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Work Family Conflict And Work Family Enrichment Among Professional Women : A Malaysian Case
Full text linkParticipation of women in the workplace can be seen as a basis of excellence of future global
competitiveness. Mainly because in Malaysia, women comprise 50% of the work force, whereby 70% of
them are married working women. Such trend of married working women in Malaysia will become a
common scenario in Malaysia. Hence, bringing more women into the workplace is not a choice but a
necessity for both economic and global competition. Further Malaysia has a long way to go since female
participant rate is much less compare with developed countries where the figures are more than 70%.
However, the recent comments by CUEPACS, an organization that responsible for the welfare of public
sector workers in Malaysia regarding their concern over the excess of women administrators in the public
sector has created unrest among many dual work women. CUEPACS is worried about the commitment of
women administrator at the workplace due their family responsibilities. Such concern on the negative
implication of women’s involvement at work place on their family has been also been significantly
emphasized by studies in the West and East. Thus the objective of the paper is to explore the relationship
of work family conflict towards work family enrichment. The following study was conducted among
professional women working in the public sector in the state of Sarawak, Malaysia. Both WFC and WFE
used the nine-item work to family direction of the conflict and also the nine item work to family direction of
the enrichment scale developed by Carlson et al. (2000) and Carlson et al. (2006). This study using
sequential explanatory design involved survey and interview. The data was collected through
questionnaires that were distributed personally to the respondent at their respective workplace, followed
by in depth interview. Survey results indicated that there are significant relationship between work family
conflict and work family enrichment, whereby lower WFC has positive implication towards work and their
family. Managing role transition effectively and support from family has been identified as important
factors in enhancing women’s productive participation in the labor force as well to create a balance
between the work and famil
Sokongan organisasi dan konflik kerja-famili terhadap pengayaan kerja-famili dalam kalangan wanita profesional di Sarawak / Surena bt Sabil
Full text linkBagi merealisasikan visi negara ke arah negara maju pada tahun 2020, pelbagai usaha yang agresif telah dijalankan seperti wujudnya pelbagai program transformasi yang memerlukan komitmen daripada semua pihak tanpa mengira ideologi, latarbelakang, budaya dan gender. Seiring dengan visi negara, penghargaan terhadap penglibatan wanita bekerja perlu ditingkatkan kerana sumbangan berterusan mereka dalam pembangunan modal insan negara. Senario ini telah menyebabkan berlakunya transformasi terhadap tren demografi yang mempengaruhi komposisi tenaga kerja, peningkatan famili dwi-kerjaya, famili tunggal dan kekaburan peranan. Seterusnya, kepelbagaian peranan yang dialami oleh wanita bekerja turut menimbulkan implikasi negatif seperti tekanan, namun pada hakikatnya terdapat manfaat dan hikmah bagi wanita yang bekerja. Oleh itu, kajian ini telah melihat perspektif positif iaitu manfaat yang diperolehi oleh wanita bekerja apabila kerja dan famili digabungkan dengan penggunaan terma pengayaan kerja-famili. Secara khususnya, kajian in mengkaji dua faktor utama iaitu faktor individu dan sokongan organisasi dalam mempengaruhi pengayaan kerja-famili. Faktor individu terdiri daripada konflik kerja-famili, konflik famili-kerja, masa kerja dan masa famili. Faktor sokongan organisasi pula meliputi dasar mesra famili dan budaya kerja famili. Kajian ini menggunakan rekabentuk sequential explanatory strategy yang melibatkan dua fasa kajian. Fasa pertama melibatkan kajian survei manakala Fasa kedua melibatkan kaedah temubual. Dalam kajian survei atau Fasa pertama borang soal selidik telah digunakan dan diedarkan kepada 226 wanita bekerja di sektor awam seluruh negeri Sarawak. Dalam kajian temubual atau Fasa kedua pula 20 orang pegawai wanita daripada Fasa pertama telah dipilih sebagai responden. Dapatan kajian mendapati purata masa kerja adalah 43 jam seminggu dan masa famili adalah 3 jam sehari. Ujian structural equation modeling menunjukkan model pengayaan kerja-famili mencapai tahap kesepadanan model yang sederhana dalam kalangan wanita profesional di Sarawak. Model ini mendapati faktor individu yang terdiri daripada konflik kerja-famili, konflik famili-kerja dan faktor organisasi iaitu dasar mesra famili dan budaya kerja-famili mempengaruhi pengayaan kerja-famili dan pengayaan famili-kerja. Dapatan temubual menyokong pembentukkan model pengayaan kerja-famili dengan menghubungkan kewujudan sokongan famili dan segmentasi kerja famili membantu wanita bekerja mengimbangi peranan kerja dan famili. Secara teorinya, dapatan kajian ini menunjukkan jurang yang kecil antara teori dan kajian yang berteraskan konflik dan pengayaan. Dari aspek praktikal, kajian mendapati berlakunya pengayaan kerja-famili yang mencadangkan bahawa wanita bekerja telah mendapat banyak manfaat dan berlaku limpahan positif akibat kepelbagaian peranan. Beberapa cadangan penambahbaikan telah dikemukakan terutamanya terhadap dasar mesra famili dan amalan budaya kerja famili agar dapat membantu wanita bekerja mengoptimumkan kapasiti bekerja dan seterusnya mencapai keseimbangan kerja dan famili
The Impact of Working Time and Work Family Culture towards Work Family Conflict Among Career Women in Sarawak.
