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Examining The Relationship Between Job Satisfaction & Work-Life Balance in Malaysia Banking Industry
Examining The Relationship Between Job Satisfaction & Work-Life Balance in Malaysia Banking Industry
Prepared by:
FANTASTIC FOUR
BA232(5E)
STUDENT’S NAME ID
NOOR ADLINA BINTI RASHID 2019717535
NUR SAKINAH BINTI RAHMAT 2019328891
NURUL JALINA BINTI HASSAN 2019719913
SITI NURFADIAH DINIE BINTI ABDUL MAHDI 2019717965
Prepared for:
PROF. DR. NORZAIDI MOHD DAUD
TABLE OF CONTENTS
CHAPTER I: INTRODUCTION 4
1.1 Introduction 5
1.2 Background of the Study 5
1.3 Statement of Problem 7
1.4 Objective of the Study 10
1.5 Research Questions 10
1.6 Justification of the Study 11
1.7 Significance of the Study 12
1.8 Scope of the Study 13
1.9 Definition of Terms 14
2
TABLE OF CONTENTS
REFERENCES 56
APPENDIXES 59
3
CHAPTER I
INTRODUCTION
4
1.1 Introduction
The purpose of this study is to investigates the factors responsible for work-life
balance which may have effect on job satisfaction level amongst the all level of
background of the study, statement of problem, objective of the study, research questions,
justification of the study, significance of the study, scope of the study and definition of
terms.
W.K. Kellogg Company created four six-hour shifts to replace the traditional three
daily eight-hour shifts before World War II. This new shift resulted in increased employee
morale and efficiency. In the 1980s and 1990s, companies began to offer work-life
programs. While the first wave of these programs was primarily to support women with
children, today’s work-life programs are less gender-specific and recognize other
commitments as well as those of the family. Employees in global communities also want
flexibility and control over their work and personal lives. Life is a balancing act, and in the
society, it is safe to say that almost everyone is seeking work-life balance. Among men
and women alike, the frustrating search for work-life balance is a frequent topic of
conversation, usually translated into not enough time and/or support to do, to handle, to
Friedman & Greenhaus (2000) emphasize that working adults learn to build networks of
support at home, at work, and in the community. Conflict between work and family has
real consequences and significantly affects quality of family life and job satisfaction of
5
“Job satisfaction” has been defined as the degree to which employee has a positive
and effective orientation towards employment by organization (Azeem & Akhtar W.,
2014). Many organizations face challenges in accurately measuring job satisfaction, as the
satisfied employee might still be one who hops up from his/her desk at 5 p.m. sharp, or
takes that head hunter phone call looking for that 5 percent bump in pay or goes home and
mumbles “fine” when asked how his/her day was at work. Whereas, “work-life balance” is
about finding the right balance between work and life, and about feeling comfortable with
both work and family commitments. Job satisfaction can also be seen within the broader
context of the range of issues which affect an individual's experience of work, or their
quality of working life. Job satisfaction can be understood in terms of its relationships
with other key factors, such as general well-being, stress at work, control at work, home-
work interface, and working conditions. The level of employees' job satisfaction increases
by many factors and when employees are satisfied with their work, they feel motivated
(Noor, 2011). There are various explanations and definitions of work-life balance, while
most accepted and general definitions states that work-life balance is the systematic
combination of work activities and life events including personal life, family, society, and
so that one can balance their individual lives along with work (Bailyn, Drago & Kochan,
2001).
