The Relationship Of Work-Life Balance, Work- Life Conflict And Intention To Leave Among Female Academicians: The Case Of Universiti Sains Malaysia
Work-life balance (WLB) has become one of the decisive issues to be deliberated by organization. It currently occurs in 21st century where there is greater struggle and intensification of balancing between work and life. Indeed, very few researches are found in WLB area to support the issues arise....
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| Format: | Thesis |
| Language: | en_US |
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| Summary: | Work-life balance (WLB) has become one of the decisive issues to be deliberated by organization. It currently occurs in 21st century where there is greater struggle and intensification of balancing between work and life. Indeed, very few researches are found in WLB area to support the issues arise. Precisely, it ensues within the population of women which hold various responsibilities at working place as well as a backbone of the family management. The involvement of women into corporate world is undeniably has contributed to the country’s economic growth through their professionalism. However, the failure of balancing between work and life may bring hazardous effects to organization, country’s economic growth as well as to their social life. Due to this, work-life conflict (WLC) will draw intention to leave (ITL) from organization and even worse, triggering actual turnover. Realizing these costly implications truly develop a huge alarm in conducting research in WLB area which focuses on working women and aims to prove as well as reducing the ITL among them. Suitable measures need to be absorbed into the organization to provide positive, harmony, and balance between work and life of working women. Importantly, the result will mainly reflect the relationship of WLB on ITL among working women. It is believed that well and balanced between work and life will result in lowest or none level of ITL among working women. Thus, the purpose or objective of the study is to identify the relationship of WLB practices, WLC experience, and ITL as well as to evaluate the significant difference in the mean of ITL scores for both married and unmarried women lecturers. The research involved altogether 677 women lecturers at Penang campus and used stratified sampling technique to reduce bias in getting respondents. The questionnaires was first given to the USM management and further distributed to the women lecturer of Penang campus through email. The questionnaires were then followed up from time to time until final response. The result reported positive relationship between WLB and ITL (r=.499), and negative relationship between WLC and ITL (r=-.501). Meanwhile, independent t-test reported mean difference = .44, 95% CI: –.80 to 1.69 (eta squared =0.04) which showed no significant difference in the mean of ITL scores for married and unmarried women lecturers at USM Penang. Consequently, the findings will eventually contribute and serve as a guideline to the organization in providing balance working atmosphere to the working women. Additionally, it will also serve the purpose and contribute to Malaysian government by recommending the needs of work-life balance among working women. Subsequently, Malaysia may deliver suitable policies to be implemented by organization and ultimately develop its economic growth. By the same token, it will benefit the future researcher by providing knowledge conceptually and theoretically between work-life balance and intention to leave among working women. |
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