Measuring Religiosity and Its Effects on Personal Well-Being: A Case Study of Muslim Female Academicians in Malaysia

Abstract

This study seeks to measure religiosity in an Islamic context and to assess its effects on the personal well-being of Muslims. The determinants of religiosity included under this research are prayer, beliefs, and worship. This research also attempts to examine the coping strategies Muslims use to deal with life problems and changes such as prayer, supplication, trust and reliance on God, remembrance of death, and concept of life after death. Today, many scales of religiosity are being put into use among Muslims. This study measures religiosity and its effects on the well-being of Muslim academicians. The researchers used 315 Muslim female of academic staff as respondents, working in Research Universities in the Klang Valley such as University of Malaya, National University and Putra University area of Kuala Lumpur, Malaysia. Their ages ranged from 30 to 60 years. The results of this study show that there exists a positive yet significant correlation between personal well-being and religiosity. The well-being also shows significant positive correlations with beliefs and worship and prayer.

A Theoretical Assessment on Sustainable Wellbeing Indicators for People Interrelationships

“…There were four dimensions of human interrelationships with other humans recognized based on the explored findings of Malaysia wellbeing studies. The first dimension is Personal Empowerment which manifests in opportunity to exercise control, voice and choice (Hashim et al, 2012;Jaafara et al, 2012;Achour et al, 2014;Sipon et al, 2014;Clark et al, 2014;Hassan, 2015). The second dimension is Positive Relations which manifests in positive experience of trust, nurturance and affection Jaafara et al, 2012;Abu Rahim et al, 2013;Shuib et al, 2013;Momtaz et al, 2014;Clark et al, 2014).…”

“…Hashim et al, 2012;Jaafara et al, 2012;Achour et al, 2014;Sipon et al, 2014;Clark et al, 2014;Hassan, 2015 Positive Relations positive experience of trusts, nurturance and affection caring/love/affection, respect for diversity, reciprocity, nurturance and affection, emotional support, collaboration, democratic participation in decision-making Jaafara et al, 2012;Abu Rahim et al, 2013;Shuib et al, 2013;Momtaz et al, 2014;Clark et al, 2014 Organizational Opportunity inclusions, learning and horizontal structures respect for diversity, democratic participation, collaborative relationships, engagement, good communication, clear roles and productivity, learning opportunities Noor & Abdullah, 2012;Panatika et al, 2011;Rashida et al, 2012;Jaafara et al, 2012;Mokhtar et al, 2015;Clark et al, 2014 Community Movement maximizati on of social supports and benefits, and availability of supports throughout life cycle equitable allocation if bargaining, powers, resources and obligations in society, gender and race equality, universal access to high quality educational, health and recreational facilities, affordable housing, employment opportunities, access to nutritious foods at reasonable prices, public transportation, clean environment, safety and peace Jaafara et al, 2012;Sedaghatnia et al, 2013;Hamdan et al, 2014;Marzuki et al, 2014;Clark et al, 2014 Table 6 shows the potential indicators of human interrelationships with other humans that are yet to be statistically confirmed. The potential indicators are gathered from the literature reviews and summarized findings of selected subjective well-being studies in Malaysia.…”

Special Issue 1 : 2017

“…There were four dimensions of human interrelationships with other humans recognized based on the explored findings of Malaysia wellbeing studies. The first dimension is Personal Empowerment which manifests in opportunity to exercise control, voice and choice Jaafara et al, 2012;Achour et al, 2014;Sipon et al, 2014;Clark et al, 2014;Hassan, 2015). The second dimension is Positive Relations which manifests in positive experience of trust, nurturance and affection (Noor et al, 2012;Jaafara et al, 2012;Abu Rahim et al, 2013;Shuib et al, 2013;Momtaz et al, 2014;Clark et al, 2014).…”

“…Hashim et al, 2012;Jaafara et al, 2012;Achour et al, 2014;Sipon et al, 2014;Clark et al, 2014;Hassan, 2015 Positive Relations positive experience of trusts, nurturance and affection caring/love/affection, respect for diversity, reciprocity, nurturance and affection, emotional support, collaboration, democratic participation in decision-making Noor et al, 2012;Jaafara et al, 2012;Abu Rahim et al, 2013;Shuib et al, 2013;Momtaz et al, 2014;Clark et al, 2014 Organizational Opportunity inclusions, learning and horizontal structures respect for diversity, democratic participation, collaborative relationships, engagement, good communication, clear roles and productivity, learning opportunities Noor & Abdullah, 2012;Panatika et al, 2011;Rashida et al, 2012;Jaafara et al, 2012;Mokhtar et al, 2015;Clark et al, 2014 Community Movement maximizati on of social supports and benefits, and availability of supports throughout life cycle equitable allocation if bargaining, powers, resources and obligations in society, gender and race equality, universal access to high quality educational, health and recreational facilities, affordable housing, employment opportunities, access to nutritious foods at reasonable prices, public transportation, clean environment, safety and peace Jaafara et al, 2012;Sedaghatnia et al, 2013;Hamdan et al, 2014;Marzuki et al, 2014;Clark et al, 2014 Table 6 shows the potential indicators of human interrelationships with other humans that are yet to be statistically confirmed. The potential indicators are gathered from the literature reviews and summarized findings of selected subjective well-being studies in Malaysia.…”

Examine The Factor That Influence Training Reaction, And Its Consequence On Employee

“…Prior research suggests employees who have commitment to the empirical and theoretical fundamentals of the religion (religiosity) will feel satisfaction with their life, job and family (Achour et al, 2015;Tiliouine & Belgoumidi, 2009). Employees also can minimize the negative feelings such as anxiety (Abdel-Khalek, 2010) and stress (Kandaswamy, 2007), as a result of religiosity.…”