LOGIN TO YOUR ACCOUNT

Username
Password
Remember Me
Or use your Academic/Social account:

CREATE AN ACCOUNT

Or use your Academic/Social account:

Congratulations!

You have just completed your registration at OpenAire.

Before you can login to the site, you will need to activate your account. An e-mail will be sent to you with the proper instructions.

Important!

Please note that this site is currently undergoing Beta testing.
Any new content you create is not guaranteed to be present to the final version of the site upon release.

Thank you for your patience,
OpenAire Dev Team.

Close This Message

CREATE AN ACCOUNT

Name:
Username:
Password:
Verify Password:
E-mail:
Verify E-mail:
*All Fields Are Required.
Please Verify You Are Human:
fbtwitterlinkedinvimeoflicker grey 14rssslideshare1
Ibrahim, Dzurizah
Languages: English
Types: Doctoral thesis
Subjects: HD28, H1
This research examines the relationship between the work and non-work lives of Malaysian public sector employees. The study sought to analyse how the interface between work and non-work life is influenced by both organisational contexts as well as the broader social and cultural context of Malaysia. As the research in the context have been under-investigated and the research subject usually adopts a single-level of analysis, therefore, this study is based on a multi-level analysis examining the interaction between the macro level (role of the State), meso level (the role of the organisations), with micro level influences (such as the individual‟s religious and cultural values) and how, in turn, these factors affect the ways in which employees organise their work and non-work lives. The research is conducted in three organisations and includes 71 in-depth interviews. Each organisation chosen reflected different workforce compositions in terms of gender, ethnicity, age and religious backgrounds. A multi-level perspective demonstrates how structural factors are significant when examining how actors are either enabled or constrained in their ability to manage the relationship between work and non-work. The findings of this study demonstrate that the State, organisations (through their different working practices, working hours and organisational cultures), religious and cultural values as well as the range of familial, communal and institutional supports influence how employees organise their work and non-working lives. Within the Malaysian context, religious and cultural values emphasise the dual commitment of work and non-work lives for employees. Thus, the study highlights how this context affects management‟s decisions and employees‟ expectations and experiences. This study also found that work/non-work life approaches vary at the meso level because of different organisational contexts. Finally, the nature of the relationship between work and non-work varies according to the strategies which workers adopt. Variations of work/non-work integration identified among workers in the study demonstrates that some achieve partial to full integration, whereas others either experience conflictual relations between work and home, or develop strategies to segment work and non-work. Thus, the study identified different degrees of satisfaction and dis-satisfaction with the relationship between work and non-work. Hence, work/non-work integration can be best viewed as a continuum. A multi-level examination of macro-, meso- and micro levels can provide critical learning points for policy makers and employers aware of the need to find culturally appropriate ways to enhance work/non-work integration as well as to alleviate the harmful effects of work/non-work conflict.
  • The results below are discovered through our pilot algorithms. Let us know how we are doing!

