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Year 2018, Volume: 5 Issue: 2, 100 - 109, 13.07.2018

Kitt-yeang Siew Mazuwin Haja Maideen Thilageswary Arumugam Shamini Arumugam

https://doi.org/10.17261/Pressacademia.2018.829

Abstract

References

  • Abidin, Z. Z., Rashid, A.A. & Jusoff, K. (2009). The ‘Glass Ceiling’ Phenomenon for Malaysian Women Accountants. Asian Culture and History, vol. 1, no. 1, pp.38-44.
  • Adekola, B. (2011). Career Planning and Career Management as Correlates for Career Development and Job Satisfaction: A Case Study of Nigerian Bank Employees. Australian Journal of Business and Management Research, vol. 1, no. 2, pp.100-112.
  • Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E. & Lima, L. (2004). Career Benefits Associated with Mentoring for Protégés: A Meta-Analysis. Journal of Applied Psychology, vol. 89, no. 1, pp.127-136.
  • Anderson, A. N. (2007). Investigating Career Barriers of Women of Colour in the 21st Century. PhD diss., Capella University, U.S.
  • Armijio, R. J. (2009). The Challenges of Professional Hispanic Women Related to Personal Life, Family, Education, and Profession. PhD diss., Walden University, U.S.
  • Bagilhole, B. & White, K. (2011). Toward Interventions for Senior Women in Higher Education. In Gender, Power and Management: A Cross-Cultural Analysis of Higher Education, eds. Bagilhole, B. & White, K. Basingstoke: Palgrave Macmillan.
  • Bilmoria, D., Godwin, L. & Zelechowski, D. D. (2007). Influence and inclusion: a framework for researching women’s advancement in organisations. In Handbook on Women in Business and Management, eds. Bagilhole, B. & White, K. Basingstoke: Palgrave Macmillan.
  • Bombuwela, P. M. & Chamaru, D. A. A. (2013). Effects of Glass Ceiling on Women Career Development in Private Sector Organisations – Case of Sri Lanka. Journal of Competitiveness, vol. 5, no. 2, pp.3-19.
  • Broadbridge, A. (2008). Senior careers in retailing: An exploration of male and female executives’ career facilitators and barriers. Gender in Management: An International Journal, vol. 23, no. 1, pp.11-35.
  • Burke, R. J. & Karambayya, R. (2004) Women in management in Canada. In Women in Management Worldwide: Facts, Figures, and Analysis, eds. Davidson, M. J. & Burke, R. J. Aldershot: Ashgate.
  • Burke, R. J., Koyuncu, M. & Fiksenbaum, L. (2007). Career priority patterns among managerial and professional women in Turkey: Benefits of putting career first?. Women in Management Review, vol. 22, no. 5, pp.405-417.
  • Coleman, M. (2010). Women-only (homophilous) networks supporting women leadership in education. Journal of Educational Administration, vol. 48, no. 6, pp.769-781.
  • Cross, C. & Linehan, M. (2006). Barriers to advancing female careers in high-tech sector: empirical evidence from Ireland. Women in Management Review, vol. 21, no. 1, pp.28-39.
  • Department of Statistics Malaysia (2016). Labour Force Survey Report, Malaysia, 2016. https://www.dosm.gov.my/v1/index.php?r=column/pdfPrev&id=SGZCNnMrWW9ZTEdpYys4YW0yRlhoQT09 (accessed 8 September 2017).
  • Department of Statistics Malaysia. (2016). Selangor. https://www.dosm.gov.my/v1/index.php?r=column/cone&menu_id=eGUyTm9RcEVZSllmYW45dmpnZHh4dz09 (accessed 8 September 2017).
  • Department of Statistics of Malaysia (2016). Malaysia. https://www.dosm.gov.my/v1/index.php?r=column/cone&menu_id=dDM2enNvM09oTGtQemZPVzRTWENmZz09 (accessed 8 September 2017).
  • Donaldson, S. I., Ensher, E. A. & Grant-Vallone, E. J. (2000). Longitudinal examination of mentoring relationships on organisational commitment and citizenship behaviour. Journal of Career Development, vol. 26, no. 4, pp.233-249.
  • Fletcher, J. K. & Ragins, B. R. (2007). Stone center relational cultural theory: A window on relational mentoring. In Handbook of mentoring at work, eds. Kram. K. E. & Ragins, B. R. Thousand Oaks: Sage.
  • Forret, M. L. & Dougherty, T. W. (2004). Networking behaviours and careers outcomes: Differences for men and women?. Journal of Organisational Behaviour, vol. 25, no. 3, pp.419-437.
  • Greenhaus, J. H., Collins, K. M. & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, vol. 63, no. 1, pp.510-531.
  • Jamali, D., Sidani, Y. & Safieddine, A. (2005). Constraints facing working women in Lebanon: an insider view. Women in Management Review, vol. 20, no. 8, pp.581-594.
  • Kargwell, S. (2008). Is the glass ceiling kept in place in Sudan? Gendered dilemma of the work-life balance. Gender in Management: An International Journal, vol. 23, no. 3, pp.209-224.
  • Kattara, H. (2005). Career challenges for female managers in Egyptian hotels. International Journal of Contemporary Hospitality Management, vol. 17, no. 3, pp.238-251.
  • Lin, N. (2001). Social Capital: A Theory of Social Structure and Action. United States: Cambridge University Press.
