Religiosity as a Moderator of Work-Family Demands and Employees’ Well-Being
African Journal of Business Management Vol. 5(12), pp. 4955-4960, 18 June, 2011 Available online at http://www.academicjournals.org/AJBM DOI: 10.5897/AJBM11.082 ISSN 1993-8233 ©2011 Academic Journals
Full Length Research Paper
Religiosity as a moderator of work-family demands and employees’ well-being
Meguellati Achour1*, Ali Bin Boerhannoeddin2 and Aqeel Khan3
Institute of Graduate Studies, University of Malaya, Kuala Lumpur, Malaysia. Faculty of Economic and Administration, University of Malaya, Kuala Lumpur, Malaysia. 3 Department of Educational Psychology and Counseling, Faculty of Education, University of Malaya, Kuala Lumpur 50603, Malaysia.
2 1
Accepted 15 February, 2011
The current study was conducted to examine: (1) the relation of work-family demands, that is, long working hours, inflexible work schedule, office work overload, household work, issues related to children and husbands with employees’ well-being, and (2) the role of religiosity as a moderator of work-family demands and employees’ well-being. The following hypotheses were proposed: (a) workfamily demands would be negatively related with employees’ well-being; (b) religiosity would moderate the relation of work-family demands with employees’ well-being. The researchers used 135 Muslim women of academic staff as respondents, working in the University of Malaya, Kuala Lumpur, Malaysia. Their ages ranged from 30 to 60 years. The findings of the present study proved that, the hypothesis work-family demands was found to be negatively correlated with employees well being but another hypothesis was not proved as the religiosity was not moderating the relation of hypothesis work-family demands and well being. Hence, religiosity may not be effective to manage work family demands. Key words: Work-family conflict, well-being, religiosity, coping strategies, work-family demands. INTRODUCTION The human resource managers are entrusted to offer and propose solutions to many problems that are
Full Length Research Paper
Religiosity as a moderator of work-family demands and employees’ well-being
Meguellati Achour1*, Ali Bin Boerhannoeddin2 and Aqeel Khan3
Institute of Graduate Studies, University of Malaya, Kuala Lumpur, Malaysia. Faculty of Economic and Administration, University of Malaya, Kuala Lumpur, Malaysia. 3 Department of Educational Psychology and Counseling, Faculty of Education, University of Malaya, Kuala Lumpur 50603, Malaysia.
2 1
Accepted 15 February, 2011
The current study was conducted to examine: (1) the relation of work-family demands, that is, long working hours, inflexible work schedule, office work overload, household work, issues related to children and husbands with employees’ well-being, and (2) the role of religiosity as a moderator of work-family demands and employees’ well-being. The following hypotheses were proposed: (a) workfamily demands would be negatively related with employees’ well-being; (b) religiosity would moderate the relation of work-family demands with employees’ well-being. The researchers used 135 Muslim women of academic staff as respondents, working in the University of Malaya, Kuala Lumpur, Malaysia. Their ages ranged from 30 to 60 years. The findings of the present study proved that, the hypothesis work-family demands was found to be negatively correlated with employees well being but another hypothesis was not proved as the religiosity was not moderating the relation of hypothesis work-family demands and well being. Hence, religiosity may not be effective to manage work family demands. Key words: Work-family conflict, well-being, religiosity, coping strategies, work-family demands. INTRODUCTION The human resource managers are entrusted to offer and propose solutions to many problems that are
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