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- Title
THE IMPACT OF NEGATIVE WORK HOME INTERFACE ON INTENTION TO LEAVE AND THE ROLE OF FLEXIBLE WORKING ARRANGEMENTS IN MALAYSIA.
- Authors
Ahmad, Azlinzuraini; Shaw, Nicky E.; Bown, Nicola J.; Gardiner, Jean; Omar, Khatijah
- Abstract
Recent research into employee turnover has lacked empirical evidence and dissemination of practical information requires further investigation into the relationship between work-life balance and intention to leave. Although flexible working is not currently prevalent in Asian cultures, recent concerns about work-life balance have caused major employers, including the Malaysian government and multinational companies (MNCs), to introduce family-friendly policies. The objective of this study is twofold: first, to examine the moderating effect of flexible working arrangements (FWA) on the relationship between negative work-home interface (NWHI) and intention to leave (ITL) and second, to determine the mediating effect of FWA on the relationship of NWHI and ITL. An online survey gathered 661 responses from participating organizations and a total of 382 valid responses were used in the hierarchical regression analysis for testing mediation and moderation effects. The data revealed that FWA did not significantly affect ITL when NWHI and FWA are constant although there was indeed a very small effect (change in R² value of 0.02%) with the inclusion of the interaction between NWHI and FWA on relationship between NWHI and ITL, F (1, 378) = 12.95, p<.001. Another interesting result of this study is mediation analysis has met a partial mediation effect as adding FWA the model increases the value of R² from 0.086 to 0.091. Thus, the change in R2associated with adding FWA is 0.005 and the result shows that the inclusion of FWA in the model accounts for an additional 1% of the variance in ITL. The relationship between the NWHI and ITL is reduced when FWA as mediator is included in the equation of analysis (β = 0.35, p<.001). Flexible working is one possible option in family-friendly programs which aims to help employees manage their work and life commitments. Malaysia is still developing its policies on flexible working where awareness is limited and availability is still not widely implemented. We discuss the appropriateness of FWA in increasing retention, job satisfaction and employee commitment as part of a long-term strategy in the Malaysian context (cf Ahmad & Omar, 2010; Allen, 2001; Lewis, 2003).
- Subjects
LABOR turnover research; INFORMATION dissemination; WORK-life balance; JOB satisfaction research; SOCIAL integration
- Publication
Journal of Developing Areas, 2016, Vol 50, Issue 5, p507
- ISSN
0022-037X
- Publication type
Article
- DOI
10.1353/jda.2016.0066