ISSN: 2222-6990
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This study was aimed to test the reliability of Module to Empower Bully Handling by using Cognitive Behavior Therapy (MEBH-CBT). This survey-designed study was using questionnaires to get the reliability of the module. MPMB is a module consists of 12 strategies and 23 self-activities. The survey used consists of 74 items to measure the value of reliabilities of activities in strategies in MEBH-CBT. A total of 87 wardens and students of boarding schools were selected as respondents in this study. Finding from this study found out that MEBH-CBT has a high reliability value of .970. While the reliability value of Strategy 1 The Introduction of Module to Empower Bully Handling is .897, Strategy 2 Objectives, Definition and Concept of the Module to Empower Bully Handling is .876, Strategy 3 Types, Factors and Implications of Bully is .907, Strategy 4 Discipline Management in School and the Roles of Everyone is .895, Strategy 5 Module of Empower Bully Handling Prevention is .848, Strategy 6 Module of Empower Bully Handling Development is .802, Strategy 7 Module of Empower Bully Handling Recovery is .853, Strategy 8 Application of Prevention, Development and Recovery Orientations is .936, while Strategy 9 General Rules Do Not Bully, Strategy 10 Bully Handling, Strategy 11 Tips to Handle Bully and Strategy 12 Report Box of Bully Victims or Observers all have the value of .883. Results revealed that the Module to empower bully handling by using cognitive behavior therapy is highly reliable. Study is significant to provide the management strategies to help related to bully behavior, which is critical issues in social behavior skills in Malaysian context.
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In-Text Citation: (Saad et al., 2018)
To Cite this Article: Saad, F. B. M., Perveen, A., Arip, M. A. S. B. M., Yusof, H. B. M., Idris, M. N. Bin, & Abdullah, A. B. C. (2018). Reliability Testing of Module to Empower Bully Handling of Wardens and Students in Boarding Secondary Schools in Malaysia. International Journal of Academic Research in Business and Social Sciences, 8(4), 597–606.
Copyright: © 2018 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
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