WOMEN AT WORK: Perspective on Workplace and Family

WOMEN AT WORK: Perspective on Workplace and Family

Editors

ROSNAH ISMAlL MAHMOOD NAZAR MOHAMAD

NORAINI M.NOOR

PenerbitJIJfl6. Kota Kinabalu • Sabah • 2007 http;l!www.ums.edu.my.lpenerbit

V Universiti Malaysia Sabah, 2007

All rights reserved. Except as permitted by Act 332, Malaysian Copyright Act of 1987, no parts of this publication may be reproduced or distributed in any from or by any means, or stored in a data base or retrieval system.

without prior written permission from the Universiti Malaysia Sabah. Permission of rights subjected to royalty payment.

Perpustakaan Negara Malaysia Catalouging-in-Publication Data

Rosnah Ismail, 1953-Women at work: perspectives on workplace & family I Rosnah Ismail. ISB!'I983-26-t3-89-9 1. Women-Employment-Malaysia-Congresses. I. Title. 331.409595

Layout Artist: Dg Norazeze Ag Ahmad Cover Designer: Rosalind Ganis and Vencent Yong Type face for text: Times New Roman Text type and leading size: 11I13.2point

Printed by: Capital Associates Printing (S) Sdn. Bhd.

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CONTENTS

TABLE OF CONTENTS LIST OF TABLES LIST OF FIGURES FOREWORD PREFACE

1. Work-to-Family Conflict Among Female Physicians: It's Mediating Role In The Relationship Between Supervisor Support and Job Performance Aminah Ahmad, Maznah Baba

2. The Influence of Gender and Marital Duration On The Perception of Marital Problems of Professionals in Sabah Lee Chee Keong, Rosnah Ismail

3. The Differences Between Educational Attainment and Employment Participation of Bidayuh Men and Women in Development Novel Lyndon, Maimunah Ismail, Jegak Vii, Khairuddin Idris

4. Work, Family, and Women's Well-Being: The Malaysian Scenario Noraini M. Noo,.

5. Work-Family Imbalances Faced By Working Mothers: A Cross-Cultural Qualitative Study Within International Islamic University Malaysia (HUM) Elma Berisha

6. How Do Women Cope With Sexual Harassment At Workplace:An Organizational Perspective Sabitha Marican, Nasrudin Mohammed

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v vii x xi xiii

1

17

41

65

89

119

7. Sexual Harassment Training At Workplace: A Gender Perspective Sabilha Marican

8. Burnout dan Kepuasan Kerja Dalam Kalangan Pensyarah Wanita Norslulmsinar Samsudin, Suzyanl] Mohd Shokory, Hani SaJinas MoM Husin, RusU:a Yalurya

9. Kekuatan Usahawan Wanita - Satu Kajian Perbandingan HahiMla Elitls, 7Aidmol Akmaliah Lope Pihie, Noran FauzjQh Yaalcub

10. Tekanan Kerja dan Kemurungan Jururawat Wanita: Kesannya Ke Atas 1ndividu. Keluarga, dan Masyarakat Hazalizah Hamzah

11. Polemik Antara Hasrat dan Realiti Wanita Bekerjaya Terhadap Keberkesanan Pengurusan Keluarga Hj Huzili Hj Ilussin. Shuhairimi Abdullah, Noor &lwani Russin

12. Wanita Belcerjaya:Kesan Tekanan Rumah Tangga Terhadap Komitmen Kerja RozjlQ Abdul Talib, Nur Syakiran Alemal Ismail, Nor RiZ/l Maislurh

CONCLUSION ABOUT THE AUTHORS

vi

135

153

175

189

217

243

263 265

LIST OF TABLES

Table Page

1.1 Characteristics of respondent 6

1.2 Distribution of physicians by level of work-to-family conflict, supervisor support and job performance 10

1.3 Means, standard deviations, and intercorrelations of the variables 10

1.4 Results of multiple regression analyses 10

2.1 Statistics of age, marital duration, and number of children of 359 participants 28

2.2 Race, religion, highest educational achievement, and job status of 359 participants 29

2.3 Correlation matrix of predictor and outcome variables 30

2.4 Correlation matrix of predictor and outcome variables 31

3.1 Description of participants 49

4.1 Fit indices of the competing models 76

4.2 A summary of standardized causal effects of the health of Group 1 (n = 117) 78

4.3 A summary of standardized causal effects of the health of Group 2 (n = 146) 80

4.4 A summary of standardized causal effects of the health of Group 3 (n = 126) 81

7.1 Comparison of sexual harassment perception between experimental and control group 141

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8.1 Bacaan skor dalam MBI-ES bagi kategori maklum 160 balas untuk keletihan emosi. dipersonalisasi. dan pencapaian peribadi

