Work-life balance in Malaysia : An introduction

The paper discusses the concept of Work-Life Balance (WLB), why it is receiving more attention at work and in the society, the benefits it brings to organisations and employees as well as issues surrounding WLB. To illustrate an example, WLB policies in Malaysia, namely maternity leave and on-site child care centre in comparison with other countries are highlighted. Although WLB policies are implemented in Malaysia, they are inconsistent and not supportive of one another. For instance, generosity in maternity leave is not supported with on-site child care facilities in the workplaces

The Malaysian Workplace Bullying Index (MWBI): A new measure of workplace bullying in Eastern countries

Workplace bullying is a significant cause of stress at work. Existing studies, primarily based on Western-oriented frameworks and instruments, have largely overlooked the role of culture. This oversight questions whether understandings generated from those studies can be generalised to employees working in Eastern countries, which differ on important cultural dimensions. To date, there is no Eastern-based instrument for measuring workplace bullying. In two studies, we developed and validated such a measure: the Malaysian Workplace Bullying Index (MWBI). Study 1 entailed a content validation of bullying behaviours via written records (diaries) completed by Malaysian bullying victims. The 19 validated behaviours formed the basis of Study 2, with additions from the wider literature. Study 2 used survey data collected at three time-points from Malaysian employees exposed to bullying at work. The final result was an 18-item scale with two nine-item factors: work-related bullying and person-related bullying. Overall, the MWBI is a psychometrically sound measure of workplace bullying in Eastern workplaces

Negative workplace behaviour: temporal associations with cardiovascular outcomes and psychological health problems in Australian police

Negative workplace behaviour, such as workplace bullying, is emerging as an important work-related psychosocial hazard with the potential to contribute to employee ill health. We examined the risk of two major health issues (poor mental and cardiovascular health) associated with current and past exposure to negative behaviour in the workplace. Data from 251 police officers, who completed an anonymous mail survey at two time-points spaced 12 months apart, support the potential role of exposure to negative workplace behaviour in the development of physical disease and psychological illness. Specifically, we saw significant effects associated with past exposure to such behaviour on indicators of poor cardiovascular health, and a significant effect of current exposure on the indicator of mental health problems. Our findings reinforce the need to continue to study links between employee health and both negative workplace behaviour and more severe cases of bullying, particularly the mechanisms involved to strengthen theory in this area, and to protect against employee ill health (specifically cardiovascular outcomes and psychological problems) by preventing negative behaviour at work. Copyright (C) 2010 John Wiley & Sons, Ltd

Work-family balance in Malaysia: Does work-family policy make a difference?

In Western literature, work-family policy is seen as an important agenda to address work-family balance issues. However, there is a lack of evidence on the relationship between work-family policy and work-family balance in Eastern cultures. The aim of this study was to advance the understanding of work-family policy and its relationship to work-family balance (i.e., conflict and enrichment) in Sarawak, East Malaysia. A sample of 506 employees from three public and three private sector organizations was surveyed twice in three months. By way of questionnaires, participants completed measures of work-family policy by Haar and Spell (2003), work-family conflict by Carlson et al., (2000) and work-family enrichment by Carlson et al., (2006)

Job Characteristics: What Can We Learn From the East?

Since being introduced in 2000, the Job Demands and Resources (JD-R) model (Demerouti, Bakker, Nachreiner & Schaufeli, 2000) has been studied extensively in various Western countries. Although the JD-R proposition is not proscriptive about specific demands and resource variables, scholars have used common variables as demands (e.g. workloads, deadlines), and as resources (e.g. support). The question is whether the common variables in the JD-R model that had their origins in Western formulations are applicable in developing countries. In this paper, based on grounded theory, we conducted focus group interviews to investigate specific variables that may apply in Malaysian workplaces. Two focus group interviews (N=13) were conducted with two groups of respondents (managers and non-managers) who worked for private and public sector organizations. Data were analysed using a thematic content analysis strategy. The study found that new variables (e.g. organizational politics, bureaucratic factors) emerged as new demands not generally explored in JD-R research, whereas similar demands were identified at a job-task level (e.g. deadlines). Regarding resources these were mainly identified as in other Western research (e.g. support). Job challenge and exploring new things were identified as pleasurable aspects of work. This finding suggests that using qualitative methods is crucial to exploring the psychosocial concept of stress at work to uncover cultural differences that are apparent between Malaysian and Western employees . Keywords: Job demands, job resources, qualitative studies, job stress, JD-R

A Mixed-Methods Study of Creative Problem Solving and Psychosocial Safety Climate: Preparing Engineers for the Future of Work

