Work, Family and Women’s Well-Being in Malaysia

Noor, Noraini M.; Mahudin, Nor Diana Mohd

doi:10.1007/978-94-017-9897-6_40

Cited by 19 publications

(37 citation statements)

References 27 publications

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“…Among the women in this sample, 70.6 % did not have stay-in maids. The findings are similar with the research done in Peninsular Malaysia that showed more than 70% did not have stayin maids (Noor, 2006;Sabitha, 2009). The women in this sample worked on an average of 43 hours a week, while the average in Peninsular Malaysia is 44 hours a week.…”

Section: Demography Characteristicssupporting

confidence: 90%

“…A study done by Noor (2001) has proved that the support received from family members especially husbands is able to enlighten work and family burden and stress. The feedbacks below shows that 70% of the respondents share their experience with regards to the help and support they receive from their spouses, family members as well as live-in maids.…”

Section: Respondent No 5: I Avoid Transferring the Stress From Familmentioning

confidence: 99%

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Family-friendly policies as an organizational support to overcome work-family conflict

Marican

Sabil

2017

MJSA

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Section: Demography Characteristicssupporting

confidence: 90%

Section: Respondent No 5: I Avoid Transferring the Stress From Familmentioning

confidence: 99%

Family-friendly policies as an organizational support to overcome work-family conflict

Marican

Sabil

2017

MJSA

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“…Tsaur et al (2012) indicated that the work rules such as shift work, overtime work and work on holidays might prevent or reduce individual time with the family. This situation the Malaysia's private sector work environment offers less flexible work arrangements (Noor & Mahudin, 2016). Clearly, private sector employees will feel dissatisfied with family life due to demanding work requirement that prevents them from engaging fully with their family.…”

Section: Work Family Conflict With Family Satisfactionmentioning

confidence: 99%

“…This study provides benefits to workers and employers in terms of a better understanding of the importance of a healthy balance between work and family as well as their impact on the well-being of individuals and organisations. Noor and Mahudin (2016) reported that the private sector lacks the commitment and readiness to offer any form of flexible work arrangements. Therefore, the familyfriendly initiatives such as the implementation of flexible working considered to assist in enriching the well-being of the worker are important.…”

Section: Managerial Implicationmentioning

confidence: 99%

Social support as a moderator of the relationship between work family conflict and family satisfaction

Jamaludin¹,

Ibrahim²,

Dagang³

2018

10.5267/j.msl

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This study examines the role of social support in the relationship between work family conflict (work to family; WFC & family to work; FWC) and family satisfaction for private sector employees. Using simple random sampling, data were collected from 260 employees from eight private companies in Terengganu, who responded to the Job Content Questionnaire, Work Family Conflict Scale and Family Satisfaction Scale. Results indicate that both WFC and FWC had significant relationships with family satisfaction. The results of the regression analysis confirmed that FWC was a significant predictor of employees' family satisfaction. However, social support did not buffer the relationship between work family conflict and family satisfaction. Implication of this study indicates that the organizations need to emphasize the effective strategies of development and implementation for work family balance in improving family satisfaction among employees. The suggestions for future research are also addressed, especially in the Malaysian context.

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“…Basically, boundaries influence individuals in managing their work and personal life domain. This means that some individuals might prefer to keep personal life matters out of their work (strong boundaries), while others might prefer to integrate all their life domains (weak boundaries) (Kinnunen, et al, 2016;Ma, 2017;Noor & Mahudin, 2016;Park, Fritz, & Jex, 2011).…”

Section: Theoretical Foundationmentioning

confidence: 99%

Daily Smartphone Use for Work and Its Effect on Work-Life Conflict among Integrators

Lim

2019

JCSHD

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This daily diary study investigates the effects of daily smartphone use for work during off-work hours on work-life conflict. Drawing on role theory which supports the notion that segmentation is a boundary management strategy, the moderating effect of individual’s segmentation preference is proposed. Results of multilevel regression analyses showed that smartphone use for work was positively related to work-life conflict. The result also shows that the preference to integrate work and personal life rather than separate these domains strengthened the relation between smartphone use for work and work-life conflict. The results of this study may help human resource practitioners to better understand the impact of staying connected to work during off-work hours. Keywords: Daily smartphone use; Work-life conflict; Segmentation preference; Diary study

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Work, Family and Women’s Well-Being in Malaysia

Cited by 19 publications

References 27 publications

Family-friendly policies as an organizational support to overcome work-family conflict

Family-friendly policies as an organizational support to overcome work-family conflict

Social support as a moderator of the relationship between work family conflict and family satisfaction

Daily Smartphone Use for Work and Its Effect on Work-Life Conflict among Integrators

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