The moderating role of the use of demographic factors such as gender and job category of the employees on the relationship between human capital and QOL has not been explored in the context of a diversified workforce in the public sector in Malaysia. This paper contributes in a significant way by the inclusion of the two moderating variables which could help to understand the differential relationship across groups, for instance (gender: male and female employees, job category: management and support staff). Finally, the use of demographic factors as moderators such as gender and job category of the employer's offer a new opportunity to examine the moderating effect of these two categorical variables on the relationship between each of human capital and QOL in a diversified workforce in the public sector. An inclusion of the two moderating variables helps us to understand the differential relationship across groups, for instance (gender: male and female employees, job category: management and support staff). In addition, moderating analysis helps us to avoid or prevent errors in estimating the strength of the relationships of human capital and work performance which could easily either over or under estimate the coefficients (r) of the relationship if the whole sample is analyzed without examining the various groups. Thus, this paper is to explore the moderating effect of gender and job category on the relationship between the human capital and the quality of life (QOL).
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