Work-Life Balance among Teaching Hospital Nurses in Malaysia

Nurumal, Mohd. Said; Makabe, S; Jamaludin, Farah Ilyani Che; Yusof, Hairil Fahmi Mohd; Aung, Khin Thandar; Kowitlawakul, Yanika

doi:10.5539/gjhs.v9n9p81

Cited by 16 publications

(18 citation statements)

References 24 publications

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“…This finding supports Dousin et al., (2019) and Nurumal et al. (2017) who argue that WLB balance practices have benefits for both employees and employers. At a time of nurse shortages in Malaysian hospitals, WLB practices can contribute to nurse retention.…”

Section: Discussionsupporting

confidence: 86%

The relationship between work‐life balance, the need for achievement, and intention to leave: Mixed‐method study

Dousin

Collins

Bartram

et al. 2020

Journal of Advanced Nursing

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Aims To examine the mediating role of employee well‐being on the relationship between work‐life balance practices, the need for achievement and intention to leave among nurses in Malaysia. Background Work‐life balance practices are associated with employee perceptions of the need for achievement and well‐being which subsequently influence their intention to leave the organization. This study contributes new knowledge to nursing studies on work‐life balance in an Asian and Islamic society where the expectations for women are to focus on family rather than career. Design A cross‐sectional, explanatory mixed methodology. Methods This is a two‐phase study conducted between 2015–2017 with 401 nurses in East Malaysia. In Phase 1, researchers surveyed 379 nurses to test eight hypotheses and in Phase 2 researchers interviewed 22 nurses to explore the results of Phase 1. Results Phase 1 revealed job satisfaction mediates the relationship between work‐life balance practices (e.g. flexibility and choice in working hours, supportive supervision), financial success, and intention to leave. However, life satisfaction and money as a motivator did not mediate such relationships. Phase 2 identified four important factors that cast light on survey results: working conditions of Malaysian nurses; inadequate compensation in the public healthcare sector; team‐based practices; and pressure on senior nurses in both administrative and clinical roles. Conclusion This is one of the first studies to investigate work‐life balance issues among nurses in Malaysia. Outcomes of this study extend the debates on work‐life balance and employee well‐being in an Asian Islamic social context. Impact The use of flexible working arrangements and collectivist teamwork approaches, improving compensation and employment benefits and eliminating the ‘time‐based job promotion’ policy may help to mitigate work‐life balance issues and intention to leave among nurses in Malaysia.

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Section: Discussionsupporting

confidence: 86%

The relationship between work‐life balance, the need for achievement, and intention to leave: Mixed‐method study

Dousin

Collins

Bartram

et al. 2020

Journal of Advanced Nursing

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“…Furthermore, those nurses working shifts (n=384), were having satisfactory QoWL (Table 3). This finding was found to be contradicted with the study by Nurumal, Makabe, Ilyani et al, (2017) that showed nurses who are working in fixed shifts, such as office hours, were observed with more outstanding work-life balance as compared to the nurses working in rotational shifts or multiple shifts. Nurses were required to work more than 12 hours per day for few days during the pandemic.…”

Section: 8contrasting

confidence: 56%

Quality of Work Life Among Public Hospital Nurses in Sarawak

Francis¹,

Sham²,

Alias³

et al. 2021

IJSMS

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Globally, the quality of work-life (QoWL) of nurses is significantly affected. They are the largest health care groups and the leading front liners in the clinical settings. When the nurse's quality of work life is compromised, the work environment's dynamic changes will also be affected. At current, the focus issues in nursing include excessive workload and poor work conditions. This study aimed to determine the prevalence of quality of work-life among public hospital nurses in Sarawak General Hospital (SGH), Kuching, Malaysia. Methods: Descriptive study with a purposive sampling technique was used in recruiting 461 nurses working at SGH. A composite scale was used for the assessment of QoWL in nurses. Data were collected using adapted questionnaires that focused on nine different areas. The questionnaires were distributed to the nurses via an online survey. This study revealed that 52.9% of the respondents were not satisfied with their QoWL, while 47.1% were satisfied. Three areas were identified to record a higher percentage of unsatisfactory QoWL: relation and cooperation, autonomy of work, and resources adequacy. There are significant differences between the nurses' quality of work-life and socio demographic characteristics (p-value≤0.01). Female nurses; those involved in clinical; working and staying at the same hospital for a long time; and those working shifts, having satisfactory QoWL. In sum, the nurse's quality of work-life is at a moderate level. This research further indicates that the socio-demographic features of nurses and QoWL are substantially linked. Result-driven research is also needed to examine the effectiveness, efficacy, and cost benefits of specific strategies to improve quality of life. The health care authorities should implement policies to strengthen nurses' working standards and their QoWL to provide excellent and effective care for their clients.

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“…( 2019 ) and Nurumal et al. ( 2017 ), which stated that flexible working hours will improve nurses’ job satisfaction which is a critical factor to nurse retention. This work practice is a part of organizational work‐life balance practices, which is important to reduce employees’ emotional labour and burnout, which could reduce their intention to leave (Bartram et al., 2012 ; Cheng et al., 2013 ).…”

Section: Discussionmentioning

confidence: 99%

Exploring the mediating role of flexible working hours in the relationship of supervisor support, job and life satisfaction: A study of female nurses in China

Dousin

Chen²,

Balakrishnan

et al. 2021

Nursing Open

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These studies investigate how approaches to work-life balance, such as flexible working hours, supervisor support, lifelong learning and manpower shortages, affect nurses' well-being (job and life satisfaction, organizational commitment). According to Tanaka et al. (2011), nurses in Japan demand flexible working hours and quality of life benefits as essential work-life balance practices; however, these practices are rarely implemented in organizations, while Dousin, Collins, Bartram, et al. (2021) discovered that gender norms, workplace collegiality and medical professional shortages have a significant impact on work-life balancing experiences among nurses in Malaysia.

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Work-Life Balance among Teaching Hospital Nurses in Malaysia

Cited by 16 publications

References 24 publications

The relationship between work‐life balance, the need for achievement, and intention to leave: Mixed‐method study

The relationship between work‐life balance, the need for achievement, and intention to leave: Mixed‐method study

Quality of Work Life Among Public Hospital Nurses in Sarawak

Exploring the mediating role of flexible working hours in the relationship of supervisor support, job and life satisfaction: A study of female nurses in China

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