    • O‟Toole, B. J. (1993). The loss of purity: the corruption of public service in Britain. Public Policy and Administration. 8, 1-6.
    • Parasuraman, B. (2008). Qualitative case study in industrial relations research in Malaysia: Observations from the field. Asian Journal of Case Research. 1, 2, 85-100.
    • Parboteeah, K.P., Hoegl, M. & Cullen, J. (2009). Religious dimensions and work obligation: A country institutional profile model. Human Relations. 62, 1, 119- 148.
    • Patton, M. Q. (1987). How to use qualitative methods in evaluation. London; New Delhi: Sage Publications Inc.
    • Patton, M.Q. (2002). Qualitative research and evaluation methods. (3rd edition). Thousand Oaks, California: Sage Publications.
    • Perlow, L. A. (1995). Putting the work back into work/family. Group and Organization Management. 20, 2, 227-239.
    • Perrons, D. (2003). The new economy and the work-life balance: Conceptual exploration and a case study of new media. Gender, Work and Organization. 10, 1, 65-93.
    • Perry, J. L. & Rainey, H. G. (1988). The public-private distinction in organization theory: A critique and research strategy. Academy of Management Review. 182- 201.
    • Piotrkowski, C.S. (1979). Work and Family System. New York: Macmillan.
    • Piotrkowski, C.S., Rapoport, R. N. & Rapoport, N. (1987). Families and work. In Sussman, M. & Steinmetz, S. (eds.) Handbook of Marriage and the Family. (pp. 351-383). New York: Plenum.
    • Pisarski, A., Bohle, P. & Callan, V. (1998). Effects of Coping Strategies, Social Support and Work/non-work Conflict on Shift Worker‟s Health. Scandinavian Journal of Work, Environment and Health. 24, 3, 141-6.
    • Pocock, B. (2001). Having a life: Work, family, fairness and community. Centre for Labour Research: University of Adelaide.
    • Pratchett, L. & Wingfield, M. (1994). The public service ethos in local government: A research report. London: Commission for Local Democracy.
    • Pratchett, L. & Wingfield, M. (1996). Petty Bureaucracy and woolly-minded liberalism? The changing ethos of local government officers. Public Administration. 74, 639-656.
    • Raghuram, S., London, M., & Larsen, H. H. (2001). Flexible employment practices in Europe: Country versus culture. International Journal of Human Resource Management. 12, 5, 738-753.
    • Rapoport, R., Bailyn, L., Fletcher, J.K. & Pruitt, B. (2002). Beyond work-family balance. San Francisco: Jossey-Bass.
    • Ramasamy, N. & Rowley, C. (2008), Trade Unions in Malaysia: Complexity of a StateEmployer System. In Benson, J. & Zhu, Y. (eds), Trade Unions in Asia: An Economic and Sociological Analysis. London: Routledge.
    • Ransome, P. (1996). The work paradigm: A theoretical investigation of concepts of work. Aldershot, England: Avebury.
    • Ransome, P. (2007). Conceptualizing boundaries between “life” and “work”. International Journal of Human Resource Management. 18, 3, 374-386.
    • Ransome, P. (2008). „The Boundary Problem in Work-Life Balance Studies: Theorising the Total Responsibility Burden‟. In Warhurst, C., Eikhof, D.R. & Haunschild,
    • Reed, K. & Blunsdon, B. (2006). „Should Mothers Work? An International Comparison of the Effect of Religion on Women‟s Work and Family Roles‟. In Blyton, P., Blunsdon, B., Reed, K. & Dastmalchian, A. (ed.). Work-Life Integration. International Perspectives on the Balancing of Multiple Roles. (pp. 135-149). Hampshire; New York: Palgrave Macmillan.
    • Ren, X. & Foster, D. (2011). Women's experiences of work and family conflict in a Chinese airline. Asia Pacific Business Review. 17, 3, 325-341.
    • Robson, C. (1993). Real world research: A resource for social scientists and practitioner-researchers. Oxford, UK ; Cambridge, Mass., USA : Blackwell.
    • Ross, M. (2008). Oil, Islam and women. American Political Science Review. 102, 1, 107-123.
    • Rothbard, N.P., Philips, K. W. & Dumas, T.L. (2005). Managing Multiple Roles: Work-Family Policies and Individuals‟ Desires for Segmentation. Organization Science. 16, 3, 243-258.