  • Maxwell, G. (2009). Mentoring for enhancing females’ career development: the bank job. Equal Opportunities International, vol. 28, no. 7, pp.561-576.
  • McCauley, C. D. (2005). The Mentoring Tool. Advances in Developing Human Resources, vol. 7, no. 4, pp.443-445.
  • McDowall-Long, K. (2004). Mentoring Relationships: Implications for Practitioners and Suggestions for Future Research. Human Resource Development International, vol. 7, no. 4, pp.519-534.
  • McElwee, G. & Al-Riyami, R. (2003). Women entrepreneurs in Oman: some barriers to success. Career Development International, vol. 8, no. 7, pp.339-346.
  • Miller, G. E. (2004). Frontier Masculinity in the Oil Industry: The Experience of Women Engineers. Gender, Work & Organisation, vol. 11, no. 1, pp.47-73.
  • Mordi, C., Andedoyin, H. & Ajonbadi, H. (2011). Impediments to Women Career Advancement: The Nigerian Experience. Economic Sciences Series, vol. 63, no. 2, pp.11-22.
  • Morrison, E. F. (2002). Newcomers’ relationships: The role of social network ties during socialisation. Academy of Management Journal, vol. 45, no. 6, pp.1149-1160.
  • Murphy, F. & Doherty, L. (2011). The experience of work life balance for Irish senior managers. Equality, Diversity and Inclusion: An International Journal, vol. 30, no. 4, pp.252-277.
  • Nies, C. & Wolverton, M. (2000). Mentoring Deans. Paper presented at the Annual Meeting of the American Educational Research Association, 24-28 April 2000, New Orleans.
  • Perriton, L. (2006). Does Women + a Network = Career Progression?. Leadership, vol. 2, no. 1, pp.101-113.
  • Ramaswari, A. & Dreher, G. F. (2007). The benefits associated with workplace mentoring relationships. In Blackwell handbook of mentoring: A multiple perspective approach, eds. Allen, T. D. & Eby, I. T. London: Blackwell.
  • Saadin, I., Ramli, K., Johari, H. & Harin, N. A. (2016). Women and Barriers for Upward Career Advancement – A Survey at Perak State Secretariat, Ipoh, Perak. Procedia Economics and Finance, vol. 36, no. 1, pp.574-581.
  • Sekaran, U. & Bougie, R. (2016). Research Methods for Business: A Skills Building Approach, 7th Edition, United Kingdom: John Wiley & Sons.
  • Shapiro, M., Ingols, C. & Blake-Beard, S. (2007). CGO Insights: Optioning in versus ‘opting out’: women using flexible work arrangement for career success. Boston: Simmons School of Management.
  • Shen, Y. & Kram, K. E. (2011). Expatriates’ developmental networks: network diversity, base, and support functions. Career Development International, vol. 16, no. 6, pp.528-552.
  • Singh, V., Vinnicombe, S. & Kumra, S. (2006). Women in formal corporate networks: an organizational citizenship perspective. Women in Management Review, vol. 21, no. 6, pp.458-482.
  • Subramaniam, D. & Arumugam, T. (2013). Barriers to Women Managers’ Career Progressions in Malaysian Government Link Companies (GLCs). Australian Journal of Basic and Applied Sciences, vol. 7, no. 2, pp.248-256.
  • Suseno, Y., Pinnington, A. H. & Gardner, J. (2007). Gender and the Network Structures of Social Capital in Professional-Client Relationships. Advancing Women in Leadership Online Journal, vol. 23, no. 1.
  • Tharenou, P. (2005). Does Mentor Support Increase Women’s Career Advancement More than Men’s? The Differential Effects of Career and Psychosocial Support. Australian Journal of Management, vol. 31, no. 1, pp.77-109.
  • Tlaiss, H. & Kauser, S. (2010). Perceived organisational barriers to women’s career advancement in Lebanon. Gender in Management: An International Journal, vol. 25, no. 6, pp.462-496.
  • Twomey, A. M., Linehan, M. & Walsh, J. S. (2002). Career progression of young female accountants: evidence from the accountancy profession in Ireland. Journal of European Industrial Training, vol. 26, no. 2/3/4, pp.117-124.
  • Valk, R. & Srinivasan, V. (2011). Work-family balance of Indian women software professionals: A qualitative study. IIMB Management Review, vol. 23, no. 1, pp.39-50.
  • Wanberg, C. R., Welsh, E. T. & Hezlett, S. A. (2003). Mentoring research: a review and dynamic process model. In Research in Personnel and Human Resource Management, eds. Martocchio, J. J. & Ferris, G. R. Oxford: Elsevier Science.
  • Wentling, R. M. (2003). The career development and aspirations of women in middle management – revisited. Women in Management Review, vol. 18, no. 6, pp.311-324.
  • Wood, G. J. & Lindorff, M. (2001). Sex differences in explanations for career progress. Women in Management Review, vol. 16, no. 4, pp.152-162.
  • Worrall, L., Harris, K., Steward, R., Thomas, A., & McDermott, P. (2010). Barriers to women in the UK construction industry. Engineering, Construction and Architectural Management, vol. 17, pp.268-281.
  • Yet-Mee, L., Peng, T. L. & Yin-Fah, B. C. (2013). A Study on Women’s Career Advancement in Malaysia. Journal of Human and Social Science Research, vol. 2, no. 1, pp.21-34.