Full text linkParticipation of women in the workplace can be seen as a basis of excellence of future global
competitiveness. In Malaysia, the women workforce comprises of 50% of the workforce and 70% of them
are married working women. Hence, bringing more women into the workplace is not a choice but a
necessity for both economic and global competitive. On the overall, many studies be it in the west or east
has focused on the negative implication of work on family. Thus, the objective of the paper is to study the
relationship of working time and work family culture towards work family conflict. The following study
was conducted in Sarawak among 60 working women. The data was collected through questionnaires that
were distributed personally to the respondent at their respective workplace. The findings indicated that
working time and work family culture have a positive relationship towards work family conflict. Finally,
the paper will discuss various ways whereby organization can promote family friendly policies at
workplace in order to promote the gender equality and also women capital in Malaysia. This is because in
the future the involvement of women in the workplace is even going to be at the higher rate than before
Stres dikalangan wanita bekerjaya: Kajian kes di Sarawak / Surena Sabil and Sabitha Marican
Full text linkPerkembangan semasa yang berlaku di negara maju mahupun di Malaysia, telah menyaksikan peningkatan penglibatan wanita di alam perkerjaan. Wanita menyumbang sebanyak 50% tenaga kerja dan daripada jumlah ini 70% adalah yang sudah berkeluarga. Kajian samada di barat atau di negara-negara Asia sering mendapati wanita bekerja dikaitkan dengan kesan negatif kerja ke atas keluarga. Oleh itu, kertas kerja ini akan membincangkan faktor masa bekerja dan keluarga serta faktor umur anak dalam mempengaruhi tahap stres bekerja. Data kajian ini telah dikumpulkan melalui borang soal selidik secara terus kepada responden di tempat kerja . Dapatan kajian mendapati semakin banyak masa diperuntukkan untuk bekerja dan keluarga, maka semakin tinggi tahap stres yang dialami oleh wanita bekerja ini. Faktor umur anak turut mempengaruhi iaitu wanita bekerja yang mempunyai anak dibawah umur 6 tahun menghadapi stres yang paling tinggi. Akhir sekali kertas kerja ini akan mencadangkan beberapa cara untuk mengimbangi stres wanita di tempat kerja
The Human Capital of Dual Career Women in Sarawak : The Impact of Working Time Towards Work Family Conflict
Full text linkHuman capital development can be seen as a basis of excellence of future generation. In Malaysia, the women workforce comprises of 50% of the workforce and 70% of them are married working women. Hence the focus on developing the human women capital should be considered as one of the valuable human asset towards developing the nation.
On the overall, many studies be it in the west or east has focused on the negative implication of work on family. Hence the objective of the paper is to study the
relationship of working time and work family culture towards work family conflict. The following study was conducted in Sarawak among 60 working women. The data was
collected through questionnaires that were distributed personally to the respondent at their respective workplace. The findings indicated that working time and work family
culture have a positive relationship towards work family conflict. Finally, the paper will discuss various ways whereby organization can promote family friendly policies at
workplace in order to promote the gender equality and also women capital in Malaysia.This is because in the future the involvement of women in the workplace is even going to
be at the higher rate than before
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
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