AN OVERVIEW OF THE STATE INFLUENCES ON WORKERS’ WORK-LIFE INTEGRATION IN MALAYSIA

Year 2015, Volume: 1 Issue: 2, 163 - 173, 31.08.2015

Dzurizah Ibrahim

https://doi.org/10.18769/ijasos.51674

Cited By: 2

Abstract

This paper focuses on the role of the State as a policy maker in the emergence and development of work/non-work policies in the Malaysian public sector organizations. State policies on work/non-work provisions can play an important role in determining the way workers manage their work/non-work lives. Adopting qualitative case study in three public sector organizations in Sabah, Malaysia, findings show that the State, as a policy maker, is the main provider of work/non-work arrangements for public sector workers. It is evident that the role of the State is not just important in terms of providing work/non-work provisions such as maternity / paternity / parental leaves but also in implementing and supporting beneficial work practices and arrangements e.g. flextime and crèche. Although these arrangements were found to be beneficial, particularly for workers with young children in integrating their work-life responsibilities, this study also found that the needs of single workers with parental/siblings commitment were not met by the State. Additionally, familial and communal supports are also expected to be available outside the work environment.

Keywords: Work-life integration; The State; Public sector policy; Workers; Malaysia.

Keywords

Work-life integration; The State; Public sector policy; Workers; Malaysia

LIFE INTEGRATION IN MALAYSIA

Abstract

References

• Blunsdon, B. & McNeil, N. (2006). State Policy and Work-Life Integration: Past, Present and Future Approaches. In Blyton, P., Blunsdon, B., Reed, K. & Dastmalchian, A. (eds.). Work-life integration. International perspectives on the balancing of multiple roles. (pp. 63-81). Hampshire; New York: Palgrave Macmillan.
• Coussey, M. (2000). Getting the Right Work-Life Balance. Implementing Family-Friendly Practices. London: Chartered Institute of Personnel and Development.
• Den Dulk, L. (1999). Employers and Parental Leave: A Comparative Analysis. In Peter Moss, & Fred Deven (Eds.), Parental Leave in Europe: Progress or Pitfall? Brussels: NIDI/CBGS Publications.
• Dex, S. & Smith, C. (2002). The Nature and Pattern of Family-Friendly Employment Policies in Britain. Bristol: The Policy Press
• Economic Planning Unit, 2006. Ninth Malaysia Plan (Rancangan Malaysia Kesembilan). Kuala Lumpur: Kerajaan Malaysia.
• (2011). The Malaysian Economy in Figures: Area, Number of Population and Workforce (Kawasan, Bilangan Penduduk dan Tenaga Kerja). Accessed on April, 1, 2012 available at http://www.epu.gov.my.
• Fagnani, J. (2005). The 35-hour laws and the work and family life balance in France. Accessed on April 2010 available at http://www.worklifelaw.org.pubs/FESWorkingTimePublication.pdf.
• Glass, J.L. and Estes, S.B. (1997). ‘The Family Responsive Workplace’. Annual Review of Sociology. 23.
• Hardman, Y. (1998). State Policy and Gender Contracts: The Swedish Experience. In Drew, E., Emereck, R. & Mahon, E. (Eds.). Women, Work and the Family in Europe. (pp. 36-46). London: Routledge.
• Hassan, Z., Dollard, M. F. & Winefield, A. H. (2010). Work-Family Conflict in East vs. Western Countries. Cross Cultural Management: An International Journal. 17 (1).
• Hofstede, G. (1994). Cultures and Organizations: Intercultural Cooperation and Its Importance for Survival, Software of the Mind. London: HarperCollins.
• Ibrahim, D. (2015). ‘An Overview of Work-Life Management Practices from Malaysian Perspective’. International Business Management.9 (4).
• Korabik, K. Lero, D. S. & Ayman, R. (2003). “A Multi-level Approach to Cross Cultural Work–Family Research A Micro and Macro Perspective”. International Journal of Cross Cultural Management. 3 (3).
• Kovacheva, S., Kabaivanov, S. & Andreev, T. (2007). Comparative Report on the Institutional Context of Work and Quality of Life. Utrecht: Universiteit Utrecht.
• Malaysian Department of Statistic (2011). Labour Force Survey. Putrajaya: Department Statistics of Malaysia.
• Morris-Stiff, G.J., Sarasin, S., Edwards, P., Lewis, W.G. and Lewis, M.H. (2005). “The European Working Time Directive: One for All and All for One?” Surgery. 137 (3).
• Omar, A. & Davidson, M. J. (2001). “Women in Management: A Comparative Cross-Cultural Overview”. Cross Cultural Management. 8, (3 / 4).
• Poelmans, S.A.Y., Chinchilla, N., & Cardona, P., 2003. “The Adoption of Family-Friendly HRM Policies: Competing for Scarce Resources in the Labour Market”. International Journal of Manpower. 24 (2).
• Poelmans, S.A.Y. & Sahibzada, K. (2004). “A Multi-Level Model For Studying The Context And Impact Of Work–Family Policies And Culture In Organizations”. Human Resource Management Review. 14.
• Raghuram, S., London, M., & Larsen, H. H. (2001). “Flexible Employment Practices in Europe: Country versus Culture”. International Journal of Human Resource Management. 12 (5).
• 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.
• 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.
• Subramaniam, G. & Selvaratnam, D. P. (2010). “Family-Friendly Policies in Malaysia: Where We Are?”. Journal of International Business Research. 9 (1).
• Thornthwaite, L. (2004). “Working Time and Work–Family Balance: A Review of Employees’ Preferences”. Asia Pacific Journal of Human Resources. 42 (2).
• UNESCAP (2007). United Nations Economic and Social Commission for Asia and the Pacific Annual Report. Bangkok: UNESCAP.
• Warhurst, C., Eikhof, D.R. & Haunschild, A. (2008). Work Less, Live More? Critical Analysis of the Work-Life Boundary. Hampshire; New York: Palgrave Macmillan.