A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA

Year 2018, Volume: 5 Issue: 2, 100 - 109, 13.07.2018

Kitt-yeang Siew Mazuwin Haja Maideen Thilageswary Arumugam Shamini Arumugam

https://doi.org/10.17261/Pressacademia.2018.829

Abstract

Purpose - There was a slight increase of women in Malaysia’s labor force in 2016. However, there are still some deep-rooted mind-sets that women are not proficient to be at the top of the corporate ladder. Women in many countries including Malaysia consistently face barriers in their career advancement as most of the top management are dominated by males. Therefore, this exploratory study examines the relationship between work-life balance, mentoring support and networking towards women’s career advancement in Malaysia.

Methodology - This survey uses convenient sampling methodology to conduct the survey of 110 female employees in Malaysia. Pearson Moment Correlation Coefficient and Multiple Regression Test were used to analyze the correlation between the independent and dependent variables.

Findings - The finding of the results shows that all three independent variables, work-life balance, mentoring support, and networking are positively correlated with the dependent variable, women career advancement.

Conclusion- Work-life balance, mentoring support, and networking is a crucial factor that affects the advancement of female in the workforce in Malaysia. Therefore, future surveys and organizations should focus on women career advancement as the Malaysia government has strived to increase the participation of female in the workforce.

Keywords

Women career advancement work-life balance mentoring support networking Malaysia

References

  • Abidin, Z. Z., Rashid, A.A. & Jusoff, K. (2009). The ‘Glass Ceiling’ Phenomenon for Malaysian Women Accountants. Asian Culture and History, vol. 1, no. 1, pp.38-44.
  • Adekola, B. (2011). Career Planning and Career Management as Correlates for Career Development and Job Satisfaction: A Case Study of Nigerian Bank Employees. Australian Journal of Business and Management Research, vol. 1, no. 2, pp.100-112.
  • Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E. & Lima, L. (2004). Career Benefits Associated with Mentoring for Protégés: A Meta-Analysis. Journal of Applied Psychology, vol. 89, no. 1, pp.127-136.
  • Anderson, A. N. (2007). Investigating Career Barriers of Women of Colour in the 21st Century. PhD diss., Capella University, U.S.
  • Armijio, R. J. (2009). The Challenges of Professional Hispanic Women Related to Personal Life, Family, Education, and Profession. PhD diss., Walden University, U.S.
  • Bagilhole, B. & White, K. (2011). Toward Interventions for Senior Women in Higher Education. In Gender, Power and Management: A Cross-Cultural Analysis of Higher Education, eds. Bagilhole, B. & White, K. Basingstoke: Palgrave Macmillan.
  • Bilmoria, D., Godwin, L. & Zelechowski, D. D. (2007). Influence and inclusion: a framework for researching women’s advancement in organisations. In Handbook on Women in Business and Management, eds. Bagilhole, B. & White, K. Basingstoke: Palgrave Macmillan.
  • Bombuwela, P. M. & Chamaru, D. A. A. (2013). Effects of Glass Ceiling on Women Career Development in Private Sector Organisations – Case of Sri Lanka. Journal of Competitiveness, vol. 5, no. 2, pp.3-19.
  • Broadbridge, A. (2008). Senior careers in retailing: An exploration of male and female executives’ career facilitators and barriers. Gender in Management: An International Journal, vol. 23, no. 1, pp.11-35.
  • Burke, R. J. & Karambayya, R. (2004) Women in management in Canada. In Women in Management Worldwide: Facts, Figures, and Analysis, eds. Davidson, M. J. & Burke, R. J. Aldershot: Ashgate.
