UPSI Digital Repository (UDRep)
|
![]() |
|
|
Abstract : Universiti Pendidikan Sultan Idris |
This study aimed to examine the moderating effect of supervisor support (SS) on the
relationship between flexible working arrangements (FWAs), work-family conflict
(WFC) and employee performance (EP). This study primarily focused on the
organizations that adopted flexible working arrangement (FWA). The selected
organizations were obtained from the report by TalentCorp Malaysia FWAs in
collaboration with Malaysian Employer Federation (MEF). The questionnaires were
distributed to 304 employees of the selected organizations through Human Resource
Department. The sample was selected using the purposive sampling technique. The data
were analysed using Binary Logistic Regression. This study found that there was a
significant negative effect of work interference with family (WIF) (B = 2.672, p =.015)
and family interference with work (FIW) (B = 3.425, p =.022) on job quality
performance (JQP); and WIF (B =1.868, p =.034) and FIW (B = 2.001, p =.041) on task
performance (TP). The findings also showed the significant and negative effect of
FWAs on JQP (B = -3.495, p =.045) and TP (B = -3.686, p =.001). The findings showed
supervisor support (SS) as significant moderator in the relationship between FIW-JQP
(B = - .793, p =.042), and FWAs-TP (B = 1.045, p =.001). In conclusion, FWAs and
WFC are significant predictors of EP which the relationship is in a negative direction.
SS only served as a significant moderator in the relationship between FWAs-TP; and
FIW-JQP. In implications, to enhance employee performance, the managers of the
organization need to encourage the family supportive supervisor’s culture; flexible
working arrangements and work-family conflict. |
References |
Abdul Rahman, R. (2014). The Theory and Practice of Couples Managing Two Full- Time Careers in Malaysia A thesis submitted to The University of Manchester for the degree of Doctor of Philosophy in the Faculty of Humanities Rafiduraida Abdul Rahman Manchester Business School. https://www.escholar.manchester.ac.uk
Abu Bakar, Z., & Salleh, R. (2015). Role Demands, Work-Family Conflict and Motivation: A Proposed Framework. Global Business & Management Research, 7(2),78–87. http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=103267178 &lang=es&site=ehost-live
Acas. (2017). Flexibility in the Workplace: Implications of flexible work arrangements for individuals, teams and organisations. The International Journal of Human Resource Management (Vol. 27). https://doi.org/10.2307/41845205
Achour, M., Binti Abdul Khalil, S., Binti Ahmad, B., Mohd Nor, M. R., & Bin Mohd Yusoff, M. Y. (2017). Management and supervisory support as a moderator of work–family demands and women’s well-being: A case study of Muslim female academicians in Malaysia. Humanomics, 33(3), 335–356. https://doi.org/10.1108/H-02-2017-0024
Achour, M., Nor, M. R. M., & Mohd Yusoff, M. Y. Z. (2013). Supervisory support as a moderator of work-family demands and life satisfaction among malaysian female academicians. World Applied Sciences Journal, 28(13), 32–37. https://doi.org/10.5829/idosi.wasj.2013.28.efmo.27007
Ahmad, A., Shaw, N. E., Bown, N. J., Leach, D., Gardiner, J., & Omar, K. (2015). The mediating effect and the moderating effect of flexible working on negative work home interface (NWHI) and intention to leave. Grzywacz & Carlson.
AIA. (2018). Malaysian Workforce Experience High Productivity Loss and Work- Related Stress. Retrieved from https://www.aia.com.my/en/about-aia/mediacentre/ press-releases/2018/one-year-later-malaysian-workforce-experience-highproductivity- loss-and-work-related-stress.html
Akram, M. F., & Ch., A. H. (2020). Relationship of Work-Family Conflict with Job Demands, Social Support and Psychological Well-Being of University Female Teachers in Punjab. Bulletin of Education and Research, 42(1), 45–66.
Al-Alawi, A. I., Al-Saffar, E., Alomohammedsaleh, Z., Alotaibi, H., & Al-Alawi, E. I. (2021). A study of the effects of work-family conflict, family-work conflict, and work-life balance on Saudi female teachers’ performance in the public education sector with job satisfaction as a moderator. Journal of International Women’s Studies, 22(1), 486–503.
Allen, T. D. (2001). Family-Supportive Work Environments: The Role of Organizational Perceptions. Journal of Vocational Behavior, 58(3), 414–435. https://doi.org/10.1006/jvbe.2000.1774
Allen, T. D. (2012). The Work and Family Interface. The Oxford Handbook of Organizational Psychology (Vol.2). https://doi.org/10.1093/oxfordhb/9780199928286.013.0034
Allen, T. D., Cho, E., & Meier, L. L. (2014). Work–Family Boundary Dynamics. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 99–121. https://doi.org/10.1146/annurev-orgpsych-031413-091330
Allen, T. D., & Finkelstein, L. M. (2014). Work–family conflict among members of fulltime dual-earner couples: An examination of family life stage, gender, and age. Journal of Occupational Health Psychology, 19(3), 376–384. https://doi.org/10.1037/a0036941
Allen, T. D., French, K. A., Dumani, S., & Shockley, K. M. (2015). Meta-analysis of work-family conflict mean differences: Does national context matter? Journal of Vocational Behavior, 90, 90–100. https://doi.org/10.1016/j.jvb.2015.07.006
Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings. Psychological Science in the Public Interest : A Journal of the American Psychological Society, 16(2), 40–68. https://doi.org/10.1177/1529100615593273
Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work-Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.12012
Allen, T. D., Johnson, R. C., Saboe, K. N., Cho, E., Dumani, S., & Evans, S. (2012). Dispositional variables and work–family conflict: A meta-analysis. Journal of Vocational Behavior, 80(1), 17–26. https://doi.org/10.1016/j.jvb.2011.04.004
Altindag, E. A., & Siller, F. (2014). Effects of Flexible Working Method on Employee Performance: An Empirical Study in Turkey. Business and Economics Journal, 05(03). https://doi.org/10.4172/2151-6219.1000104
Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal organizational initiatives and informal workplace practices: Links to work-family conflict and job-related outcomes. Journal of Management, 28(6), 787–810. https://doi.org/10.1016/S0149- 2063(02)00190-3
Annor, F. (2016). Work–family demands and support: Examining direct and moderating influences on work–family conflict. Journal of Workplace Behavioral Health, 31(2), 87–103. https://doi.org/10.1080/15555240.2015.1119656
Armstrong, M. (2006). Performance Management Key Strategies And Practical Guidelines. Kogan Page Limited. www.kogan-page.co.uk
Armstrong, M., & Taylor, S. (2014). Armstrong’s Handbook of Human Resource Management Practice (13th ed.). Kogan Page Limited.
AZA, A. R., Che Mohd Zulkifli, C. O., & Jamal Nordin, Y. (2010). Family issues and work-family conflict among medical officers in Malaysian public hospitals. International Journal of Business and Social Science, 1(1), 26–36.
Azar, S., Khan, A., & Van Eerde, W. (2018). Modelling linkages between flexible work arrangements’ use and organizational outcomes. Journal of Business Research, 91(June), 134–143. https://doi.org/10.1016/j.jbusres.2018.06.004
Badawy, P. J., & Schieman, S. (2021). With Greater Power Comes Greater Stress? Authority, Supervisor Support, and Work-Family Strains. Journal of Marriage and Family, 83(1), 40–56. https://doi.org/10.1111/jomf.12714
Baird, R. C. & M. (2015). Bringing the “right to request” flexible working arrangements to life: from policies to practices. Employee Relations, 37(5), 568–581. https://doi.org/http://dx.doi.org/10.1108/MRR-09-2015-0216
Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research. Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182. https://doi.org/10.1037/0022-3514.51.6.1173
Bataineh, K. adnan. (2019). Impact of Work-Life Balance, Happiness at Work, on Employee Performance. International Business Research, 12(2), 99. https://doi.org/10.5539/ibr.v12n2p99
Beatson, M. (2019). CIPD Mega trends Flexible Working. CIPD (Chartered Institute of Personnel and Development), (January), 1–60.