8.2 Taburan responden mengikut jawatan. taraf perkahwinan. tempoh berkhidmat, dan umur 162

8.3 Tahap burnout mengikut kategori keletihan emosi. dipersonalisasi. dan pencapaian peribadi 163

8.4 Analisis perbezaan di antara tahap burnout mengikut umur 164

8.5 Analisis perbezaan di antara tahap burnout mengikut taraf perkahwinan 164

8.6 Analisis perbezaan di antara tahap burnout mengikut tempoh berkhidmat 165

8.7 Tahap kepuasan kerja 165

8.8 Hubungan di antara tahap burnout dengan kepuasan kerja 166

8.9 Hubungan di antara tahap burnout dari aspek keletihan emosi. dipersonalisasi. dan pencapaian dengan kepuasan k~a 166

9.1 Perbandingan tret personaliti usahawan mengikut jantina 180

9.2 Keputusan ujian t bagi menunjukkan perbezaan keperluan perdampingan antara usahawan lelaki dan wanita 182

10.1 Taburan markat tekanan kerja umum mengikut kerjaya 194

10.2 Taburan markat tekanan kerja jururawat 194

10.3 Taburan markat kemurungan mengikut kerjaya 195

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10.4 Ringkasan ANOYA Sehala untuk perbezaan tahap tekanan kerja umum mengikut kerjaya 196

10.5 Ringkasan ANOYA Sehala untuk perbezaan tahap kemurungan mengikut kerjaya 197

10.6 Perbandingan post-hoc Tukey-B untuk min kemurungan antara kerjaya yang berbeza 197

10.7 Taburan markat kemurungan bagi kumpulan tekanan kerja jururawat rendah dan kumpulan tekanan kerja jururawat tinggi 198

10.8 Punca tekanan kerja mengikut keutamaan bagi sampel jururawat 198

11.1 Skor min hasrat wanita bekerjaya 227

11.2 Skor min realiti wanita bekerjaya 229

11.3 Perbandingan skor min hasrat dan realiti wanita bekerjaya terhadap pengurusan keluarga 230

11.4 Skor min faktor penyumbang permasalahan keluarga 232

11.5 Skor min tindakan yang diambil apabila menghadapi masalah keluarga 234

LIST OF FIGURES

Figure Page

2.1 Factors influencing the perception of issues in 24 marital interaction

4.1 A model of the hypothesized relationships 72

4.2 The relationship between demographic, personality, role 73 variables, work-family conflict, and well-being (only significant path coefficients are shown, p<.05)

4.3 The relationship between roles, personality, social 74 factors, and well-being

4.4 Theoretical model of reported well-being 75

4.5 Estimated model 2 (N = 389) 77

4.6 Revised model (n = 117) 79

4.7 Revised model (n = 146) 79

4.8 Revised model 2 80

7.1 GLM score plot for men's perception sexual 142 harassment

7.2 GLM score plot for women sexual harassment perception estimated marginal means of MEASURE-l 143

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FOREWORD

T he importance of drawing attention to issues pertaining to women cannot be overstated. Although the number of employed women in Malaysia is not as high as in other Southeast Asian countries, it is

increasing steadily. Currently, at institutions of higher learning, female students have outnumbered the males leading to many entering the labor market after their studies. However, even in employment, women are still expected to be primarily responsible for the home and children. In reality then, they have two jobs; inside and outside the home. Due to the multiple demands of work and family, many experience overload and conflict between work and family.

The papers selected in this volume reflect the concerns of Malaysian women in combining work and family. The titles on work-family conflict, work-family imbalance, marital problems, burnout, depression, sexual harassment, household pressure reflect some of the central concerns of women. Although these papers weigh heavily on the negative effects of combining roles, it should be noted that occupying mUltiple roles may not necessarily be detrimental to women's health. Multiple roles also have beneficial effects and these are reflected in buffering, added income, social support, increase exposure, increase opportunities to build self-efficacy, expanded frame of reference, increase self-complexity, independence, empowerment, etc. Some women may even find that combining roles, though demanding, is satisfying, especially when manage well. Others may experience some stress, while still others may feel that these demands can be reduced.

Women's lives are complex, with many factors working together to influence their perceptions of the various aspects of their lives. For example, in considering the effect of women's roles, one needs to consider not only the experiences within the roles, but also the relationship between the spouses, children, and other family members. These aspects are especially important in the Malaysian context because once women are married; they are also 'married' to their husbands' family. Relationships normal1y extend beyond that of husband and wife to include the many other relations in the family, including in-laws, siblings of spouse, and the extended kin. These relationships can provide both support and heartaches to the women. Support from the husband, within the workplace, within one's community, can all have implications on the women. In addition,

women's personality, socialization, and religion are other factors that can impact upon their perception and well-being. Thus, in considering women's lives, a multitude of factors, both within the immediate work and family domains as well as those outside these two domains need to be taken into account because they each may enrich and give meaning to women's roles.

With this publication, it is hoped that more debate relating to women's issues will ensue and that these feedbacks will be put to good use for the benefit and progress of women.