  • Burke, R. J., Koyuncu, M. & Fiksenbaum, L. (2007). Career priority patterns among managerial and professional women in Turkey: Benefits of putting career first?. Women in Management Review, vol. 22, no. 5, pp.405-417.
  • Coleman, M. (2010). Women-only (homophilous) networks supporting women leadership in education. Journal of Educational Administration, vol. 48, no. 6, pp.769-781.
  • Cross, C. & Linehan, M. (2006). Barriers to advancing female careers in high-tech sector: empirical evidence from Ireland. Women in Management Review, vol. 21, no. 1, pp.28-39.
  • Department of Statistics Malaysia (2016). Labour Force Survey Report, Malaysia, 2016. https://www.dosm.gov.my/v1/index.php?r=column/pdfPrev&id=SGZCNnMrWW9ZTEdpYys4YW0yRlhoQT09 (accessed 8 September 2017).
  • Department of Statistics Malaysia. (2016). Selangor. https://www.dosm.gov.my/v1/index.php?r=column/cone&menu_id=eGUyTm9RcEVZSllmYW45dmpnZHh4dz09 (accessed 8 September 2017).
  • Department of Statistics of Malaysia (2016). Malaysia. https://www.dosm.gov.my/v1/index.php?r=column/cone&menu_id=dDM2enNvM09oTGtQemZPVzRTWENmZz09 (accessed 8 September 2017).
  • Donaldson, S. I., Ensher, E. A. & Grant-Vallone, E. J. (2000). Longitudinal examination of mentoring relationships on organisational commitment and citizenship behaviour. Journal of Career Development, vol. 26, no. 4, pp.233-249.
  • Fletcher, J. K. & Ragins, B. R. (2007). Stone center relational cultural theory: A window on relational mentoring. In Handbook of mentoring at work, eds. Kram. K. E. & Ragins, B. R. Thousand Oaks: Sage.
  • Forret, M. L. & Dougherty, T. W. (2004). Networking behaviours and careers outcomes: Differences for men and women?. Journal of Organisational Behaviour, vol. 25, no. 3, pp.419-437.
  • Greenhaus, J. H., Collins, K. M. & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, vol. 63, no. 1, pp.510-531.
  • Jamali, D., Sidani, Y. & Safieddine, A. (2005). Constraints facing working women in Lebanon: an insider view. Women in Management Review, vol. 20, no. 8, pp.581-594.
  • Kargwell, S. (2008). Is the glass ceiling kept in place in Sudan? Gendered dilemma of the work-life balance. Gender in Management: An International Journal, vol. 23, no. 3, pp.209-224.
  • Kattara, H. (2005). Career challenges for female managers in Egyptian hotels. International Journal of Contemporary Hospitality Management, vol. 17, no. 3, pp.238-251.
  • Lin, N. (2001). Social Capital: A Theory of Social Structure and Action. United States: Cambridge University Press.
  • Maxwell, G. (2009). Mentoring for enhancing females’ career development: the bank job. Equal Opportunities International, vol. 28, no. 7, pp.561-576.
  • McCauley, C. D. (2005). The Mentoring Tool. Advances in Developing Human Resources, vol. 7, no. 4, pp.443-445.
  • McDowall-Long, K. (2004). Mentoring Relationships: Implications for Practitioners and Suggestions for Future Research. Human Resource Development International, vol. 7, no. 4, pp.519-534.
  • McElwee, G. & Al-Riyami, R. (2003). Women entrepreneurs in Oman: some barriers to success. Career Development International, vol. 8, no. 7, pp.339-346.
  • Miller, G. E. (2004). Frontier Masculinity in the Oil Industry: The Experience of Women Engineers. Gender, Work & Organisation, vol. 11, no. 1, pp.47-73.
  • Mordi, C., Andedoyin, H. & Ajonbadi, H. (2011). Impediments to Women Career Advancement: The Nigerian Experience. Economic Sciences Series, vol. 63, no. 2, pp.11-22.
  • Morrison, E. F. (2002). Newcomers’ relationships: The role of social network ties during socialisation. Academy of Management Journal, vol. 45, no. 6, pp.1149-1160.
