Provision of family supportive workplace is crucial to maintain sustainability of organisation. The main objective of this study was to assess the employees’ perceptions regarding the extent their workplace is family supportive. Participants were forty-six (46) teachers in Klang Valley and surrounding states who were drawn based on purposive sampling from March to October 2016. Self-report, structured with open-ended and closed ended questions was distributed to the participants to gather the data. The findings include the aspects of work arrangement, recognition of care and responsibilities, workplace culture and environment, and provision of family physical facilities. The findings revealed that school settings were particularly lacking in terms of providing physical facilities and supportive supervisor behaviour that could promote family support and wellbeing at the workplace. Thus, it is hoped that these findings will highlight the important needs and concern of teachers regarding the provision of a workplace that is family sensitive. Further implication and suggestions are outlined.
Abu Bakar, N. R. & Abdullah, M. Y. (2013). The sustainability of dual earner at the workplace in Malaysia. Asian Social Science, Vol. 9 (7),192- 199.
Achour, M, Mohd Yakub Zulkifli, M. Y. & Mohamad Roslan, M. N. (2013). Moderating effects of supervisory support between work-family demands and life satisfaction among Malaysian female academicians. Handbook on the Economic, Finance and Management Outlook.
Allen, T. D. (2001). Family-supportive work environments: The role oforganizational perceptions. Journal of Vocational Behavior, Vol. 58(3), p. 414-435.
Arsad, S., Said, R., Yusoff, H., Haji-Othman, Y., & Ahmad, R. (2014). The relationship between Islamic Corporate Social Responsibility and firm’s performance: Empirical evidence from Shari’ah compliant companies. European Journal of Business and Management, 6(36), 161-173.
Azlihanis, Ab. H., Naing, N. N., Aziah, D., Rusli, N. & Mohd Rahim, S. (2009). Prevalence and factors associated with stress among secondary school teachers in Kota Bharu, Kelantan, Malaysia. Southeast Asian Journal of Tropical Medical Public Health, Vol 40 (6), p. 1359- 1370).
Berg, P., Kalleberg, A. L. & Appelbaum, E. (2003). Balancing work and family: The role of high-commitment environments. Industrial Relations: A Journal of Economy and Society, Vol. 42 (2), 168-188.
Breaugh, J. A. & Frye, N. K. (2008). Work-family conflict: The importance of family friendly employment practices and family supportive supervisors. J Bus Psychol, 22: 345-353. DOI 10.1007/s10869-008-9081-1.
Bright Horizons (2016). The lasting impact of employer-sponsored child care. Retrieved from http://solutionsatwork.brighthorizons.com/landing-pages/li-childcare-2013
Cabrera, O. A., Bliese, P. D., Hoge, C. W., Castro, C. A., & Messer, S. C. (2010). Aggressiveness and Perceived Marital Quality: The Moderating Role of a Family- Supportive Work Climate. Military Psychology, 22(1), 57-67. doi:10.1080/08995600903417159
Casper, W. J., Harris, C., Taylor-Bianco, A., & Wayne, J. H. (2011). Work-family conflict, perceived supervisor support and organizational commitment among Brazilian professionals, Journal of Vocational Behavior, 1-13.
Francis, V. & Lingard, H. (2012). The case for family-friendly work practices in the Australian construction industry". The Australasian Journal of Construction Economics and Building (1835-6354), 2 (1), p. 28.
Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001). Finding an extra day a week: The positive influence of perceived job flexibility on work and family life balance. Family Relations, Vol 50, 49-58.
Jamil, H., Razak, N. A., Raju, R., & Mohamed, A. R. (2007). Teacher professional development in Malaysia: Issues and challenges. Africa-Asia University Dialogue for Educational Development Network, 85-102.
Kothari, C. R. (2004). Research methodology: Methods and techniques (2nd revised edition). NE Delhi: New Age International Publishers.
Lauber, V. & Storck, J. (2016). Helping with the kids? How family-friendly workplaces affect parental well-being and behavior, SOEP papers on Multidisciplinary Panel Data Research, No. 883
Mahazan, A.M., Nurhafizah, S., Rozita, A., Siti Aishah, A. Wan Mohd Fazrul Azdi, A.R., Mohd Rumaizuddin, G., Yuseri, A., Mohd Rosmizi, A. R., Muhammad, H., Mohd.Azhar, I. R., Abdullah, A.G., Muhammad Yusuf, K. & Khairunneezam, M. N. (2015). Islamic leadership and Maqasid al-Shariah: Reinvestigating the dimensions of Islamic leadership inventory (ILI) via content analysis procedure. International E-Journal of Advances in Social Sciences, 1(2), 153-162.
