appropriate because the study focuses exclusively on operational mill workers from the two selected mills.
9. Why choose SmartPLS instead of SPSS?
There is a small terminology issue here.
PSS is your mediator. SmartPLS and SPSS are statistical software packages. They are not competing research variables or research approaches.
Also, PLS-SEM is a statistical modelling technique, whereas SmartPLS is software that can perform it.
The final statistical software has not yet been confirmed because the selection will depend on the research model, measurement requirements and analytical objectives.
SPSS may be used for preliminary data analysis, descriptive statistics and reliability assessment.
However, since this study proposes multiple relationships between independent variables, a mediating variable and employee performance, Partial Least Squares Structural Equation Modelling (PLS-SEM) is being considered.
SmartPLS is one of the potential software packages for conducting the measurement model and structural model assessments, including mediation analysis.
The final decision will be made based on the suitability of the analytical technique for the proposed research framework.My recommendation is to seriously consider SPSS together with SmartPLS.
Your model has multiple constructs and a mediation relationship. PLS-SEM would be a reasonable candidate, particularly if you retain your three higher-order independent variables.
10. How will your findings support workforce adaptation to Industry 4.0 and Industry 5.0?
The findings may support workforce adaptation to Industry 4.0 and Industry 5.0 by providing insights into the human factors that influence employee performance.
While Industry 4.0 emphasises technological advancement, automation and digitalisation, successful implementation also depends on employees' ability to adapt to technological changes.
Industry 5.0 further emphasises a human-centric approach, recognising the importance of human capabilities, well-being and collaboration between people and technology.
By examining training, communication, management support, workplace conditions, self-efficacy and work motivation, this research may help management identify areas that require improvement to prepare workers for changes in the working environment.
Therefore, the study contributes to understanding the human capital dimension of industrial transformation, particularly within the palm oil industry.
*Our research does not directly measure Industry 4.0 or Industry 5.0 readiness.
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