  • Murphy, F. & Doherty, L. (2011). The experience of work life balance for Irish senior managers. Equality, Diversity and Inclusion: An International Journal, vol. 30, no. 4, pp.252-277.
  • Nies, C. & Wolverton, M. (2000). Mentoring Deans. Paper presented at the Annual Meeting of the American Educational Research Association, 24-28 April 2000, New Orleans.
  • Perriton, L. (2006). Does Women + a Network = Career Progression?. Leadership, vol. 2, no. 1, pp.101-113.
  • Ramaswari, A. & Dreher, G. F. (2007). The benefits associated with workplace mentoring relationships. In Blackwell handbook of mentoring: A multiple perspective approach, eds. Allen, T. D. & Eby, I. T. London: Blackwell.
  • Saadin, I., Ramli, K., Johari, H. & Harin, N. A. (2016). Women and Barriers for Upward Career Advancement – A Survey at Perak State Secretariat, Ipoh, Perak. Procedia Economics and Finance, vol. 36, no. 1, pp.574-581.
  • Sekaran, U. & Bougie, R. (2016). Research Methods for Business: A Skills Building Approach, 7th Edition, United Kingdom: John Wiley & Sons.
  • Shapiro, M., Ingols, C. & Blake-Beard, S. (2007). CGO Insights: Optioning in versus ‘opting out’: women using flexible work arrangement for career success. Boston: Simmons School of Management.
  • Shen, Y. & Kram, K. E. (2011). Expatriates’ developmental networks: network diversity, base, and support functions. Career Development International, vol. 16, no. 6, pp.528-552.
  • Singh, V., Vinnicombe, S. & Kumra, S. (2006). Women in formal corporate networks: an organizational citizenship perspective. Women in Management Review, vol. 21, no. 6, pp.458-482.
  • Subramaniam, D. & Arumugam, T. (2013). Barriers to Women Managers’ Career Progressions in Malaysian Government Link Companies (GLCs). Australian Journal of Basic and Applied Sciences, vol. 7, no. 2, pp.248-256.
  • Suseno, Y., Pinnington, A. H. & Gardner, J. (2007). Gender and the Network Structures of Social Capital in Professional-Client Relationships. Advancing Women in Leadership Online Journal, vol. 23, no. 1.
  • Tharenou, P. (2005). Does Mentor Support Increase Women’s Career Advancement More than Men’s? The Differential Effects of Career and Psychosocial Support. Australian Journal of Management, vol. 31, no. 1, pp.77-109.
  • Tlaiss, H. & Kauser, S. (2010). Perceived organisational barriers to women’s career advancement in Lebanon. Gender in Management: An International Journal, vol. 25, no. 6, pp.462-496.
  • Twomey, A. M., Linehan, M. & Walsh, J. S. (2002). Career progression of young female accountants: evidence from the accountancy profession in Ireland. Journal of European Industrial Training, vol. 26, no. 2/3/4, pp.117-124.
  • Valk, R. & Srinivasan, V. (2011). Work-family balance of Indian women software professionals: A qualitative study. IIMB Management Review, vol. 23, no. 1, pp.39-50.
  • Wanberg, C. R., Welsh, E. T. & Hezlett, S. A. (2003). Mentoring research: a review and dynamic process model. In Research in Personnel and Human Resource Management, eds. Martocchio, J. J. & Ferris, G. R. Oxford: Elsevier Science.
  • Wentling, R. M. (2003). The career development and aspirations of women in middle management – revisited. Women in Management Review, vol. 18, no. 6, pp.311-324.
  • Wood, G. J. & Lindorff, M. (2001). Sex differences in explanations for career progress. Women in Management Review, vol. 16, no. 4, pp.152-162.
  • Worrall, L., Harris, K., Steward, R., Thomas, A., & McDermott, P. (2010). Barriers to women in the UK construction industry. Engineering, Construction and Architectural Management, vol. 17, pp.268-281.
  • Yet-Mee, L., Peng, T. L. & Yin-Fah, B. C. (2013). A Study on Women’s Career Advancement in Malaysia. Journal of Human and Social Science Research, vol. 2, no. 1, pp.21-34.
There are 51 citations in total.