McDonald, G. Vickers, M.H. Mohan, S., Wilkes, L., & Jackson, D. (2010). Workplace conversations: Building and maintaining collaborative capital. Contemporary Nurse (2010), 36 (1), 96-105.
Mennino, S., Rubin, B. A., & Brayfield, A. (2005). Home-to-job and job-to-home spillover: The impact of company policies and workplace culture. Sociological Quarterly, 46(1), 107-135.
Mesmer-Magnus & Viswesvaran (2006). How family-friendly environment affect work/family conflict: A meta-analytic examination. Journal of Labor Research, Vol. 27 (4), p. 555-574.
Ministry of Education Malaysia (2016). Annual Report 2015. Retrieved from http://www.moe.gov.my/cms/upload_files/articlefile/2016/articlefile_file_004627.pdf
Nastiti, T., Fang, M., Nurul Indarti, Chun-Hsi Vivian Chen. C. H. V. (2016). Elucidating the work- family conflict among Indonesian lecturers in the period of education reform. International Journal of Management and Enterprise Development, Vol. 15(1), 24- 42.
Ng, C. (2004) Women workers in Malaysia (1980-2004) Part 1: Gains and pains. Aliran monthly (4). Retrieved from: http://aliran.com/archives/monthly/2004a/4f.html
Noleh-Hoeksema, S., & Jackson, B. (1996). A dynamic model of the gender difference in depressive symptoms. Manuscript submitted for publication.
OECD (2001). OECD Employment Outlook 2001. Paris: OECD. Retrieved from https://www.oecd.org/els/emp/2079435.pdf
Panari, C., & Simbula, S. (2016). Presenteeism “on the desk.” International Journal of Workplace Health Management, 9(1), 84–95. doi:10.1108/ijwhm-11-2013-0047
Perry-Smith, J. E. & Blum, T.C. (2000). Work-family human resource bundles and perceived organizational performance. The Academy of Management Journal, Vol. 43 (6), p. 1107-1117.
Rahman, Z. A. (2012). The role of fitrah as an element in the personality of a da’i in achieving the identity of a true da’i. International Journal of Business and Social Science, 3 (4), 165-175.
Roeters, A., Van Der Lippe, & Kluwer, E. (2010). Work characteristics and parent-child relationship quality: The mediating role of temporal involvement, Journal of Marriage & Family, 72 (5), 1317-1328. doi: 10.1111/j.1741-3737.2010.00767.x
Shukri, A. & Musa, Y. O. (2012). The concept of Islamic work ethic: An analysis of some salient points in the prophetic tradition. International Journal of Business and Social Sciences, 3(20), 116-123.
Sudtho, J., Singhasiri, W. & Jimarkon, P.(2015). Using symbolic interactionism to investigate teachers’ professional identity. Pertanika J. Soc. Sci. & Hum. 23 (4): 1153 – 1166
Sultana, A. , Zahir, N. , & Yaacob, N. (2014). Women in the teaching profession: impacts and challenges. World Academy of Science, Engineering and Technology, International Science Index 90, International Journal of Social, Behavioral, Educational, Economic,Business and Industrial Engineering, 8(6), 1694 - 1697.
Swathi, V. & Reddy, M. S.(2016). Implications of stress on quality of work life among teachers : an empirical study. IPE Journal of Management, 6 (1) 46-52.
Warr, P. (2003). Wellbeing and the Workplace. New York: Russell Sage Foundation.
World Business Council for Sustainable Development (2004). Cross Cutting Themes – Corporate Responsibility 2004. Retrieved from http://www.wbcsd.org.
Sukor, N. M., Abdullah, R., Shafie, A. A. H., & Yusof, S. N. M. (2017). Assessment of the Provision of Family Supportive Organization: Self-report Among Teachers. International Journal of Academic Research in Business and Social Sciences, 7(13), 119-131.
Copyright: © 2017 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