Beauregard, T. A., Basile, K. A., & Canonico, E. (2019). Telework: Outcomes and facilitators for employees. In The Cambridge Handbook of Technology and Employee Behavior (pp. 511–543). Cambridge University Press. https://doi.org/10.1017/9781108649636.020
Beigi, M., Shirmohammadi, M., & Stewart, J. (2018). Flexible Work Arrangements and Work–Family Conflict: A Metasynthesis of Qualitative Studies Among Academics. Human Resource Development Review, 17(3), 314–336. https://doi.org/10.1177/1534484318787628
Bellavia, G. M., & Frone, M. R. (2005). Work-family conflict. Handbook of Work Stress. https://doi.org/10.4135/9781412975995.n6
Bennett, M. M., Beehr, T. A., & Ivanitskaya, L. V. (2017). Work-family conflict: differences across generations and life cycles. Journal of Managerial Psychology, 32(4), 314–332. https://doi.org/10.1108/JMP-06-2016-0192
Biddle, B. (1986). Recent Developments in Role Theory. Annual Review of Sociology, 12(1), 67–92. https://doi.org/10.1146/annurev.soc.12.1.67
Bilodeau, J., Marchand, A., & Demers, A. (2020). Work, family, work–family conflict and psychological distress: A revisited look at the gendered vulnerability pathways. Stress and Health, 36(1), 75–87. https://doi.org/10.1002/smi.2916
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a chinese experiment. Quarterly Journal of Economics, 130(1), 165– 218. https://doi.org/10.1093/qje/qju032
Bran, C., & Udrea, C.-I. (2016). The Influence of Motivation and Flexibility on Job Performance. In WLC 2016 : World LUMEN Congress. Logos Universality Mentality Education Novelty 2016 (pp. 135–143). https://doi.org/10.15405/epsbs.2016.09.17
Brumback, G. B. (1988). Some Ideas, Issues and Predictions about Performance Management. Public Personnel Management, 17(4), 387–402. https://doi.org/10.1177/009102608801700404
Bryan, M. L., & Sevilla, A. (2017). Flexible working in the UK and its impact on couples’ time coordination. Review of Economics of the Household, 15(4), 1415–1437. https://doi.org/10.1007/s11150-017-9389-6
Byrne, J. M., & Canato, A. (2017). It’s been a hard day’s night: Work family interface and employee engagement. Organizational Dynamics, 46(2), 104–112. https://doi.org/10.1016/j.orgdyn.2017.04.006
Byron, K. (2005). A meta-analytic review of work-family conflict and its antecedents. Journal of Vocational Behavior, 67(2), 169–198. https://doi.org/10.1016/j.jvb.2004.08.009
Cerrato, J., & Cifre, E. (2018). Gender inequality in household chores and work - family conflict. Frontiers in Psychology, 9(AUG), 1–11. https://doi.org/10.3389/fpsyg.2018.01330
Chan, C. M. H., Ng, S. L., In, S., Wee, L. H., & Siau, C. S. (2021). Predictors of psychological distress and mental health resource utilization among employees in malaysia. International Journal of Environmental Research and Public Health, 18(1), 1–15. https://doi.org/10.3390/ijerph18010314
Chantaplaboon, N. (2021). Aged governmental officers’ motivation: What influence work efficiency? Management Science Letters, 09(02), 87–92. https://doi.org/10.5267/j.msl.2020.8.027
Charalampous, M., Grant, C. A., Tramontano, C., & Michailidis, E. (2019). Systematically reviewing remote e-workers’ well-being at work: a multidimensional approach. European Journal of Work and Organizational Psychology, 28(1), 51– 73. https://doi.org/10.1080/1359432X.2018.1541886
Charkhabi, M., Sartori, R., & Ceschi, A. (2016). Work– family conflict based on strain: The most hazardous type of conflict in Iranian hospital nurses. SA Journal of Industrial Psychology, 42(1), 1–11. https://doi.org/http://dx.doi. org/10.4102/sajip.v42i1.1264
Chatterjee, A., Pereira, A., & Bates, R. (2018). Impact of individual perception of organizational culture on the learning transfer environment. International Journal of Training and Development, 22(1), 15–33. https://doi.org/10.1111/ijtd.12116
Chen, C. F., & Tsai, D. C. (2007). How destination image and evaluative factors affect behavioral intentions? Tourism Management, 28(4), 1115–1122. https://doi.org/10.1016/j.tourman.2006.07.007
Chung, H., & van der Lippe, T. (2018). Flexible Working, Work–Life Balance, and Gender Equality: Introduction. Social Indicators Research, (0123456789). https://doi.org/10.1007/s11205-018-2025-x
Cloninger, P. A., Selvarajan, T. T. (Rajan., Singh, B., & Huang, S. (Charlie). (2015). The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes. International Journal of Human Resource Management, 26(18), 2269–2287. https://doi.org/10.1080/09585192.2015.1004101
Colvin, H. M., Taylor, R. M., & Health, B. (2012). Building a Resilient Workforce: Opportunities for the Department of Homeland Security: Workshop Summary.
Costello, A. B., & Osborne, J. W. (2005). Best practices in exploratory factor analysis: Four recommendations for getting the most from your analysis. Practical Assessment, Research and Evaluation, 10(7).
Crowe Malaysia PLT. (2020). Malaysia Short Term Economic Recovery Plan 2020. Crowe, (June). Retrieved from https://www.crowe.com/my/news/malaysia-shortterm- economic-recovery-plan-2020
Davidescu, A. A., Apostu, S.-A., Paul, A., & Casuneanu, I. (2020). Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employees—Implications for Sustainable Human Resource Management. Sustainability, 12(15), 6086. https://doi.org/10.3390/su12156086
De Clercq, D., Haq, I. U., & Butt, A. A. (2020). Experiencing conflict, feeling satisfied, being engaged: Limiting the detrimental effects of work–family conflict on job performance. Journal of Management & Organization, 1–18. https://doi.org/10.1017/jmo.2020.18
De Menezes, L. M., & Kelliher, C. (2017). Flexible Working, Individual Performance, and Employee Attitudes: Comparing Formal and Informal Arrangements. Human Resource Management, 56(6), 1051–1070. https://doi.org/10.1002/hrm.21822
Deloitte Malaysia. (2020). Penjana Short-Term Economic Recovery Plan ( ERP ). Retrieved from www.deloitte.com/about
Demerouti, E., Taris, T. W., & Bakker, A. B. (2007). Need for recovery, home–work interference and performance: Is lack of concentration the link? Journal of Vocational Behavior, 71(2), 204–220. https://doi.org/10.1016/j.jvb.2007.06.002
Dharmanegara, I. B. A., Yogiarta, I. M., & Suarka, I. B. K. (2018). Work-Family Conflict, Family-Work Conflict and its Effect on Emotional Exhaustion and Affective Commitment. International Journal of Academic Research in Business and Social Sciences, 8(1), 187–202. https://doi.org/10.6007/IJARBSS/v8-i1/3803
Diamantidis, A. D., & Chatzoglou, P. (2019). Factors affecting employee performance: an empirical approach. International Journal of Productivity and Performance Management, 68(1), 171–193. https://doi.org/10.1108/IJPPM-01-2018-0012
Dolcos, S. M., & Daley, D. (2009). Work Pressure, Workplace Social Resources, and Work-Family Conflict: The Tale of Two Sectors. International Journal of Stress Management, 16(4), 291–311. https://doi.org/10.1037/a0017319
Dousin, O., Collins, N., & Kler, B. K. (2019). Work-Life Balance, Employee Job Performance and Satisfaction Among Doctors and Nurses in Malaysia. International Journal of Human Resource Studies, 9(4), 306. https://doi.org/10.5296/ijhrs.v9i4.15697
Dutta, T., & Mandal, M. K. (2018). Neuromarketing in India: Understanding the Indian consumer. Neuromarketing in India: Understanding the Indian Consumer. https://doi.org/10.4324/9781351269360
Duxbury, L. E., & Higgins, C. (1991). Gender differences in work-family conflict. Journal of Applied Psychology, 76(1), 60–74. https://doi.org/10.1037/0021- 9010.76.1.60
Duxbury, L, & Higgins, C. (1993). Interference between work and family: A status report on dual-career and dual-earner mothers and fathers. Employee Assistance Quarterly, 9(3–4), 55–80. https://doi.org/10.1300/J022v09n03
Duxbury, Linda, Higgins, C., & Lee, C. (1994). Work-Family Conflict. Journal of Family Issues, 15(3), 449–466. https://doi.org/10.1177/019251394015003006
Erdamar, G., & Demirel, H. (2014). Investigation of Work-family, Family-work Conflict of the Teachers. Procedia - Social and Behavioral Sciences, 116, 4919–4924. https://doi.org/10.1016/j.sbspro.2014.01.1050
Erden Bayazit, Z., & Bayazit, M. (2019). How do flexible work arrangements alleviate work-family-conflict? The roles of flexibility i-deals and family-supportive cultures. The International Journal of Human Resource Management, 30(3), 405–435. https://doi.org/10.1080/09585192.2017.1278615
Ernst Kossek, E., & Ozeki, C. (1998). Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for organizational behaviorhuman resources research. Journal of Applied Psychology, 83(2), 139–149. https://doi.org/10.1037/0021-9010.83.2.139
Eurofound. (2020). Telework and ICT-based mobile work: Flexible working in the digital age, New forms of employment series. Publications Office of the European Union, Luxembourg, 1–66. Retrieved from http://eurofound.link/ef19032
Ferri, L. M., Pedrini, M., & Riva, E. (2018). The impact of different supports on workfamily conflict. Employee Relations, 40(5), 903–920. https://doi.org/10.1108/ER- 09-2017-0211
Fiksenbaum, L. M. (2014). Supportive work-family environments: implications for work-family conflict and well-being. International Journal of Human Resource Management, 25(5), 653–672. https://doi.org/10.1080/09585192.2013.796314
Flood, A. (2016). The female millennial: a new era of talent. PWC, 1–32.
