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Work-Life Balance, Employee Job Performance and Satisfaction Among Doctors and Nurses in Malaysia

Author

Listed:
  • Oscar Dousin
  • Ngan Collins
  • Balvinder Kaur Kler

Abstract

In this era, the concepts of human resource management (HRM) practices have evolved to the implementation of work-life balance (WLB) practices, such as- flexible working hours and supportive supervision. WLB practices have shown a great influence on employee attraction, retention, motivation and development. This study examines the relationship between WLB practices on employee job performance as well as the mediating effect of job satisfaction in the relationship between work-life balance practices and employee job performance among doctors and nurses in East Malaysia. The study surveys 491 doctors and nurses in the East Malaysia states of Sabah and Sarawak in 2016-2017. Four hypotheses were tested with validated measures of WLB practices (flexible working hours and supportive supervision), job satisfaction and job performance. Findings revealed that flexible working hours and supportive supervision has a significant and positive impact to job performance. Job satisfaction positively mediates the relationship between flexible working hours and supportive supervision towards job performance. An effective WLB practices will improve employees’ job satisfaction which eventually increase their job performance and productivity. This study’s findings aim to assist the Malaysian healthcare industry in improving doctors’ and nurses’ attraction, retention and motivation.

Suggested Citation

  • Oscar Dousin & Ngan Collins & Balvinder Kaur Kler, 2019. "Work-Life Balance, Employee Job Performance and Satisfaction Among Doctors and Nurses in Malaysia," International Journal of Human Resource Studies, Macrothink Institute, vol. 9(4), pages 306-319, December.
    • Handle: RePEc:mth:ijhr88:v:9:y:2019:i:4:p:306-319
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    References listed on IDEAS

    as
    1. Leah Ruppanner & Joy Pixley, 2012. "Work-to-Family and Family-to-Work Spillover: The Implications of Childcare Policy and Maximum Work-Hour Legislation," Journal of Family and Economic Issues, Springer, vol. 33(3), pages 283-297, September.
    2. Daphne Pedersen & Krista Minnotte & Gary Kiger & Susan Mannon, 2009. "Workplace Policy and Environment, Family Role Quality, and Positive Family-to-Work Spillover," Journal of Family and Economic Issues, Springer, vol. 30(1), pages 80-89, March.
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    Cited by:

    1. Nor Farehan Omar & Saiful Effendy bin Md Sharif & Muhammad Syukri bin Abdullah, 2023. "The Role of Personality Peculiarities on Depression and Anxiety of Medical Doctors Using the Job-Demands Resources Model: The Mediating Effect of Job Burnout," Information Management and Business Review, AMH International, vol. 15(3), pages 31-40.
    2. Michele Samuele Borgia & Francesca Di Virgilio & Maura La Torre & Muhammad Adnan Khan, 2022. "Relationship between Work-Life Balance and Job Performance Moderated by Knowledge Risks: Are Bank Employees Ready?," Sustainability, MDPI, vol. 14(9), pages 1-20, April.
    3. Virginia Navajas-Romero & Antonio Ariza-Montes & Felipe Hernández-Perlines, 2020. "Analyzing the Job Demands-Control-Support Model in Work-Life Balance: A Study among Nurses in the European Context," IJERPH, MDPI, vol. 17(8), pages 1-17, April.

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    More about this item

    JEL classification:

    • R00 - Urban, Rural, Regional, Real Estate, and Transportation Economics - - General - - - General
    • Z0 - Other Special Topics - - General

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