title: Work-family Conflict and Organisational Commitment in Malaysia

authors: Siu, Yen Pin

subjects: Work-family Conflict

abstract: This study examined the relationship between work-family conflict (WFC) and organisational commitment, and considered gender and number of dependents as moderators. Participants were self-defined full time working adults from various work forces in Malaysia and were recruited via email, telephone and social media. The questionnaire was available online (n=93) and in printed forms (n=109) with a final response rate of 72.4%. Two main sections in the questionnaire measured work-family conflict and organisational commitment. Work-family conflict consisted of four measures: strain-based work interfering with family (WIF), time-based work interfering with work, strain-based family interfering with work (FIW) and time-based family interfering with work. Affective commitment and continuance commitment were assessed.	Exploratory factor analysis, correlations and hierarchical regressions were conducted on the variables in this study. Results revealed negative relationships for both strain-based and time-based WIF with affective commitment. In regards to continuance commitment, the relationship was positive for strain-based WIF but not significant for time-based WIF. No relationship was found between strain-based and time-based FIW with affective commitment. The relationships between strain-based and time-based FIW and continuance commitment were positive. Gender moderated the relationship between time-based WIF and affective commitment, whereby the relationship was negative for female employees only. Additionally, the relationship between time-based FIW and affective commitment was negative for male employees. The number of dependents employees had did not moderate any relationships in this study.
Collectivism, the self-concept theory and paternalistic roles present in organisational superiors in Malaysia are among the possible reasons for the relationships found in this study. This study has contributed to gaps in the literatures on work-family conflict and organisational commitment in Malaysia. In terms of practical implications, the results may serve as guidelines in the development of family-friendly policies for Malaysian organisations or multi-national companies (MNC) operating in Eastern cultures.

text: Work-family Conflict and Organisational Commitment in Malaysia This study examined the relationship between work-family conflict (WFC) and organisational commitment, and considered gender and number of dependents as moderators. Participants were self-defined full time working adults from various work forces in Malaysia and were recruited via email, telephone and social media. The questionnaire was available online (n=93) and in printed forms (n=109) with a final response rate of 72.4%. Two main sections in the questionnaire measured work-family conflict and organisational commitment. Work-family conflict consisted of four measures: strain-based work interfering with family (WIF), time-based work interfering with work, strain-based family interfering with work (FIW) and time-based family interfering with work. Affective commitment and continuance commitment were assessed.	Exploratory factor analysis, correlations and hierarchical regressions were conducted on the variables in this study. Results revealed negative relationships for both strain-based and time-based WIF with affective commitment. In regards to continuance commitment, the relationship was positive for strain-based WIF but not significant for time-based WIF. No relationship was found between strain-based and time-based FIW with affective commitment. The relationships between strain-based and time-based FIW and continuance commitment were positive. Gender moderated the relationship between time-based WIF and affective commitment, whereby the relationship was negative for female employees only. Additionally, the relationship between time-based FIW and affective commitment was negative for male employees. The number of dependents employees had did not moderate any relationships in this study.
Collectivism, the self-concept theory and paternalistic roles present in organisational superiors in Malaysia are among the possible reasons for the relationships found in this study. This study has contributed to gaps in the literatures on work-family conflict and organisational commitment in Malaysia. In terms of practical implications, the results may serve as guidelines in the development of family-friendly policies for Malaysian organisations or multi-national companies (MNC) operating in Eastern cultures.

year: 2014

title: PUCM 2 Survey Results 2001-2002

authors: Day, Maxine

subjects: New Zealand

abstract: This Report contains the results from a survey of resource management consultants and resource consent applicants carried out during 2001-2002 to gain factual and attitudinal information about the plan
implementation processes of respective councils. It drew on the experiences of 277
applicants and consultants representing a diversity of stakeholders, and provided a
valuable check on the quality of processes and procedures of councils with respect to
plan implementation and compliance.

text: PUCM 2 Survey Results 2001-2002 This Report contains the results from a survey of resource management consultants and resource consent applicants carried out during 2001-2002 to gain factual and attitudinal information about the plan
implementation processes of respective councils. It drew on the experiences of 277
applicants and consultants representing a diversity of stakeholders, and provided a
valuable check on the quality of processes and procedures of councils with respect to
plan implementation and compliance.

year: 2002-06

title: An evaluation of the effectiveness of social equity strategies for Maori students in the School of Science and Technology

authors: Rua, Mohi

subjects: Maori students

abstract: In 1991 the School of Science and Technology (SOSAT) at the University of Waikato
had a very low participation rate of Maori and students from other non-dominant
ethnic groups. This situation was serious enough to concerned the then Dean of the
School and strategies were developed to change this situation. Four major strategies
are used to encourage, support and retain Maori students to successfully pursue and
complete a degree in Science. They are: the Te Putahi o te Manawa programme - a
mentoring programme; a scholarship and grant writing strategy (in particular
assistance with Tuapapa Putaiao Maori Fellowships(TPMFs) administered by FRST);
school visits; and field trips with secondary schools in the Waikato region that have a
high proportion of Maori students. The Maori & Psychology Research Unit (MPRU) was contracted by Gary Bramley of
the Equity Office of the SOSAT to conduct this evaluation. Evaluative information was gathered through administering questionnaires,
completing key informant interviews, and completing focus group interviews. In this evaluation we sought to determine the effectiveness of the social equity
strategies for Maori students in the SOSAT at the University of Waikato.

text: An evaluation of the effectiveness of social equity strategies for Maori students in the School of Science and Technology In 1991 the School of Science and Technology (SOSAT) at the University of Waikato
had a very low participation rate of Maori and students from other non-dominant
ethnic groups. This situation was serious enough to concerned the then Dean of the
School and strategies were developed to change this situation. Four major strategies
are used to encourage, support and retain Maori students to successfully pursue and
complete a degree in Science. They are: the Te Putahi o te Manawa programme - a
mentoring programme; a scholarship and grant writing strategy (in particular
assistance with Tuapapa Putaiao Maori Fellowships(TPMFs) administered by FRST);
school visits; and field trips with secondary schools in the Waikato region that have a
high proportion of Maori students. The Maori & Psychology Research Unit (MPRU) was contracted by Gary Bramley of
the Equity Office of the SOSAT to conduct this evaluation. Evaluative information was gathered through administering questionnaires,
completing key informant interviews, and completing focus group interviews. In this evaluation we sought to determine the effectiveness of the social equity
strategies for Maori students in the SOSAT at the University of Waikato.

year: 1999-11-11