Forum, W. E. (2016). The Future of Jobs : Employment, Skills and Workforce Strategy for the Fourth Industrial Revolution. Global Challenge Insight Report (Vol. 010116). Retrieved from www.weforum.org
Frear, K. A., Donsbach, J., Theilgard, N., & Shanock, L. R. (2018). Supported Supervisors Are More Supportive, but Why? A Multilevel Study of Mechanisms and Outcomes. Journal of Business and Psychology, 33(1), 55–69. https://doi.org/10.1007/s10869-016-9485-2
French, K. A., Dumani, S., Allen, T. D., & Shockley, K. M. (2018). A meta-analysis of work-family conflict and social support. Psychological Bulletin, 144(3), 284–314. https://doi.org/10.1037/bul0000120
Frone, M. R., Russell, M., & Cooper, M. L. (1992). Prevalence of work-family conflict: Are work and family boundaries asymmetrically permeable? Journal of Organizational Behavior, 13(7), 723–729. https://doi.org/10.1002/job.4030130708
Frone, M. R., Russell, M., & Cooper, M. L. (1997). Relation of work-family conflict to health outcomes : Journal of Occupational and Organizational Psychology.
Frone, M. R., Russell, M., & Mayes, B. T. (1992). Antecedents and outcomes of workfamily conflict: testing a model of the work-family interface. Journal of Applied Psychology, 77(1), 65–78.
Frye, N. K., & Breaugh, J. A. (2004). Family-Friendly Policies, Supervisor Support, Work?Family Conflict, Family?Work Conflict, and Satisfaction: A Test of a Conceptual Model. Journal of Business and Psychology, 19(2), 197–220. https://doi.org/10.1007/s10869-004-0548-4
Galea, C., Houkes, I., & De Rijk, A. (2014). An insider’s point of view: How a system of flexible working hours helps employees to strike a proper balance between work and personal life. International Journal of Human Resource Management, 25(8), 1090–1111. https://doi.org/10.1080/09585192.2013.816862
Gallup Institute, & International Labour Organization. (2017). Towards a better future for women and work: Voices of women and men.
George, D., & Mallery, P. (2016). IBM SPSS Statistics 23 Step by Step. IBM SPSS Statistics 23 Step by Step. titles: SPSS for Windows step by step. Description: Fifteenth edition. | New York, NY: Routledge. https://doi.org/10.4324/9781315545899
Gerlach, G. I. (2019). Linking justice perceptions, workplace relationship quality and job performance: The differential roles of vertical and horizontal workplace relationships. German Journal of Human Resource Management: Zeitschrift Für Personalforschung, 33(4), 337–362. https://doi.org/10.1177/2397002218824320
Giovanis, E. (2018). The relationship between flexible employment arrangements and workplace performance in Great Britain. International Journal of Manpower, 39(1), 51–70. https://doi.org/10.1108/IJM-04-2016-0083
Grandey, A. A., & Cropanzano, R. (1999). The Conservation of Resources Model Applied to Work-Family Conflict and Strain. Journal of Vocational Behavior, 54(2), 350–370. https://doi.org/10.1006/jvbe.1998.1666
Grant, C. A., Wallace, L. M., & Spurgeon, P. C. (2013). An exploration of the psychological factors affecting remote e-worker’s job effectiveness, well-being and work-life balance. Employee Relations, 35(5), 527–546. https://doi.org/10.1108/ER-08-2012-0059
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76–88. https://doi.org/10.5465/AMR.1985.4277352
Greenhaus, J. H., & Kossek, E. E. (2014). The Contemporary Career: A Work–Home Perspective. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 361–388. https://doi.org/10.1146/annurev-orgpsych-031413- 091324
Greenhaus, J. H., Ziegert, J. C., & Allen, T. D. (2012). When family-supportive supervision matters: Relations between multiple sources of support and work– family balance. Journal of Vocational Behavior, 80(2), 266–275. https://doi.org/10.1016/j.jvb.2011.10.008
Gutek, B. A. ., Searle, S. ., & Klepa, L. (1991). Rational versus gender role expectations for family-work conflict. Journal of Applied Psychology, 76(4), 560–568.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate Data Analysis. Multivariate Data Analysis.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate Data Analysis Seventh Edition. Pearson New International. https://doi.org/10.1007/978- 3-319-01517-0_3
Halinski, M., & Duxbury, L. (2019). Workplace flexibility and its relationship with work-interferes-with-family. Personnel Review, 49(1), 149–166. https://doi.org/10.1108/PR-01-2019-0048
Hammer, L. B., Demsky, C. A., Kossek, E. E., & Bray, J. W. (2015). Work–Family Intervention Research. (T. D. Allen & L. T. Eby, Eds.) (Vol. 1). Oxford University Press. https://doi.org/10.1093/oxfordhb/9780199337538.013.27
Hammer, L. B., Kossek, E. E., Anger, W. K., Bodner, T., & Zimmerman, K. L. (2011). Clarifying work–family intervention processes: The roles of work–family conflict and family-supportive supervisor behaviors. Journal of Applied Psychology, 96(1), 134–150. https://doi.org/10.1037/a0020927
Hammer, L. B., Kossek, E. E., Zimmerman, K., & Daniels, R. (2006). Clarifying the Construct of Family-Supportive Supervisory Behaviors (FSSB): A Multilevel Perspective. In Research in Occupational Stress and Well Being (Vol. 6, pp. 165– 204). https://doi.org/10.1016/S1479-3555(06)06005-7
Hammig, O. (2017). Health and well-being at work: The key role of supervisor support. SSM - Population Health, 3, 393–402. https://doi.org/10.1016/j.ssmph.2017.04.002
Harrington, B., & Hall, D. (2014). Workplace Flexibility. In Career Management & Work-Life Integration: Using Self-Assessment to Navigate Contemporary Careers (Vol. 1, pp. 153–178). https://doi.org/10.4135/9781483329345.n7
Hassan, N. M. (2016). Work-life Balance: A Concern on Effectiveness of Job Role and Employee’s Engagement towards Organizational Goal. International Journal of Academic Research in Business and Social Sciences, 6(11), 411–422. https://doi.org/10.6007/IJARBSS/v6-i11/2410
Heale, R., & Twycross, A. (2015). Validity and reliability in quantitative studies. Evidence-Based Nursing, 18(3), 66–67. https://doi.org/10.1136/eb-2015-102129
Hirschman, C. (2016). Gender, the status of women, and family structure in Malaysia. Malaysian Journal of Economic Studies, 53(1), 33–50.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524. https://doi.org/10.1037/0003- 066X.44.3.513
Hobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018). Dynamic Self- Regulation and Multiple-Goal Pursuit Dynamic system: a system in which the elements change over time. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103–128. https://doi.org/10.1146/annurev-orgpsych-
Hofäcker, D., & König, S. (2013). Flexibility and work-life conflict in times of crisis: A gender perspective. International Journal of Sociology and Social Policy, 33(9–10), 613–635. https://doi.org/10.1108/IJSSP-04-2013-0042
Hosmer, D. W., & Lemeshow, S. (2000). Applied Logistic Regression 2nd edition. Wiley Series in Probability and Sattistics. https://doi.org/10.2307/2074954
Howington, J. (2014). Flexible Working Improves Employee Performance. https://www.flexjobs.com/blog/post/flexible-working-options-improveemployee- performance/
Huang, Y.-H., Hammer, L. B., Neal, M. B., & Perrin, N. A. (2004). The Relationship Between Work to Family Conflict and Family to Work Conflict_A Longitudinal Study. Journal of Family and Economic Issues, 25(1), 79–100.
Hunter, J. E. (1986). Cognitive ability, cognitive aptitudes, job knowledge, and job performance. Journal of Vocational Behavior, 29(3), 340–362. https://doi.org/10.1016/0001-8791(86)90013-8
Hyatt, E., & Coslor, E. (2018). Compressed lives: how “flexible” are employer-imposed compressed work schedules? Personnel Review, 47(2), 278–293. https://doi.org/10.1108/PR-08-2016-0189
Hyland, M. M. (2000). Flexibility in work arrangements: How availability, preferences and use affect business outcomes. Dissertation Abstracts International Section A: Humanities and Social Sciences, 60(10-A), 3716. http://ovidsp.ovid.com/ovidweb.cgi?T=JS&PAGE=reference&D=psyc3&NEW S=N&AN=2000-95007-014
Idowu, S. A. (2020). Role of Flexible Working Hours’ Arrangement on Employee Job Performance and Retention in Manufacturing Industries in Agbara, Nigeria. Economic Insights - Trends & Challenges.