Prof. Datuk Dr. Mohd. Noh bin Dalimin Vice-Chancellor Universiti Malaysia Sabah

PREFACE

Psychology touches every angle of our Ii ves, from the self to the family and to society as a whole. In Malaysia, the practices of psychology are quite limited due to small number ofhigbly trained psychologists

and because the general public is unaware of what psychologists really do. The rapid economic development of the last three decades has brought about changes in the traditional family life style of the Malaysians leading to diverse social and psychological problems. Life for women has changed radically by the many inventions, access to education, the different world­views, entry into professions once exclusively reserved for men, and the development of the world and others. The daily onslaught in the media concerning cases of domestic violence, incest, baby dumping, addiction, teenage pregnancies, murders, suicides, harassed workers, abused wives and children, increasing divorced rate, have all contributed into bringing psychology into the limelight. The Biennial National Conference of the Malaysian Psychological Association (PSIMA) was timely in addressing these changes that can be seen in the societal gender-role prescriptions, the composition of the workforce, and the attitudes and values of men and women. Women, however, are more strongly affected by these changes because even when employed, they are still primarily responsible for the home and family. As they have to juggle many roles, the potential for conflict and stress also increase.

The conference was hosted for the first time by the Psychology and Social Health Research Vnit, Vniversiti Malaysia Sabah (VMS) from July 31-August 2, 2005. The aim of the conference was to deliberate on these women issues and other sundry everyday stressors that result from the so-called economic prosperity and modern living and their relationship to individuals' well-being. Thus, the theme of the conference, "Perspective in Psychology and Women Development: Challenges and Expectations" was apt and fitting.

The seminar was inaugerated by YAB Datuk Seri Musa Hj. Aman, the Chief Minister of Sabah, and Professor Datuk Dr. Mohd. Noh Dalimin, the Vice-Chancellor of the V niversiti Malaysia Sabah did the closing honors. In the opening address, Datuk Seri Musa Hj. Arnan made the call of Institutes of Higher Learning to carry out long-term studies on women's issues to establish strong bases for the understanding of individuals and action plans to address problems faced by women. In the first keynote address, Professor Datin Dr. Noran Fauziah Yaakob, then the President of PSIMA, presented

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the challenges facing by working women such as work stress. discrimination. stereotyping.social isolation and sexual harassment. She proposed suggestions to counter those challenges via proactive actions that women should take within their families. more humane workplaces that acknowledge the importance of women' s non-work roles. as well as larger macro policies that support a more balanced work and family life.

In all. 124 papers were presented related to different a .. pects of women issues and 12 of these papers were selected for publication in this flfSt series of Book of Reading based of the themes (no adverse opinion was implied regarding the unselected papers). The compilation of these papers under the theme "Women at Work: Perspectives on Workplace and Family" in the Book of Reading is essential and valuable as part of the women development legacy across states. This book provides an essential platfonn for women researchers to share their findings. experiences. hopes. and aspirations. It serves as a rich resource of research. experience. knowledge and skills, which will guide women academics and researchers in their quest to become innovators in the field of higher education.

Lastly, the editorial committee would like to thank the UMS for financial suppon in the preparation and publication of this book. The Malaysian Psychological Association (PSIMA), the paper contributors and all staffs of the Psychology and Social Health Research Unit, UMS who have worked very hard to make the conference a success.

Rosnah Ismail Mahmood Nazar Mohamad Noraini M. Noor

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WORK-TO-FAMILY CONFLICT AMONG FEMALE PHYSICIANS: IT'S MEDIATING ROLE IN THE

RELATIONSHIP BETWEEN SUPERVISOR SUPPORT AND JOB PERFORMANCE

ABSTRACT

Aminah Ahmad, Maznah Baba Universiti Putra Malaysia

With the increase in dual-career households, there has been an increased concern over the interrrole conflict that employees are experiencing as they try to balance the

demands of work and family roles. Recognizing the impact of the conflict on job performance and the need for supervisor support, this study examines the work-to-family conflict experienced by female physicians, the supervisor support they received and their job performance. This study also examines the interrelationships between these variables, and the potential mediating role of work-to-family conflict in the relationship between supervisor support and job performance. Data were gathered from 231 married female physicians, aged 45 and below, from 14 public hospitals in Malaysia using self­administered questionnaires, and the data were analysed using correlation and multiple regression analyses.

Results of correlation analyses reveal that work-tojamily conflict is negatively related to supervisor support (r=-.15; p<.05) and job performance (r=-.18; p<.01), and supervisor support is positively related to job peiformance (r=.23; p<.OO1). Results of regression analyses indicate that work-to{amily conflict partially mediates the relationship between supervisor support and job peiformance. Supervisor support leads to a reduction in work-to{amily conflict (r =-.15; p<.05) which in turn leads to an increase in the level of job performance (r =-.14; p<.05). An increase in the level of supervisor support directly increases the level of job peiformance ( r =.21; p<.OJ). The significant effects of supervisor support on work-to-family conflict and job peiformance suggest the importance of providing social support at the workplace. The significant effect of work- family conflict on job performance implies the need for interventions to help physicians reduce the conflict that they experience.