Details

Primary Language English
Journal Section Articles
Authors

Kitt-yeang Siew This is me 0000-0001-5167-3940

Mazuwin Haja Maideen This is me 0000-0001-6175-0663

Thilageswary Arumugam This is me 0000-0002-1128-7778

Shamini Arumugam This is me 0000-0003-0598-9404

Publication Date July 13, 2018
Published in Issue Year 2018 Volume: 5 Issue: 2

Cite

APA Siew, K.-y., Maideen, M. H., Arumugam, T., Arumugam, S. (2018). A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA. Research Journal of Business and Management, 5(2), 100-109. https://doi.org/10.17261/Pressacademia.2018.829
AMA Siew Ky, Maideen MH, Arumugam T, Arumugam S. A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA. RJBM. June 2018;5(2):100-109. doi:10.17261/Pressacademia.2018.829
Chicago Siew, Kitt-yeang, Mazuwin Haja Maideen, Thilageswary Arumugam, and Shamini Arumugam. “A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA”. Research Journal of Business and Management 5, no. 2 (June 2018): 100-109. https://doi.org/10.17261/Pressacademia.2018.829.
EndNote Siew K-y, Maideen MH, Arumugam T, Arumugam S (June 1, 2018) A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA. Research Journal of Business and Management 5 2 100–109.
IEEE K.-y. Siew, M. H. Maideen, T. Arumugam, and S. Arumugam, “A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA”, RJBM, vol. 5, no. 2, pp. 100–109, 2018, doi: 10.17261/Pressacademia.2018.829.
ISNAD Siew, Kitt-yeang et al. “A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA”. Research Journal of Business and Management 5/2 (June 2018), 100-109. https://doi.org/10.17261/Pressacademia.2018.829.
JAMA Siew K-y, Maideen MH, Arumugam T, Arumugam S. A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA. RJBM. 2018;5:100–109.
MLA Siew, Kitt-yeang et al. “A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA”. Research Journal of Business and Management, vol. 5, no. 2, 2018, pp. 100-9, doi:10.17261/Pressacademia.2018.829.
Vancouver Siew K-y, Maideen MH, Arumugam T, Arumugam S. A STUDY ON WORK-LIFE BALANCE, MENTORING SUPPORT, AND NETWORKING TOWARDS WOMEN’S CAREER ADVANCEMENT IN MALAYSIA. RJBM. 2018;5(2):100-9.

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