Idris, A. (2014). Flexible Working as an Employee Retention Strategy in Developing Countries Malaysian Bank Managers Speak. Journal of Management Research, 14(2), 71–86.
Idris, A. (2016). Flexible Working as an Employee Retention Strategy in Developing Countries: Malaysian Bank Managers Speak. Journal of Management Research, Volume 14(April–June 2014), 71–86.
Innovation, W. (2010). Workplace Flexibility Supervisor Study.
Jaccard, J. (2001). Interaction Effects in Logistic Regression. Sage University Papers Series on Quantitative Applications in the Social Sciences. 2455 Teller Road, Thousand Oaks California 91320 United States of America: SAGE Publications, Inc. https://doi.org/10.4135/9781412984515
Jamaludin, N. H., Ibrahim, R. Z. A. R., & Dagang, M. M. (2018). Social support as a moderator of the relationship between work family conflict and family satisfaction. Management Science Letters, 8(9), 951–962. https://doi.org/10.5267/j.msl.2018.6.013
Jaramillo, F., Carrillat, F. A., & Locander, W. B. (2005). A meta-analytic comparison of managerial ratings and self-evaluations. Journal of Personal Selling and Sales Management, 25(4), 315–328. https://doi.org/10.1080/08853134.2005.10749067
Jason Flynn, Andrew Coccia, Senior, Patricia Ryan, Kelley Lewis, Yon-Loon Chen, E. I. L., & Feinstein, J. (2017). Total Rewards Practices Survey Detailed Response Analysis. Deloitte.
Kanapathipillai, K. (2020). A CONCEPTUAL UNDERSTANDING OF THE IMPACT OF EMPLOYEE TRAINING PROGRAMS ON JOB PERFORMANCE AND JOB SATISFACTION IN THE TELECOMMUNICATION COMPANIES IN MALAYSIA. European Journal of Human Resource Management Studies, 4(3), 40–53. https://doi.org/10.46827/ejhrms.v4i3.887
Karikari, A. F., Opoku Boadi, P., & Sai, A. A. (2018). Rewarding employees for corporate performance improvements. Human Systems Management, 37(3), 311– 317. https://doi.org/10.3233/HSM-17186
Kecklund, G., Beckers, D. G. J., Leineweber, C., & Tucker, P. (2017). How Does Work Fit with My Life? The Relation Between Flexible Work Arrangements, Work-Life Balance and Recovery from Work. In An Introduction to Work and Organizational Psychology (pp. 430–447). Oxford, UK: John Wiley & Sons, Ltd. https://doi.org/10.1002/9781119168058.ch23
Keeney, J., Boyd, E. M., Sinha, R., Westring, A. F., & Ryan, A. M. (2013). From “work-family” to “work-life”: Broadening our conceptualization and measurement. Journal of Vocational Behavior, 82(3), 221–237. https://doi.org/10.1016/j.jvb.2013.01.005
Kelliher, C. (2016). Impact of flexible work arrangements on intra- workgroup relations : A review of the literature.
Kelliher, C., & Anderson, D. (2008a). Flexible Working and Performance: Summary of Research. London: Working Families. Retrieved from https://www.workingfamilies.org.uk/publications/flexible-working-andperformance/
Kelliher, C., & Anderson, D. (2008b). For better or for worse? An analysis of how flexible working practices influence employees’ perceptions of job quality. The International Journal of Human Resource Management, 19(3), 419–431. https://doi.org/10.1080/09585190801895502
Kelliher, C., & Anderson, D. (2014). For Better or for Worse? An Analysis of how Flexible Working Practices Influence Employees’ Perceptions of Job Quality. The International Journal of Human Resource Management, 19(419–431), 1–5. https://doi.org/10.1007/s13398-014-0173-7.2
Kelly, E. L., Moen, P., Oakes, J. M., Fan, W., Okechukwu, C., Davis, K. D., … Casper, L. M. (2014). Changing Work and Work-Family Conflict. American Sociological Review, 79(3), 485–516. https://doi.org/10.1177/0003122414531435
Kengatharan, N. (2015). The nature of work family conflict: A review and agenda for future research. International Journal of Human Resource Studies, 5(2), 163. https://doi.org/10.5296/ijhrs.v5i2.7630
Kim, H., & Gong, Y. (2017). Effects of work–family and family–work conflicts on flexible work arrangements demand: a gender role perspective. International Journal of Human Resource Management, 28(20), 2936–2956. https://doi.org/10.1080/09585192.2016.1164217
Kim, S. L., Lee, S., Park, E., & Yun, S. (2015). Knowledge sharing, work–family conflict and supervisor support: investigating a three-way effect. International Journal of Human Resource Management, 26(19), 2434–2452. https://doi.org/10.1080/09585192.2015.1020442
Kitterød, R. H., & Lappegård, T. (2012). A Typology of Work-Family Arrangements Among Dual-Earner Couples in Norway. Family Relations, 61(4), 671–685. https://doi.org/10.1111/j.1741-3729.2012.00725.x
Klindžić, M., & Marić, M. (2019). Flexible Work Arrangements and Organizational Performance – The Difference between Employee and Employer-Driven Practices. Drustvena Istrazivanja, 28(1), 89–108. https://doi.org/10.5559/di.28.1.05
Knapp, D. J. (2013). Job Knowledge Testing. In Encyclopedia of Industrial and Organizational Psychology (pp. 1–7). 2455 Teller Road, Thousand Oaks California 91320 United States: SAGE Publications, Inc. https://doi.org/10.4135/9781412952651.n153
Ko, E. J., & Kim, S. S. (2018). Intention to use flexible work arrangements: The case of workers in Korea and gender differences in motivation. Journal of Organizational Change Management. https://doi.org/10.1108/JOCM-01-2018-0001
Kohno, A., Dahlui, M., Nik Farid, N. D., Safii, R., & Nakayama, T. (2020). Why girls get married early in Sarawak, Malaysia - An exploratory qualitative study. BMC Women’s Health, 20(1), 1–13. https://doi.org/10.1186/s12905-020-00911-z
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., De Vet Henrica, C. W., & Van Der Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine. https://doi.org/10.1097/JOM.0b013e318226a763
Kossek, E. E. (2006). Work and Family in America: Growing Tensions between Employment Policy and a Transformed Workforce BT - America at Work: Choices and Challenges. In Lawler E.E., O’Toole J. (eds) America at Work. Palgrave Macmillan, New York (pp. 53–71). https://doi.org/10.1007/978-1-4039-8359-6_4
Kossek, E. E. (2016a). Implementing organizational work–life interventions: toward a triple bottom line. Community, Work & Family, 19(2), 242–256. https://doi.org/10.1080/13668803.2016.1135540
Kossek, E. E. (2016b). Managing work life boundaries in the digital age. Organizational Dynamics, 45(3), 258–270. https://doi.org/10.1016/j.orgdyn.2016.07.010
Kossek, E. E., Baltes, B. B., & Matthews, R. A. (2011a). How Work-Family Research Can Finally Have an Impact in Organizations. Industrial and Organizational Psychology, 4(3), 352–369. https://doi.org/10.1111/j.1754-9434.2011.01353.x
Kossek, E. E., Baltes, B. B., & Matthews, R. a. (2011b). How Work–Family Research Can Finally Have an Impact in Organizations. Industrial and Organizational Psychology, 4(3), 352–369. https://doi.org/10.1111/j.1754-9434.2011.01353.x
Kossek, E. E., Hammer, L. B., Kelly, E. L., & Moen, P. (2014). Designing Work, Family & Health Organizational Change Initiatives. Organizational Dynamics, 43(1), 53–63. https://doi.org/10.1016/j.orgdyn.2013.10.007
Kossek, E. E., Kalliath, T., & Kalliath, P. (2012). Achieving employee wellbeing in a changing work environment: An expert commentary on current scholarship. International Journal of Manpower, 33(7), 738–753. https://doi.org/10.1108/01437721211268294
Kossek, E. E., & Lee, K.-H. (2017). Work-Family Conflict and Work-Life Conflict. In Oxford Research Encyclopedia of Business and Management (Vol. 1, pp. 1–25). Oxford University Press. https://doi.org/10.1093/acrefore/9780190224851.013.52
Kossek, E. E., & Michel, J. S. (2011). Flexible work schedules. In APA handbook of industrial and organizational psychology, Vol 1: Building and developing the organization. (Vol. 010, pp. 535–572). Washington: American Psychological Association. https://doi.org/10.1037/12169-017
Kossek, E. E., Petty, R. J., Bodner, T. E., Perrigino, M. B., Hammer, L. B., Yragui, N. L., & Michel, J. S. (2018). Lasting Impression: Transformational Leadership and Family Supportive Supervision as Resources for Well-Being and Performance. Occupational Health Science, 2(1), 1–24. https://doi.org/10.1007/s41542-018- 0012-x
Kossek, E. E., & Thompson, R. J. (2015a). Workplace Flexibility: Integrating Employer and Employee Perspectives to Close the Research–Practice Implementation Gap. The Oxford Handbook of Work and Family (Forthcoming), 1(October). https://doi.org/10.1093/oxfordhb/9780199337538.013.19
Kossek, E. E., & Thompson, R. J. (2015b). Workplace Flexibility. (T. D. Allen & L. T. Eby, Eds.), The Oxford Handbook of Work and Family (Forthcoming) (Vol. 1). Oxford University Press. https://doi.org/10.1093/oxfordhb/9780199337538.013.19
Kossek, E. E., Thompson, R. J., & Lautsch, B. A. (2015). Balanced workplace flexibility: Avoiding the traps. California Management Review, 57(4), 5–25. https://doi.org/10.1525/cmr.2015.57.4.5
KPMG. (2019). Future of HR 2020: Which path are you taking? Future of HR 2020. Krishnan, A. R., Alias, S. N., & Omar, Z. (2020). Factors Influencing Work-Family Conflict Among Dual-Career Couples: A Research Framework. International Journal of Academic Research in Business and Social Sciences, 10(9), 446–460. https://doi.org/10.6007/ijarbss/v10-i9/7825
Kumar, N., & Alok, S. (2021). White-Collar Career Advancement When Working From Home (pp. 135–160). https://doi.org/10.4018/978-1-7998-6754-8.ch009
Kundu, S. C., Phogat, R. S., Datta, S. K., & Gahlawat, N. (2016). Impact of workplace characteristics on work-family conflict of dual-career couples. International Journal of Organizational Analysis, 24(5), 883–907. https://doi.org/10.1108/IJOA-01-2015- 0840
Kylin, C. (2007). Coping with boundaries : a study on the interaction between work and non-work life in home-based telework, (October), 58.
