In this era, the concepts of human resource management (HRM) practices have evolved to the implementation of work-life balance (WLB) practices, such as: flexible working hours and supportive supervision. WLB practices have shown a great influence on employee attraction, retention, motivation and development. This study examines the relationship between WLB practices on employee job performance as well as the mediating effect of job satisfaction in the relationship between work-life balance practices and employee job performance among doctors and nurses in East Malaysia. The study surveys 491 doctors and nurses in the East Malaysia states of Sabah and Sarawak in 2016-2017. Four hypotheses were tested with validated measures of WLB practices (flexible working hours and supportive supervision), job satisfaction and job performance. Findings revealed that flexible working hours and supportive supervision has a significant and positive impact to job performance. Job satisfaction positively mediates the relationship between flexible working hours and supportive supervision towards job performance. An effective WLB practices will improve employees’ job satisfaction which eventually increase their job performance and productivity. This study’s findings aim to assist the Malaysian healthcare industry in improving doctors’ and nurses’ attraction, retention and motivation.

Aims To examine the mediating role of employee well‐being on the relationship between work‐life balance practices, the need for achievement and intention to leave among nurses in Malaysia. Background Work‐life balance practices are associated with employee perceptions of the need for achievement and well‐being which subsequently influence their intention to leave the organization. This study contributes new knowledge to nursing studies on work‐life balance in an Asian and Islamic society where the expectations for women are to focus on family rather than career. Design A cross‐sectional, explanatory mixed methodology. Methods This is a two‐phase study conducted between 2015–2017 with 401 nurses in East Malaysia. In Phase 1, researchers surveyed 379 nurses to test eight hypotheses and in Phase 2 researchers interviewed 22 nurses to explore the results of Phase 1. Results Phase 1 revealed job satisfaction mediates the relationship between work‐life balance practices (e.g. flexibility and choice in working hours, supportive supervision), financial success, and intention to leave. However, life satisfaction and money as a motivator did not mediate such relationships. Phase 2 identified four important factors that cast light on survey results: working conditions of Malaysian nurses; inadequate compensation in the public healthcare sector; team‐based practices; and pressure on senior nurses in both administrative and clinical roles. Conclusion This is one of the first studies to investigate work‐life balance issues among nurses in Malaysia. Outcomes of this study extend the debates on work‐life balance and employee well‐being in an Asian Islamic social context. Impact The use of flexible working arrangements and collectivist teamwork approaches, improving compensation and employment benefits and eliminating the ‘time‐based job promotion’ policy may help to mitigate work‐life balance issues and intention to leave among nurses in Malaysia.

This paper explores how a specific context supports or hinders work-life balance (WLB) experiences focusing on women doctors and nurses in Malaysia. WLB and gender formed the conceptual basis of a qualitative study using in-depth, semi-structured interviews. The 26 participants were employed across public and private healthcare sectors. A systematic multistep data analytical procedure produced three key themes which contribute to the contemporary debate on WLB. In Malaysia, contextual factors exert a strong influence on WLB experiences for women doctors and nurses. Due to gender norms, women carry the burden of dual responsibilities for both professional and familial duties which disrupts WLB. Notably, collegiality at work facilitates WLB but is an informal mechanism rooted in a collectivist society.Finally, staff shortages in the healthcare sector also impede WLB. Based on the key themes, recommendations are made for a sustainable workforce in the Malaysian healthcare industry.

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Purpose In the study of expatriation and expatriate adaptation, there are limited studies that focus on issues faced by expatriates working in foreign countries with very distinct cultures. This study aims to explore this idea through the experiences of western expatriates working in the Kingdom of Saudi Arabia (KSA). Two research questions were posed to examine the cross-cultural issues and challenges faced by expatriates in the KSA, as well as the role of cross-cultural training in expatriate adjustment. Design/methodology/approach The study was guided by an interpretivism paradigm through a qualitative method by using a semi-structured in-depth interview approach. Interviews were conducted among 12 expatriates from the USA and UK who are currently working in KSA. Findings A coding technique and theoretical thematic analysis was conducted to analyze the data. The results of this study highlighted three key themes that had a considerable influence on expatriates’ adjustment, in particular: culture shock, lack of pre-departure training and the demand for an extensive cross-cultural training. Research limitations/implications It is acknowledged that the existence of sub-cultures within the KSA would expose the respondents to varying cultural values within the community. Thus, future studies within a similar context should consider the influence of intra-cultural variations. Originality/value The findings of the study emphasized on the importance understanding the cultural gap between home and host country and the individual cultural awareness of the expatriate. It calls attention to the need for a tailored and extensive pre-departure, cross-cultural training and a collaborative effort between employees’ and managers to improve expatriates’ motivation and retention.