The rapid economic growth and development in the world has created new
activities and open new doors for all business organizations. The globalization trend has
put the organizations hard to retain their competitive advantage. This trend has also
affected the banking sector. Banking sector has become more competitive and the changes
in business activities bring change in culture and perception of the employees. Working in
6
the banking sector is still one of the most desirable positions, with work facilities, rewards
and prestige being a factor (Nurhasanah, 2019). However, the long working hours, work
pressure, high demanding jobs, use of sophisticated technology made it difficult for
employees to keep a balance between their job and work commitments (Nadeem & Abbas,
2009) and would affect their job satisfaction. No longer is it just a matter of remuneration
and promotional prospects, bank employees are increasingly making decisions on how well
their current work can support a balance between personal lives and paid occupation
other causes and positions in the life of employees as compared to the hours they spend in
the workplace (Uma, 2010). Work is paid employment and life is all outside the formal
job but is usually used to denote the realm of family or home life is called as work-life
Kaliski (2007), job satisfaction defined a worker’s sense of accomplishment and job
success. Uma (2010) described job satisfaction as part of life satisfaction that can only
occur if employees are able to create a balance between their work and personal lives.
The level of job satisfaction of employees increases with many factors and they feel
motivated when they are satisfied with their work (Noor, 2011). Thus, Riggio (2003),
stated job satisfaction concept consists of one’s feelings and attitude about one’s job.
These attitudes include all aspects of a particular job’s negative or positive feelings that are
Nadeem & Abbas (2009) stated that satisfaction with work-life balance is a major key of
7
employee’s job satisfaction. Some work-life balance issues are extremely important in the
workplace, such as increased level of stress, competition among employees and insecurities
in the workplace. All these factors are components and lead to disruption in work-life
balance (Bonney, 2005). Dev (2012) conducted a study in India indicate that work-life
balance is significantly correlated with job satisfaction in the banking sector. Furthermore,
long working hours, work pressure, high demanding jobs, and the use of sophisticated
technology has made it difficult for employees to maintain a balance between their
may not encourage various types of work-life balance practices. Besides, the competition
for market leadership in the banking sector, may lead to bank managers giving their
employees excessive work load in order to meet up with their target. Employees try their
best to be retained in the organization by putting in more time at work which may be at
detriment of their personal lives. All these may affect the upbringing of children, lead to
broken and unhappy homes and poor social life (Obiageli, 2015). According to Epie
(2011), the Nigerian banking sectors is known for its long hour culture, and high work load
of employees. Banking industry in Malaysia is not exempted from this culture. They are
most likely to be faced with issue of work-life balance, due to the nature of the work
environment. Policies are been made regarding work-life balance, but its implementation
such as telecommuting, job sharing, flexi-time, part-time work, shift work, employee
assistance programs, on-site child care facility, leave programs, and compressed work
(2019), work-life balance considered as the crucial element to reduce the work-related
8
stress of employee which in turns lead to improve the job performance of the employee.
Another study has reported that long working hours increase the risk of depression
(Tomioka, 2011 & Virtanen, 2012). These studies were conducted to show how anxiety
and depression could result from chronic stress. It showed that prolonged exposure to
cortisol and the stress hormone contributed to depression symptoms. In other study by
Ganapathi (2016), the findings showed that work-life balance policies, work load,
women employees in new private sector banks. The results indicate that there is significant
life balance in new private sector banks. These findings resulted to the significantly and
positively influencing the job satisfaction of women employees in new private sector
banks.
Most of work-life balance studies are focused to examine the reason of work-life
balance conflict occurred, to find the responsibility for determining and for attaining work-
life balance and the way it is achieved according to Duxbury (2003) & Guest (2002). They
believe that behind of these studies it is shown that working time gets in the way of
relationships between family and life. According to a research made by Tabassum (2011)
in Bangladesh it was found that any initiative is taken to identify if any difference exists
between male and female employees of private banking sector of Bangladesh. They
studied work life balance of employees and the study was focused to compare the existing
work-life balance between male and female employees of private banking sector of
9
1.4 Objective of the Study
objectives. Thus, the main objective is to examine the relationship between work-life
Malaysia.
(iii) to examine the work-life balance and job satisfaction between group of level
The gaps found in the literature limit our understanding on work-life balance
in the Malaysian banking industry. It is hoped that this study would narrow the gap of
ii. What is the most contributing factor of work-life balance on job satisfaction of
10
1.6 Justification of the Study
In the era of 1970, researches and academicians have started working on work-life
balance to find the best possible way of balancing work and personal life of individual.
