Worker Wellbeing in Malaysia: Prediction of Wellbeing from Psychosocial Work Environment, Organizational Justice and Work Family Conflict

The current study investigates if psychosocial work environment, organizational justice and work family conflict predict Malaysian workers’ wellbeing. The current study expands previous research by assessing wellbeing using composite measures of job satisfaction, life satisfaction, positive affect and negative affect as well as job affective wellbeing, psychological and spiritual wellbeing. One thousand one hundred and sixty five Malaysian workers in the manufacturing sector (551 men, 614 women, age range: 18-59 years) answered questionnaires. Hierarchical multiple regression analyses indicated that psychosocial work environment, organizational justice and work family conflict predicted wellbeing. With regard to ethnic and cultural differences in wellbeing, Indian-Malaysians reported significantly higher levels of wellbeing compared to Malays. However, Chinese-Malaysians were not different from Indian-Malaysians or Malays. There was no significant gender difference on wellbeing. The interpretation of this cultural difference requires caution due to the small number of Indian-Malaysians in the sample

Job satisfaction among Malaysian employees: An application of Spector’s Job Satisfaction Survey in the South East Asian context.

Job satisfaction explains individuals’ reactions towards their jobs. Many studies find that job satisfaction is a well-known construct that is widely used to study work-related well-being; and contributes significantly to employees’ overall quality of life. The current paper examines job satisfaction among Malaysian employees using the Job Satisfaction Survey (JSS). In particular, the present study compares the job satisfaction levels of Malaysian samples with those of a previously reported study involving samples from Singapore and the United States. Results of one sample t-test reveals statistically significant differences in pay, promotion, fringe benefits, contingent rewards, supervision, co-workers and nature of work subscales. No cultural influence exists between Malaysian and Singapore samples in terms of perceived operating conditions satisfaction. Similarly, no statistically significant difference exists between Malaysian and the United States perception towards the communication facet. Furthermore, the results of factor analysis support the previous study, suggesting possible cultural differences in the understanding of, and consensus regarding, the structure of the job satisfaction scale

Factors influencing job performance among police personnel: An empirical study in Selangor

This study examines the predictive factors of job performance involving work stress, social support and emotional intelligence. Using two stage cluster random sampling, data were collected from 424 police in Selangor, who responded to Police Stress Questionnaire (PSQ), Job Content Questionnaire (JCQ), Emotional Intelligence Self-Description Inventory (EISDI) and Formal Performance Appraisals. The findings show that work stress, social support and emotional intelligence were significantly correlated with police job performance. In addition, regression analysis reveals that emotional intelligence was the most significant predictor of job performance. Implication of this study indicates the important of emotional intelligence in enhancing job performance among police per-sonnel in Selangor. The paper concludes by highlighting future research directions which can offer a more comprehensive study in predicting job performance particularly in the context of Malaysia

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

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

Role of Supply Chain Management on the Job Control and Social Support for Relationship between Work-Family Conflict and Job Satisfaction

Abstract- The present study investigates the relationship between work-family conflict and job satisfaction of Malaysian workers (N = 1125) based on the supply chain management. It examines the direct and moderating effects of job control and social support on work-family conflict and job satisfaction relationship. The current study examines the Job Demand-Control (JDC) [1] and Job Demand-Control-Support (JDCS) [2] models which are under research in the work-family conflict. Hierarchical regression analyses in the study reveal that work to family conflict (WFC), family to work conflict (FWC) and social support have a direct effect on job satisfaction. However, the result reveals that employees’ job control was not the primary predictor of their job satisfaction. Contrary to the prediction of the JDCS model, the moderating effects of job control and social support on the relationship between work-family conflict and job satisfaction are not found. Implications regarding the importance of the main effect of social support and supply chain management on understanding job satisfaction in Malaysian society and other possible moderators are discussed

The effects of work-family conflict on teachers’ job satisfaction: a study in the East Coast of Malaysia

The current study investigates the effects of work on family conflict (WFC) and family to work conflict (FWC) on job satisfaction among school teachers in Terengganu, Kelantan and Pahang, Malaysia. A questionnaire survey approach was used as a method of quantitative data collection involving 487 respondents through multistage random sampling. A Structural Equation Modelling were analysed using AMOS 25 and SPSS 25 software. The findings revealed that only FWC contributes significantly to job satisfaction. The result provides insights into the type of conflicts influencing teachers’ job satisfaction and contributes to the literature of work-family conflict, especially the study focusing on Eastern culture respondents

Work family conflict among teachers: evaluating measurement model fit

Work family conflict issue has received increasing attention by researchers involving the psychometric properties of measurement scale and its factor structures. Thus, the present study evaluated the psychometric properties and confirmed the factor structure of the work family conflict. A survey design using self-administered questionnaire was conducted to collect the data from 487 teachers in East Coast of Malaysia (Kelantan, Terengganu and Pahang) through multistage-random sampling technique. Results of exploratory factor analysis performed using Principal Component Analysis (PCA) yielded two factor structures with the cut off value of loading factor (λx) is 0.50 with rotated solution is Varimax. Further, the confirmatory factor analysis (CFA) also confirmed the scale as a two model factor with good fit indices of p<0.01, χ2 /df=2.41, RMSEA=0.05, CFI=0.99, PCFI=0.63. All items also yielded acceptable factor loading (λx) ranging from 0.72 to 0.94. Thus, the work family conflict scale is a valid and reliable instrument among Malay speaking teachers in the East Coast of Malaysia and proved as a two factor models (e.g. work conflict and family conflict) as the best model fit. Benefits of the measure and uses are discussed