Lake, A. (2016). Smart Flexibility: Moving Smart and Flexible Working from Theory to Practice. CRC Press.
Lan, L., Wargocki, P., & Lian, Z. (2014). Thermal effects on human performance in office environment measured by integrating task speed and accuracy. Applied Ergonomics, 45(3), 490–495. https://doi.org/10.1016/j.apergo.2013.06.010
Lapierre, L. M., & Allen, T. D. (2012). Control at Work, Control at Home, and Planning Behavior: Implications for Work-Family Conflict. Journal of Management, 38(5), 1500–1516. https://doi.org/10.1177/0149206310385868
Lee, S., Kim, S. L., Park, E. K., & Yun, S. (2013). Social support, work-family conflict, and emotional exhaustion in South Korea. Psychological Reports, 113(2), 619–634. https://doi.org/10.2466/21.14.PR0.113x23z3
Legislative Council Secretariat. (2017). Parental leave and family-friendly employment policies in selected places. Research Office of the Legislative Council Secretariat. Retrieved from https://www.adb.org/sites/default/files/publication/198551/ewp- 497.pdf
Lei, C., Hossain, M. S., Mostafiz, M. I., & Khalifa, G. S. A. (2021). Factors determining employee career success in the Chinese hotel industry: A perspective of Job- Demand Resources theory. Journal of Hospitality and Tourism Management, 48(September 2020), 301–311. https://doi.org/10.1016/j.jhtm.2021.07.001
Leineweber, C., Baltzer, M., Magnusson Hanson, L. L., & Westerlund, H. (2013). Work-family conflict and health in Swedish working women and men: A 2-year prospective analysis (the SLOSH study). European Journal of Public Health, 23(4), 710–716. https://doi.org/10.1093/eurpub/cks064
Li, A., Bagger, J., & Cropanzano, R. (2017). The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings. Human Relations, 70(1), 119–145. https://doi.org/10.1177/0018726716645660
Liao, E. Y., Lau, V. P., Hui, R. T. yin, & Kong, K. H. (2019). A resource-based perspective on work–family conflict: meta-analytical findings. Career Development International, 24(1), 37–73. https://doi.org/10.1108/CDI-12-2017-0236
Likierman, A. (2020). The Elements of Good Judgment. Harvard Business Review, 98(1), 102–111.
Liu, B., Wang, Q., Wu, G., Zheng, J., & Li, L. (2020). How family-supportive supervisor affect Chinese construction workers’ work-family conflict and turnover intention: investigating the moderating role of work and family identity salience. Construction Management and Economics, 38(9), 807–823. https://doi.org/10.1080/01446193.2020.1748892
Mahmud, R., Lim, B., Yee, F., Pazim, K. H., & Mail, R. (2020). Characteristics of Workers and Their Preferences to Work From Home ( WFH ). Asian Journal of Research in Business and Management, 2(4), 1–8. http://myjms.mohe.gov.my/index.php/ajrbm
MassDot. (2019). Implementing Flexible Work : Telework , Compressed Work , and Flexible Work Programs. https://www.mass.gov/orgs/massachusetts-departmentof- transportation
Masuda, A. D., Poelmans, S. A. Y., Allen, T. D., Spector, P. E., Lapierre, L. M., Cooper, C. L., … Moreno-Velazquez, I. (2012). Flexible Work Arrangements Availability and their Relationship with Work-to-Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters. Applied Psychology, 61(1), 1–29. https://doi.org/10.1111/j.1464-0597.2011.00453.x
Matias, M., & Fontaine, A. M. (2015). Coping with work and family: How do dual earners interact? Scandinavian Journal of Psychology, 56(2), 212–222. https://doi.org/10.1111/sjop.12195
Matthijs Bal, P., & Jansen, P. G. W. (2016). Workplace flexibility across the lifespan. In Research in Personnel and Human Resources Management (Vol. 34, pp. 43–99). https://doi.org/10.1108/S0742-730120160000034009
Md. Amin, B., & Abdul Majid, A. . (2017). A study relationship work environment and employee performance on manufacturing sector in Penang , Malaysia. Journal of Advanced Research in Social and Behavioural Sciences, 8(1), 16–22. https://doi.org/10.1016/j.buildenv.2014.08.022
Medved, C. E. (2016). The new female breadwinner: discursively doing and undoing gender relations. Journal of Applied Communication Research, 44(3), 236–255. https://doi.org/10.1080/00909882.2016.1192286
Mee Choo, J. L., Desa, N. M., & Abu Hassan Asaari, M. H. (2016). Flexible Working Arrangement toward Organizational Commitment and Work-Family Conflict. Studies in Asian Social Science, 3(1), 21–36. https://doi.org/10.5430/sass.v3n1p21
Meijerink, J. G., Beijer, S. E., & Bos-Nehles, A. C. (2021). A meta-analysis of mediating mechanisms between employee reports of human resource management and employee performance: different pathways for descriptive and evaluative reports? International Journal of Human Resource Management, 32(2), 394–442. https://doi.org/10.1080/09585192.2020.1810737
Menges, J. I., Tussing, D. V., Wihler, A., & Grant, A. M. (2017). When job performance is all relative: How family motivation energizes effort and compensates for intrinsic motivation. Academy of Management Journal, 60(2), 695–719. https://doi.org/10.5465/amj.2014.0898
Michael Page. (2015). 2015 Michael Page Malaysia Employee Intentions Report. MichaelPage. http://www.michaelpage.com.sg/sites/michaelpage.com.sg/files/2015_SGMP_ EMPLOYEE_INTENTIONS_FINAL_0.pdf
Mills, M. J. (2015). Gender and the Work-Family Experience. (M. J. Mills, Ed.), Gender and the Work-Family Experience: An Intersection of Two Domains. Cham: Springer International Publishing. https://doi.org/10.1007/978-3-319- 08891-4
Mohd Nasurdin, A., Tan, C. L., & Naseer Khan, S. (2020). Can high performance work practices and satisfaction predict job performance?An examination of the Malaysian private health-care sector. International Journal of Quality and Service Sciences, 12(4), 521–540. https://doi.org/10.1108/IJQSS-06-2019-0090
Morr Loftus, M. C., & Droser, V. A. (2020). Parent and Child Experiences of Parental Work–Family Conflict and Satisfaction with Work and Family. Journal of Family Issues, 41(9), 1649–1673. https://doi.org/10.1177/0192513X19895043
Motowidlo, S. J., & Kell, H. J. (2012). Job Performance. In Handbook of Psychology, Second Edition. https://doi.org/10.1002/9781118133880.hop212005
Motowidlo, S. J., & Kell, H. J. (2013). Job Performance. In I. B. Weiner (Ed.), Handbook of Psychology. Hoboken, NJ, USA: John Wiley & Sons, Inc. Retrieved from http://doi.wiley.com/10.1002/0471264385
Mukherjee, A. (2018). 75% of Malaysian Mothers Quit Their Jobs Due to a Lack of Flexibility. Retrieved from www.monster.com.hk
Munthali, George, N. C., & Xuelian, W. (2020). A new decade for social changes. Technium Social Sciences Journal, 6.