Due to rapid growth in information technology and intensive working environment has
given much emphasis on the issue recently in both academia and business organizations.
The work environment is getting competitive day by day and employees are feeling that
they cannot manage their personal lives and family due to increased burden of work. They
are feeling hurdles in meeting the responsibilities of their family. In order to retain
employees and make them productive, organization must understand the work-life balance
and the impact of work-life balance on productivity and efficiency (Williams, 2000).
This issue is gaining popularity all around the globe and becoming critical issue to
tackle. Now organizations acknowledge that employees need equal time and importance to
their personal life along with work and if it is proper manage, it can increase job
satisfaction of the employees. So, it is recognized that individual need balance between
can get high commitment from the employees by giving them flexible working
environment and in return employees enjoy the work and flexible working environment
and increase their self-esteem which leads to fewer turnovers (Lockwood, 2003).
Greenhaus and colleagues also explored the multiple roles definition of work-life
multiple life roles. Work–family balance was therefore defined as, “the extent to which an
individual is engaged in and equally satisfied with his/her work role and family role”.
11
Moreover, different level of employees experiences different level of job
between work-life balance and job satisfaction that affecting bank employees in their
working along with their personal life with regards to their level of
employment/management.
Research on work-life balance and job satisfaction has become a research area of
much importance in today’s context. In recent years, there has been a growing concern
about achieving a good balance between work and non-work commitments. The literature
has noted the importance of work-life balance, moreover among single parents, working
women, dual-career couples and fathers heavily involved in parenting (De Luis Carnicer,
the creation of a substantial balance between employees’ working and private life. As a
result, work-life balance is a requirement that actually covers all categories of workers,
regardless of gender, age or employment status. The results of this investigation could be
i. Industry. This study can be helpful for banks to identify the work-life balance
factors influencing the employees’ job satisfaction in the result and to take
measure to restore this balance. The study is significant not only to banking
industry but also to all industries in Malaysia. The study contributes to existing
work-life balance and job satisfaction among all level of employees. Banks and
12
ii. Society. The findings of this study will help to raise awareness of the issues and
society. The findings also may contribute to the benefit of society considering
the importance of having family, personal life and self-health is must be balance
between works.
iii. Government. The information derives from this research will also be value to
support to improve employees’ job satisfaction and balancing their life and
work. This study may also be the guidelines for the government in introducing
the new policies and approaches to reduce the work-life balance that may affect
working to enhance their job satisfaction and knowledge and the concept of
This study was carried out among employees of all levels in Malaysia banking
industry to assess the employees’ work-life balance that will perceive the employees’
work-life balance and job satisfaction level. The scope of the study focused on employees
who work at any level of employment/management at any banking sector in Malaysia. The
analysing process will expose the most contributing factor of work-life balance on job
13
satisfaction and will focusing on forming groups of segmentation that show different level
satisfaction, but not in mental health risk, protective factors and perceived stress.
The following terms and definitions are explained in relation to the current study
i. Banking Industry. An industry that handles cash, credit and other financial
transactions.
ii. Bank Employee. One who works for a public or private sector bank in
holding.
aspects of one’s work and a worker’s sense of accomplishment and job success.
resolve flexibility, quality of work and life and tensions between family and
work.
14
vii. Work Load. Amount of work completed by a worker within a specified period
viii. Working Hours. The time during which an employee is required to be on the
terms and conditions of employment. This covers such matters as: the
health, safety and well-being; and working time and work-life balance.
15
CHAPTER II
16
2.1 Introduction
This chapter will look at various studies and research framework used by previous
researchers about work-life balance and job satisfaction. The chapter starts off by
providing comprehensive review to the literature and the discussion on the research
framework particularly used by the previous researchers. Last part of this chapter
represents a significant effort that has been made to clarify and provide distinctions
In the past 15 years, there has been increasing interest in work-life balance in the
popular press and in scholarly journals. This increase in interest is in part driven by
concerns that unbalanced work-life relationships may have affect on job satisfaction and
suggest that work-life balance plays a crucial role in fostering desirable job satisfaction
from stress and confident approach toward job requirements by the employees. It signifies
futurist and influential concerns for employers and employees in every organization
(Baumann, 2012, Pinar, 2012, Fazlollahtabaret, 2016, Alfayad & Arif, 2017, Thies &
decisively in relation to overall satisfaction received from different aspects of their job.