    • Rowley, C., Yukongdi, V. & Wei, J. Q. (2010). Managing diversity: Women managers in Asia. In Ozbilgin, M. F. & Syed, J. Managing diversity in Asia: A research companion. (pp. 183 - 209). Cheltenham; Massachusetts: Edward Elgar Publishing Limited.
    • Rowley, C. & Yukongdi, V. (Eds) (2009). The Changing Face of Women Managers in Asia. London; New York: Routledge. 286
    • Ryen, A. (2004). Ethical Issues. In Seale, C., Gobo, G., Gubrium, J. F. & Silverman, D. (Eds.) Qualitative Research Practice. (pp. 217-229). London: Sage Publications.
    • Saarvala, E. (2006). Presenteeism: The latest attack on economic and human productivity. Accessed August 23, 2010 from http://www.supportingadvancement.com/employment/general/saarvala_presente eism.htm
    • Salamon, M. (2000). Industrial Relations. Theory and Practice. (Fourth Edition). England: Prentice Hall Financial Times.
    • Samad, S. (2006). Assessing the effects of work and family related factors on women well-being. Journal of American Academy of Business. 9, 1, 52-57.
    • Sanjay & Ayob, M. R. (2003). Ethical values in qualitative research. Paper presented at the 2nd Qualitative Research Convention: Theory and Practice on 22-23 October at Petaling Jaya, Selangor, Malaysia.
    • Saunders, M. et.al (1997). Research Methods for Business Students, (second edition), London: Financial Times, Prentice Hall.
    • Sayer, A. (1984). Method in social science: A realist approach. London : Hutchinson.
    • Saraceno, C., Olagnero, M. and Torrioni, P. (2005). First European Quality of Life Survey: Families, Work and Social Networks. Dublin: European Foundation for the Improvement of Living and Working Conditions.
    • Schaufeli, W.B. and Bakker, A.B. (2004) Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. Journal of Organizational Behavior. 25, 3, 293-315.
    • Schor, J. B. (1992). The overworked American: The unexpected decline of leisure time. New York: Basic Books.
    • Schneider, B. (1990). The climate service: An application of the climate construct. In Schneider, B. (ed). Organisational Culture and Climate. (pp. 383-412). San Francisco: Jossey-Bass.
    • Schwandt, T. A. (1998). Constructivist, interpretivist approaches to human inquiry. In Denzin, N. K. & Lincoln, Y. S. (eds). The Landscape of Qualitative Research. Theories and Issues. (pp. 221-259). London: Sage.
    • Schwandt, T. A. (2001). Dictionary of qualitative inquiry. (2nd edition). Thousand Oaks; London; New Delhi: Sage Publications.
    • Sivakumar, K. & Nakata, C. (2001). The Stampede Toward Hofstede‟s Framework: Avoiding the Sample Design Pit in Cross-Cultural Research. Journal of International Business Studies. 32, 3, 555-574.
    • Sorj, B., Fontes, A, Carusi, D. & Quintaes, G. (2004). Reconciling work and family: Issues and policies in Brazil. Conditions of Work and Employment Programme Series No.8. Geneva: International Labour Organization.
    • Small, S. A. & Riley, D. (1990). Toward a multidimensional assessment of work spillover into family life. Journal of Marriage and the Family. 52, 1, 51-61.
    • Smithson, J., Lewis, S., Cooper, C. & Dyer, J. (2004). Flexible working and the gender pay gap in the accountancy profession. Work, Employment and Society. 18, 1, 115-135.
    • Srivastava, P. & Hopwood, N. (2009). A Practical Iterative Framework for Qualitative Data Analysis. International Journal of Qualitative Methods. 8,1, 76-84.
    • Squirchuk, R. & Bourke, J. (1999). Gender Equity: From Equal Opportunity in Employment to Family-friendly Policies and Beyond. In Hass, L., Hwang, P. & Russell, G. (Eds). Organisational Change and Gender Equity: International Perspective on Fathers and Mothers at the Workplace. (pp.119-134). Thousand Oaks, CA: SAGE.
    • Stake, R. E. (2003). Case studies. In Denzin, N.K. & Lincoln, Y.S. (eds.) Strategies for Qualitative Inquiry. (2nd edition). Thousand Oaks; London; New Delhi: Sage Publications.
    • Stivens, M. (2006). „Family values‟ and Islamic revival: Gender, rights and state moral projects in Malaysia. Women‟s Studies International Forum. 29, 354-367.