Neely, A., Gregory, M., & Platts, K. (1995, April). Performance measurement system design: A literature review and research agenda. International Journal of Operations and Production Management. https://doi.org/10.1108/01443579510083622
Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work-family conflict and family-work conflict scales. Journal of Applied Psychology, 81(4), 400–410. https://doi.org/10.1037//0021-9010.81.4.400
Ngo, L. V., Nguyen, N. P., Lee, J., & Andonopoulos, V. (2020). Mindfulness and job performance: Does creativity matter? Australasian Marketing Journal, 28(3), 117– 123. https://doi.org/10.1016/j.ausmj.2019.12.003
Nizam, I., & Kam, C. (2018). The Determinants of Work-Life Balance in the Event Industry of Malaysia. International Journal of Management, Accounting and Economics, 5(3), 141–168. Retrieved from www.ijmae.com
Nomura, Y., Kakuta, E., Okada, A., Yamamoto, Y., Tomonari, H., Hosoya, N., … Takei, N. (2020). Prioritization of the Skills to Be Mastered for the Daily Jobs of Japanese Dental Hygienists. International Journal of Dentistry, 2020. https://doi.org/10.1155/2020/4297646
Noor, N. M., & Mahudin, N. D. M. (2015). Work–life balance policies in Malaysia: Theory and practice. In Handbook of Research on Work-Life Balance in Asia (pp. 207–235). https://doi.org/10.4337/9781783475094.00017
Noor, N. M., & Mahudin, N. D. M. (2016). Work, Family and Women’s Well-Being in Malaysia. In Handbook on Well-Being of Working Women (pp. 717–734). Dordrecht: Springer Netherlands. https://doi.org/10.1007/978-94-017-9897-6_40
Novitasari, D., Sasono, I., & Asbari, M. (2020). Work-Family Conflict and Worker’s Performance during Covid-19 Pandemic: What is the Role of Readiness to Change Mentality? International Journal of Science and Management Studies (IJSMS), (August), 122–134. https://doi.org/10.51386/25815946/ijsms-v3i4p112
Obrenovic, B., Jianguo, D., Khudaykulov, A., & Khan, M. A. S. (2020). Work-Family Conflict Impact on Psychological Safety and Psychological Well-Being: A Job Performance Model. Frontiers in Psychology, 11(March), 1–18. https://doi.org/10.3389/fpsyg.2020.00475
Omar, M. K., Ahmad, M. F., & Ismail, I. S. (2016). Personal Factors and Work-Life Conflict: A Study of a Malaysian Statutory Body, 251–261. https://doi.org/10.15405/epsbs.2016.11.02.24
Oshio, T., Inoue, A., & Tsutsumi, A. (2017). Examining the mediating effect of work-tofamily conflict on the associations between job stressors and employee psychological distress: A prospective cohort study. BMJ Open, 7(8). https://doi.org/10.1136/bmjopen-2016-015608
Paje, R. C., Escobar, P. B. A., Ruaya, A. M. R., Sulit, P. A. F., & Paje, R. C. (2020). The Impact of Compressed Workweek Arrangements on Job Stress, Work-Life Balance, and Work Productivity of Rank-And-File Employees from Different Industries in Metro Manila. Journal of Physics: Conference Series, 1529(3). https://doi.org/10.1088/1742-6596/1529/3/032055
Pallant, J. (2013). SPSS survival manual: a step by step guide to data analysis using IBM SPSS. Australian and New Zealand Journal of Public Health, 37(6), 597–598. https://doi.org/10.1111/1753-6405.12166
Pallant, J. (2016). SPSS Survival Manual. Open University Press.
Palumbo, R. (2020). Let me go to the office! An investigation into the side effects of working from home on work-life balance. International Journal of Public Sector Management, 33(6–7), 771–790. https://doi.org/10.1108/IJPSM-06-2020-0150
Pan, S.-Y., Chuang, A., & Yeh, Y.-J. (2021). Linking Supervisor and Subordinate’s Negative Work–Family Experience: The Role of Family Supportive Supervisor Behavior. Journal of Leadership & Organizational Studies, 28(1), 17–30. https://doi.org/10.1177/1548051820950375
Panatik, S. A. B., Badri, S. K. Z., Rajab, A., Abdul, H. R., & Shaha, I. M. (2011). The impact of work family conflict on psychological well-being among school teachers in Malaysia. Procedia - Social and Behavioral Sciences, 29, 1500–1507. https://doi.org/10.1016/j.sbspro.2011.11.390
Pattnaik, S. C., & Sahoo, R. (2021). Employee engagement, creativity and task performance: role of perceived workplace autonomy. South Asian Journal of Business Studies, 10(2), 227–241. https://doi.org/10.1108/SAJBS-11-2019-0196
Peiró, J. M., Bayona, J. A., Caballer, A., & Di Fabio, A. (2020). Importance of work characteristics affects job performance: The mediating role of individual dispositions on the work design-performance relationships. Personality and Individual Differences, 157(November 2019), 109808. https://doi.org/10.1016/j.paid.2019.109808
Pituch, K. A., & Stevens, J. P. (2016). Applied multivariate statistics for the social sciences: Analyses with SAS and IBM’s SPSS. Routledge. https://doi.org/10.1017/CBO9781107415324.004
Pleck, J. H. (1977). Pleck Work-family role system. Social Problems, 24(4), 417–427. https://doi.org/10.2307/800135
Pluut, H., Ilies, R., Curşeu, P. L., & Liu, Y. (2018). Social support at work and at home: Dual-buffering effects in the work-family conflict process. Organizational Behavior and Human Decision Processes, 146(February), 1–13. https://doi.org/10.1016/j.obhdp.2018.02.001
Poulose, S., & Susdarsan, N. (2014). Work- Life Balance : A Conceptual Review. International Journal of Advances in Management and Economics, 3(2), 1–17. https://doi.org/10.1108/JMP-09-2014-0272
Pourbarkhordari, A. (2016). Role of Transformational Leadership in Creating a Healthy Work Environment in Business Setting. European Journal of Business and Management Www.Iiste.Org ISSN, 8(3), 57–70. Retrieved from www.iiste.org
Powell, G. N., Greenhaus, J. H., Allen, T. D., & Johnson, R. E. (2019). Introduction to Special Topic Forum: Advancing and Expanding Work-Life Theory from Multiple Perspectives. Academy of Management Review, 44(1), 54–71. https://doi.org/10.5465/amr.2018.0310
Pradhan, R. K., & Jena, L. K. (2017). Employee Performance at Workplace: Conceptual Model and Empirical Validation. Business Perspectives and Research, 5(1), 69–85. https://doi.org/10.1177/2278533716671630
PWC, M. (2012). Millennials at work. Reshaping the workforce, PwC Malaysia 2011. PWC Malaysia. https://www.pwc.com/my/en/assets/publications/millennials-atwork.
Quah, S. R. (2015). Routledge handbook of families in Asia. Routledge Handbook of Families in Asia. https://doi.org/10.4324/9781315881706
Radcliffe, L. S., & Cassell, C. (2015). Flexible working, work-family conflict, and maternal gatekeeping: The daily experiences of dual-earner couples. Journal of Occupational and Organizational Psychology, 88(4), 835–855. https://doi.org/10.1111/joop.12100
Rahman, R. A., Mustaffa, W. S. W., Rhouse, S. M., & Wahid, H. A. (2016). Work Challenges and Coping Strategies of Professional and Managerial Dual-Career Couples in Malaysia. International Journal of Academic Research in Business and Social Sciences, 6(12), 256–271. https://doi.org/10.6007/IJARBSS/v6-i12/2492
Rathi, N., & Lee, K. (2017). Understanding the role of supervisor support in retaining employees and enhancing their satisfaction with life. Personnel Review, 46(8), 1605–1619. https://doi.org/10.1108/PR-11-2015-0287
Regus. (2013). The flexible road to workforce productivity. Regus, (November), 1–17. Retrieved from press.regus.com/united.../re3339_prs_gbs9productivityreport_global_oct13_v3.pdf
Regus. (2017). A picture of flexible working 2017. The Workplace Revolution, (January), 1–29. https://doi.org/10.1016/0264-2751(88)90079-0
Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role Conflict and Ambiguity in Complex Organizations. Administrative Science Quarterly, 15(2), 150. https://doi.org/10.2307/2391486
Rodriguez, J., & Walters, K. (2017). The Importance of Training and Development in Employee Performance and Evaluation. International Journal Peer Reviewed Journal Refereed Journal Indexed Journal UGC Approved Journal Impact Factor, 3(10), 206– 212. https://www.researchgate.net/publication/332537797%0Awww.wwjmrd.com
Roehling, P. V, Moen, P., & Batt, R. (2019). Spillover. In It’s about Time (pp. 101–121). https://www.degruyter.com/document/doi/10.7591/9781501728921-009/html
Rofcanin, Y., de Jong, J. P., Heras, M. Las, & Kim, S. (2018). The moderating role of prosocial motivation on the association between family-supportive supervisor behaviours and employee outcomes. Journal of Vocational Behavior, 107, 153–167. https://doi.org/10.1016/j.jvb.2018.04.001
Rofcanin, Y., Heras, M. Las, & Bakker, A. B. (2017). Family supportive supervisor behaviors and organizational culture: Effects on work engagement and performance. Journal of Occupational Health Psychology, 22(2), 207–217. https://doi.org/10.1037/ocp0000036
Rosario, & Parayitam, S. (2014). The Moderating Effects of Organizational Programs and Supervisor Support on Work - Family Balance: Evidence from Brazil. International Journal of Economics and Business Administration, II(Issue 4), 86– 107. https://doi.org/10.35808/ijeba/57
Ruostela, J., Lönnqvist, A., Palvalin, M., Vuolle, M., Patjas, M., & Raij, A. L. (2015). “New Ways of Working” as a tool for improving the performance of a knowledgeintensive company. Knowledge Management Research and Practice, 13(4), 382– 390. https://doi.org/10.1057/kmrp.2013.57
S Alshutwi, S., & F Almutairi, A. (2016). Work-Family Conflict and the Role of Family Supervisor Support as a Promising Approach to Retain Qualified Nurses. Journal of Nursing & Care, 05(01), 1–3. https://doi.org/10.4172/2167-1168.1000322
Sapada, A. F. A., Modding, H. B., Gani, A., & Nujum, S. (2017). The effect of organizational culture and work ethics on job satisfaction and employees performance. The International Journal of Engineering and Science (IJES), 6(12), 28–36. https://doi.org/10.9790/1813-0612042836
Sekaran, U., & Bougie, R. (1993). Research methods for business: A skill building approach. Long Range Planning, 26(2), 136. https://doi.org/10.1016/0024- 6301(93)90168-F
Sekaran, U., & Bougie, R. (2010). Research Method for Business Textbook: A Skill Building Approach. John Wiley & Sons Ltd.