The future of work is forcing the world to adjust to a new paradigm of working. New skills will be required to create and adopt new technology and working methods. Additionally, cognitive skills, particularly creative problem-solving, will be highly sought after. The future of work paradigm has threatened many occupations but bolstered others such as engineering. Engineers must keep up to date with the technological and cognitive demands brought on by the future of work. Using an exploratory mixed-methods approach, our study sought to make sense of how engineers understand and use creative problem solving. We found significant associations between engineers’ implicit knowledge of creativity, exemplified creative problem solving, and the perceived value of creativity. We considered that the work environment is a potential facilitator of creative problem-solving. We used an innovative exceptional cases analysis and found that the highest functioning engineers in terms of knowledge, skills, and perceived value of creativity, also reported working in places that facilitate psychosocially safe environments to support creativity. We propose a new theoretical framework for a creative environment by integrating the Four Ps (Person, Process, Product, and Press) and psychosocial safety climate theory that management could apply to facilitate creative problem solving. Through the acquisition of knowledge to engage in creative problem solving as individuals or a team, a perception of value must be present to enforce the benefit of creativity to the engineering role. The future of work paradigm requires that organisations provide an environment, a psychosocially safe climate, for engineers to grow and hone their sought-after skills that artificial technologies cannot currently replace

Assessing a national work health and safety policy intervention using the psychosocial safety climate framework

Despite support for work health and safety (WHS) policy interventions, the evaluation of their effectiveness has been overlooked. As such, many important policy developments have not been assessed for their impact within jurisdictions and organisations. We addressed this research gap by using the Psychosocial Safety Climate (PSC) framework, theory, measurement tool – the PSC-12, and benchmarks - to investigate the impact of a WHS policy intervention, across Australian jurisdictions, that standardised policy approaches (i.e. harmonisation) and legislated the protection of psychological health. PSC refers to a facet of organisational climate that relates to psychological health and safety and is a predictor of job design and employee health. We investigated perceived organisational PSC across jurisdictions, across time, and contrasted effects between those that did (harmonised) and did not (non-harmonised) adopt the policy. Results showed Time X Group effects for the global PSC measure, indicating a significant difference over time between the harmonised and non-harmonised jurisdictions. Specifically, PSC levels significantly decreased in the non-harmonised jurisdiction over time. Analysis of PSC subscales showed that a significant decline in management commitment and priority, and communication (marginally) in relation to employee psychological health, within the non-harmonised group underpinned these effects. We noted no significant overall PSC change across the harmonised jurisdictions, with the exception that participation and consultation in relation to employee psychological health significantly increased. Results imply that without harmonisation the PSC levels reduced. Future research should seek detailed information regarding policy implementation, regulator perspectives and employer data to compliment results from the PSC-12

Resource Crafting: Is It Really ‘Resource’ Crafting—Or Just Crafting?

This study aims to provide an integrated perspective on job crafting and its antecedents through the exploration of the joint effects of individual-level and team-level job crafting on employee work engagement. Drawing on conservation of resources (COR) theory, we propose that engaging in job crafting behaviors is promoted by the presence of job-related resources. In turn, job crafting is expected to result in higher levels of work engagement. We expect this reasoning to hold for the individual as well as the team/collective levels. The hypotheses were tested using data from 287 medical professionals from 21 hospital units of a Chinese public hospital. Findings from two-level Bayesian structural equation modeling supported the idea that at the individual level, individual job crafting behaviors partially mediated the relationship from individual resources to individual work engagement. Further, collective crafting mediated the relationship from team resources to individual work engagement. In addition, a positive cross-level relation between collective crafting and individual crafting was found. We conclude that stimulated by resources, both job crafting processes at the individual-level and team-level can promote individual work engagement in Chinese employees

How we look at others in anger: development of the McLinton Interpersonal Domain-specific Anger Instrument (MIDAI)

Interpersonal anger focuses on how an individual’s potential to anger may be influenced by the characteristics of other people, specifically the perpetrator of anger-eliciting behaviour and their environment. This chapter describes the process used to generate and validate a new anger measure. To develop an instrument to measure this recently operationalised anger construct we employed the Delphi technique, gaining consensus with an international panel of 15 anger experts from seven countries. Face validity and readability were assessed with a group of 21 postgraduate psychology students. The final five scales each dealt with a different target individual, forming the McLinton Interpersonal Domain-specific Anger Instrument (MIDAI). The MIDAI was piloted in a random stratified community sample (Australia; N=301) to test psychometric properties and reliabilities, and to explore the factor structure. The second wave of longitudinal data (Australia; N=204) displayed good test-retest reliability, and a validation sample of cross-cultural data (Japan; N=300) confirmed the two factor structure of each MIDAI scale; overt hostility and covert provocation. Results show significant differences in anger toward different targets, and indicate interpersonal anger to be a trait rather than transient state. It suggests that individuals may have different predispositions to anger according to characteristics of the target and the environment (domain) in which it occurs.