    • Sterns, H. L. & Huyck, M. H. (2001). Midlife and work. In Lachmans, M. E. (ed.). Handbook of Midlife Development. (pp. 447-486). New York: Wiley.
    • Sturges, J. & Guest, D. (2004). „Working to Live or Living to Work? Work/Life Balance Early in the Career.‟ Human Resource Management Journal. 14, 4, 5- 20.
    • Subramaniam, G. & Selvaratnam, D. P. (2010). Family-friendly policies in Malaysia: Where we are? Journal of International Business Research. 9, 1, 43-55.
    • Sutton, K. L., & Noe, R. A. (2005). Family friendly programs and work-life integration: More myth than magic? In Kossek, E. E. & Lambert, S. J. (Eds.). Work and life integration: Organizational, cultural and individual perspectives. (p. 151-170). Mahwah, NJ: Lawrence Erlbaum Associates.
    • Tailby, S., Richardson, M., Danford, A., Stewart, P. and Upchurch, M. (2005). „Workplace Partnership and Work-Life Balance: A Local Government Case Study‟. In Houston, D.M. (ed.). Work-Life Balance in the 21st Century. (pp. 189-210). Hampshire; New York: Palgrave Macmillan.
    • Tayeb, M. (1997). Islamic revival in Asia and human resource management. Employee Relations. 19, 4, 352-364.
    • Taylor, R. 2002. The future of work-life balance. ESRC Future of Work Programme Seminar Series. Economic and Social Research Council: Swindon.
    • Tietze, S., Musson, G. & Scurry, T. (2006). „Improving Services, Balancing Lives? A Multiple Stakeholder Perspective on the Work-Life Balance Discourse. In Blyton, P., Blunsdon, B., Reed, K. & Dastmalchian, A. (ed.). Work-Life Integration. International Perspectives on the Balancing of Multiple Roles. (pp. 180-195). Hampshire; New York: Palgrave Macmillan.
    • Van Daalen, G., Willemsen, T.M. and Sanders, K. (2006) Reducing work-family conflict through different sources of social support. Journal of Vocational Behavior. 69, 3, 462-76.
    • Van Maanen, J. (1998). Qualitative studies of organization. Thousand Oaks, California: Sage Publications.
    • Valcour, M. (2007). Work-based resources as moderators of the relationship between work hours and satisfaction with work-family balance. Journal of Applied Psychology 92, 6, 1512-23.
    • Valcour, P.M. & Hunter, L.W. (2005). „Technology, Organizations, and Work-Life Integration‟. In Kossek, E.E. & Lambert, S.J. (eds.). Work and Life Integration. Organizational, cultural and individual perspectives. (pp. 61-84). Mahwah, New Jersey: Lawrence Erlbaum Associates.
    • Warhurst, C., Eikhof, D.R. & Haunschild, A. (2008). (eds.). Work Less, Live More? Critical Analysis of the Work-Life Boundary. Hampshire; New York: Palgrave Macmillan.
    • Wass, V. and Wells, P. (1994). Principles and practice in business and management research. Dartmouth: Dartmouth Publishing.
    • Watson, I., Buchanan, J., Campbell, I. & Briggs, C. (2003). Fragmented Futures: New Challenges in Working Life. Sydney: The Federation Press.
    • Wilensky, H. (1960). Work, career, and social integration. International Social Science. 12, 543-560.
    • Wong, S.C.K. & Ko, A. (2009). Exploratory study of understanding hotel employees‟ perception on work-life balance issues. International Journal of Hospitality Management. 28, 2, 195-203.
    • Wray, D. (1996). Paternalism and its discontents: A case study. Work, Employment and Society. 10, 4, 701-715.
    • Yang, N. (2005). Individualism-collectivism and work-family interface: A Sino-US comparison. In S. A. Y. Poelmans (Ed.). Work and family: An international research perspective (pp. 287-319). London: Lawrence Erlbaum.
    • Yin, R. K (2009). Case study research: Design and methods. (4th edition). Thousand Oaks, California: Sage Publications.
    • _______ (2003). Case study research: Design and methods (3rd edition). Thousand Oaks, California: Sage Publications.
    • 1. Preliminary stage: Interview with Human
  • No related research data.
  • Discovered through pilot similarity algorithms. Send us your feedback.

Share - Bookmark

Cite this article