Sekaran, U., & Bougie, R. (2016). Research Methods for Business. Encyclopedia of Quality of Life and Well-Being Research. Dordrecht: Springer Netherlands. https://doi.org/10.1007/978-94-007-0753-5_102084
Sendawula, K., Nakyejwe Kimuli, S., Bananuka, J., & Najjemba Muganga, G. (2018). Training, employee engagement and employee performance: Evidence from Uganda’s health sector. Cogent Business and Management, 5(1), 1–12. https://doi.org/10.1080/23311975.2018.1470891
Senen, S. H., Masharyono, M., & Edisa, N. (2020). The Effect of Job Characteristics to Employee’s Performance: A Case Study on Employees at Interior Industry. In Proceedings of the 3rd Global Conference On Business, Management, and Entrepreneurship (GCBME 2018). Paris, France: Atlantis Press. https://doi.org/10.2991/aebmr.k.200131.048
Shaari, S. binti C., & Amirul, S. R. binti. (2020). Regulating Flexible Working Arrangements (Fwas) in Malaysian Private Sector : Are We There Yet ? International Journal of Business, Economics and Law, 21(4), 13–22.
Shafril, H. A. M., & Uli, J. (2010). The Influence Of Socio-Demographic Factors On Work Performance Among Employees Of Government Agriculture Agencies In Malaysia. The Journal of International Social Research, 3(10), 460–469.
Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of Flexible Working Hours on Work- Life Balance. American Journal of Industrial and Business Management, 04(01), 20–23. https://doi.org/10.4236/ajibm.2014.41004
Shobe, K. (2018). Productivity Driven by Job Satisfaction, Physical Work Environment, Management Support and Job Autonomy. Business and Economics Journal, 09(02). https://doi.org/10.4172/2151-6219.1000351
Shockley, K. M., & Allen, T. D. (2007). When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict. Journal of Vocational Behavior, 71(3), 479–493. https://doi.org/10.1016/j.jvb.2007.08.006
Shockley, K. M., & Allen, T. D. (2010). Investigating the missing link in flexible work arrangement utilization: An individual difference perspective. Journal of Vocational Behavior, 76(1), 131–142. https://doi.org/10.1016/j.jvb.2009.07.002
Shockley, K. M., & Allen, T. D. (2012). Motives for flexible work arrangement use. Community, Work & Family, 15(2), 217–231. https://doi.org/10.1080/13668803.2011.609661
Shujahat, M., Sousa, M. J., Hussain, S., Nawaz, F., Wang, M., & Umer, M. (2019). Translating the impact of knowledge management processes into knowledgebased innovation: The neglected and mediating role of knowledge-worker productivity. Journal of Business Research, 94(October 2017), 442–450. https://doi.org/10.1016/j.jbusres.2017.11.001
Singe, S. M., Rynkiewicz, K. M., & Eason, C. M. (2020). Work-family conflict of collegiate and secondary school athletic trainers who are parents. Journal of Athletic Training, 55(11), 1153–1159. https://doi.org/10.4085/1062-6050-381-19
Smyth, C., Cortis, N., & Powell, A. (2021). University staff and flexible work: inequalities, tensions and challenges. Journal of Higher Education Policy and Management, 43(5), 489–504. https://doi.org/10.1080/1360080X.2020.1857504
Society for Human Resource Management. (2016). SHRM Survey Findings : 2016 Strategic Benefits — Wellness Initiatives, 1–26.
Society For Human Resource Management. (2015). SHRM Research: Flexible Work Arrangements. Retrieved from https://www.shrm.org/hr-today/trendsand- forecasting/special-reports-and-expert-views/Documents/Flexible Work Arrangements.pdf
Song, H., Tucker, A. L., Murrell, K. L., & Vinson, D. R. (2018). Closing the Productivity Gap: Improving Worker Productivity Through Public Relative Performance Feedback and Validation of Best Practices. Management Science, 64(6), 2628– 2649. https://doi.org/10.1287/mnsc.2017.2745
Sonnentag, S., & Frese, M. (2005). Performance Concepts and Performance Theory. In Psychological Management of Individual Performance (pp. 1–25). Chichester, UK: John Wiley & Sons, Ltd. https://doi.org/10.1002/0470013419.ch1
Soomro, A. A., Breitenecker, R. J., & Shah, S. A. M. (2018). Relation of work-life balance, work-family conflict, and family-work conflict with the employee performance-moderating role of job satisfaction. South Asian Journal of Business Studies, 7(1), 129–146. https://doi.org/10.1108/SAJBS-02-2017-0018
Sprung, J. M., Toumbeva, T. H., & Matthews, R. A. (2015). Family-Friendly Organizational Policies, Practices, and Benefits through the Gender Lens. In Gender and the Work-Family Experience (pp. 227–249). Cham: Springer International Publishing. https://doi.org/10.1007/978-3-319-08891-4_12
Subramaniam, A. G., Overton, B. J., & Maniam, C. B. (2015). Flexible Working Arrangements, Work Life Balance and Women in Malaysia. International Journal of Social Science and Humanity, 5(1), 34–38. https://doi.org/10.7763/IJSSH.2015.V5.417
Suharnomo, & Johnpray, P. R. (2018). The Impact of Work-Family Supportive Supervisors on Job Involvement and Job Satisfaction with Career Competencies as an Intervening Variable. E3S Web of Conferences, 31, 0–7. https://doi.org/10.1051/e3sconf/20183111004
Sushil, Connell, J., & Burgess, J. (2016). Flexible Work Organizations: The Challenges of Capacity Building in Asia. Springer. https://doi.org/10.1007/978-81-322-2834-9
Tabachnick, B. G., & Fidell, L. S. (2007). Using multivariate statistics Fifth Edition. Pearson. https://doi.org/10.1037/022267
Tabiu, A., Pangil, F., & Othman, S. Z. (2016). Examining the link between HRM Practices and Employees’ performance in Nigerian public sector. Management Science Letters, (June), 395–408. https://doi.org/10.5267/j.msl.2016.4.006
Takrim, K., Siddiq, A., & Amin, S. (2015). Influence of Work Life Balance Policies on Employee’s Job Satisfaction and Organizational Commitment: A Case Study of University of Peshawar. Putaj Humanities & Social Sciences, 22(2), 111–122. https://search.ebscohost.com/login.aspx?direct=true&db=asn&AN=137259518&si te=ehost-live
TalentCorp. (2017). Work-Life Practices : Meeting the needs of the future work, workplace and workforce.
TalentCorp, M. (2014). WOMEN LABOUR FORCE PARTICIPATION IN MALAYSIA Flexibility in the Workplace The Way Forward, 2013–2014.
TalentCorp, M. (2016). EMBRACING THE WINNING FORMULA FOR FLEXIBLE WORK ARRANGEMENTS. TalentCorp Malaysia.
TalentCorp, M. (2018). Life At Work: Report on the Implementation and Outcomes of Work-Life Practices in Corporate Malaysia (Vol. 39).
TalentCorp Malaysia and PWC. (2015). Diversity in the Workplace 2015, (August).
TalentCorp, & UNDP. (2021). Making Flexible Work, Work: Towards Better and More Inclusive Work-Life Practices. Retrieved from www.flexworklife.my
Talukder, A. K. M., Vickers, M., & Khan, A. (2018). Supervisor support and work-life balance: Impacts on job performance in the Australian financial sector. Personnel Review, 47(3), 727–744. https://doi.org/10.1108/PR-12-2016-0314
Tangen, S. (2005). Demystifying productivity and performance. International Journal of Productivity and Performance Management, 54(1), 34–46. https://doi.org/10.1108/17410400510571437
ten Brummelhuis, L. L., Bakker, A. B., & Euwema, M. C. (2010). Is family-to-work interference related to co-workers’ work outcomes? Journal of Vocational Behavior, 77(3), 461–469. https://doi.org/10.1016/j.jvb.2010.06.001
Torp, S., Lysfjord, L., & Midje, H. H. (2018). Workaholism and work–family conflict among university academics. Higher Education, 76(6), 1071–1090. https://doi.org/10.1007/s10734-018-0247-0
Tran, P. A., Mansoor, S., & Ali, M. (2021). Managerial support, work–family conflict and employee outcomes: an Australian study. European Journal of Management and Business Economics, ahead-of-p(ahead-of-print). https://doi.org/10.1108/ejmbe-03-2020-0056
Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employee-organizational relationship: Does investment in employees pay off? Academy of Management Journal, 40(5), 1089–1121. https://doi.org/10.2307/256928
Turner, N., Hershcovis, M. S., Reich, T. C., & Totterdell, P. (2014). Work-family interference, psychological distress, and workplace injuries. Journal of Occupational and Organizational Psychology, 87(4), 715–732. https://doi.org/10.1111/joop.12071
Turner, R. H. (2001). Role Theory BT - Handbook of Sociological Theory. Handbook of Sociological Theory, 233–254. https://doi.org/10.1007/0-387-36274-6_12
UK Work-Life. (2010). Workplace Flexibility Supervisor Study. University of Kentucky Institute for Workplace Innovation.
UNICEF. (2019). Family-Friendly Policies: Redesigning the Workplace of the Future. Valaei, N., & Rezaei, S. (2016). Job satisfaction and organizational commitment. Management Research Review, 39(12), 1663–1694. https://doi.org/10.1108/MRR- 09-2015-0216
van Vianen, A. E. M., de Pater, I. E., & Preenen, P. T. Y. (2019). Career Success: Employability and the Quality of Work Experiences. International Handbook of Career Guidance, 241–262. https://doi.org/10.1007/978-3-030-25153-6_11
Vyas, L., Lee, S. Y., & Chou, K. L. (2017). Utilization of family-friendly policies in Hong Kong. International Journal of Human Resource Management, 28(20), 2893–2915. https://doi.org/10.1080/09585192.2016.1138498
Wall, T., Cooper, C. L., & Brough, P. (2021). The SAGE Handbook of Organizational Wellbeing. SAGE Publishing.
Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2020). Achieving Effective Remote Working During the COVID-19 Pandemic: A Work Design Perspective. Applied Psychology, 0(0), 1–44. https://doi.org/10.1111/apps.12290
Wang, I. A., Tsai, H. Y., Lee, M. H., & Ko, R. C. (2019). The effect of work–family conflict on emotional exhaustion and job performance among service workers: the cross-level moderating effects of organizational reward and caring. International Journal of Human Resource Management, 0(0), 1–22. https://doi.org/10.1080/09585192.2019.1651373
Wang, M. L., & Tsai, L. J. (2014). Work-family conflict and job performance in nurses: The moderating effects of social support. Journal of Nursing Research, 22(3), 200– 207. https://doi.org/10.1097/jnr.0000000000000040
Wang, P., Walumbwa, F. O., Wang, H., & Aryee, S. (2013). Unraveling the Relationship Between Family-Supportive Supervisor and Employee Performance. Group and Organization Management, 38(2), 258–287. https://doi.org/10.1177/1059601112472726
Warokka, A., & Febrilia, I. (2015). Work-Family Conflict and Job Performance: Lesson from a Southeast Asian Emerging Market. Journal of Southeast Asian Research, 2015, 1–14. https://doi.org/10.5171/2015.420802
Wayne, S. J., Lemmon, G., Hoobler, J. M., Cheung, G. W., & Wilson, M. S. (2017). The ripple effect: A spillover model of the detrimental impact of work–family conflict on job success. Journal of Organizational Behavior, 38(6), 876–894. https://doi.org/10.1002/job.2174
Welbourne, T. M., & Johnson, D. E. (1998). THE ROLE-BASED PERFORMANCE SCALE: VALIDITY ANALYSIS OF A THEORY-BASED MEASURE. Academy of Management Journal, 41(5), 540–555. Retrieved from http://www.jstor.org/stable/256941
Wheatley, D. (2017). Employee satisfaction and use of flexible working arrangements. Work, Employment and Society, 31(4), 567–585. https://doi.org/10.1177/0950017016631447
Williams, J. C., Berdahl, J. L., & Vandello, J. A. (2016). Beyond Work-Life “Integration.” Annual Review of Psychology, 67(1), 515–539. https://doi.org/10.1146/annurev-psych- 122414-033710
Williams, J. C., Blair-Loy, M., & Berdahl, J. L. (2013). Cultural schemas, social class, and the flexibility stigma. Journal of Social Issues, 69(2), 209–234. https://doi.org/10.1111/josi.12012
Williams, P. (2019). Support for supervisors: HR enabling flexible work. Employee Relations: The International Journal, 41(5), 914–930. https://doi.org/10.1108/ER- 03-2018-0077
Witt, L. A., & Carlson, D. S. (2006). The work-family interface and job performance: Moderating effects of conscientiousness and perceived organizational support. Journal of Occupational Health Psychology, 11(4), 343–357. https://doi.org/10.1037/1076-8998.11.4.343
Wood, S. J., & Michaelides, G. (2016). Challenge and hindrance stressors and wellbeingbased work–nonwork interference: A diary study of portfolio workers. Human Relations, 69(1), 111–138. https://doi.org/10.1177/0018726715580866
Wu, N. (2017). Flexible Working: Are We Ready for This? In Hidden Inequalities in the Workplace (pp. 127–154). Cham: Springer International Publishing. https://doi.org/10.1007/978-3-319-59686-0_6
Yaakobi, E., & Weisberg, J. (2018). Individual, group and organizational efficacies in predicting performance. Personnel Review, 47(2), 535–554. https://doi.org/10.1108/PR- 08-2016-0212
Yong, A. G., & Pearce, S. (2013). A Beginner’s Guide to Factor Analysis: Focusing on Exploratory Factor Analysis. Tutorials in Quantitative Methods for Psychology. https://doi.org/10.20982/tqmp.09.2.p079
Young, M. (2015). Family and Work. International Encyclopedia of the Social & Behavioral Sciences: Second Edition (Second Edi, Vol. 8). Elsevier. https://doi.org/10.1016/B978-0-08-097086-8.94023-6
Zacher, H. (2015). Daily manifestations of career adaptability: Relationships with job and career outcomes. Journal of Vocational Behavior, 91, 76–86. https://doi.org/10.1016/j.jvb.2015.09.003
Zafira, N., Rozlan, A., & Subramaniam, G. (2021). FLEXIBLE WORKING ARRANGEMENTS AND MILLENNIALS : DOES " WORK BETTER ’ LEAD TO " FEEL BETTER "?. International Virtual Conference on Human Resource Development (ICHRD 2021)
Zainal, N., Zawawi, D., Aziz, Y. A., & Ali, M. H. (2020). Work-family conflict and job performance: Moderating effect of social support among employees in malaysian service sector. International Journal of Business and Society, 21(1), 79–95.
Zakaria, N., & Ismail, Z. (2017). The Consequences of Work-family Conflict and The Importance of Social Supports to Reduce Work-family Conflict Among Employees. Malaysian Journal of Social Sciences and Humanities, 2(2), 25–30.
Zhang, Q., Ma, Z., Ye, L., Guo, M., & Liu, S. (2021). Future work self and employee creativity: The mediating role of informal field-based learning for high innovation performance. Sustainability (Switzerland), 13(3), 1–17. https://doi.org/10.3390/su13031352
Ziebertz, C. M., Van Hooff, M. L. M., Beckers, D. G. J., Hooftman, W. E., Kompier, M. A. J., & Geurts, S. A. E. (2015). The Relationship of On-Call Work with Fatigue, Work-Home Interference, and Perceived Performance Difficulties. BioMed Research International, 2015(i). https://doi.org/10.1155/2015/643413
|
This material may be protected under Copyright Act which governs the making of photocopies or reproductions of copyrighted materials. You may use the digitized material for private study, scholarship, or research. |