17
Few studies were conducted in the area of the present study. We have done our
review on six previous studies about this topic together with its research model to get better
understanding on the work-life balance and job satisfaction among employees which
A study by Pavitra Dhamija and her friends conducted at five private sector banks
in India with the purpose to explore the association of job satisfaction with the quality of
these concepts with socio-demographic characteristics. The research has been conducted
using the technique of multi-stage sampling to collect primary data and the data has been
analyzed by applying descriptive statistics and regression analysis. The research showed
that the unconducive work environment have turned out to be the highly alarming factor to
the job satisfaction related to private bank employees in Chandigarh and its adjoining areas
(Dhamija P., Gupta S. & Bag S., 2018). It is found that the conducive work environment
acts as stimulus for better quality of work-life and large Indian organizations genuinely
The development model of the research identified two variables; (1) quality of work
life as independent variable, and (2) job satisfaction as dependent variable. The model also
focusing on sub-factors under the quality of work life and job satisfaction to form a strong
demographic into consideration to collect the right feedback from respondents. This model
identified all parameters intended to contribute toward higher job satisfaction as well as
quality of work-life is termed as an intrinsic tool which, if used effectively, can route
18
organizational to attain higher level of job satisfaction among employees (Fields and
Some studies have also connected sustainability with human element in the
organizations could fetch better results from employees in term of commitment and
motivation (Pfeffer, 2010; Speth, 2010; Scully-Russ, 2012; Singh; 2018). Job awareness
factors can persuade employee’s job satisfaction level in the organization which is
(Sureshchandar et al., 2001; Colwell et al., 2008; Lenka et al., 2009; Belias et al., 2015;
Miao et al., 2017). Due to that, perceived job motivators influence job satisfaction of bank
employees. Besides, the conducive work environment acts as a stimulus for better quality
of work life and large Indian organizations genuinely lack employee satisfaction in this
context (Philipson and Soares, 2005; Bowen, 2016; Pugh and Subramony, 2016; Bellou et
al., 2017). Singh, 2016; Bozionelos and Singh, 2017 explored the concept of work
environment and confirmed its importance for the benefit of employees. However, this
study showed that unconducive work environment is negatively associated with job
association of job satisfaction and socio-demographic profile such as gender and age of the
employees (Dorman and Zapf, 2001; Ho and Au, 2006), work experience and education
level (Fairbrother and Warn, 2003), and level of income (Clark, 1997; Coomber and
Barriball 2007; Bowen, 2016; Singh et al., 2016; Pugh and Subramony, 2016; Bellou et al.,
2017, Leiter and Maslach (2003) reported a significant positive association of the quality
of work life with work experience and age of industrial workers in Bangladesh, followed
19
by the positive association of income and quality of work life among hospital employees
(Furnham, 1990; Singh, 2006; Royuela et al., 2008; Hussain et al., 2017).
Other than that, the sub-factors of job satisfaction include pay, promotion,
of work and communication. The findings revealed the unconducive work environment has
confirmed negative association with job satisfaction and the study foresees to contribute
useful information to the top management level in the organizations to enhance employees’
overall job satisfaction. The study recommends the authors to extend their study on the
banking industry or with some different target audience (yet unexplored) due to the size of
the sample is small compared to the entire population working in respective private banks
On the other hand, a research done in banks in Jakarta by Kasbuntoro, Dasih Irma
& Sari Maemunah (2020) revealed that work-life balance have a significant influence on
Nurendra & Saraswati (2016) and foreign research with the same conditions that have been
carried out by Adikaram & Jayatilake (2016) who get the same results namely having a
positive and significant influence on job satisfaction. The study found that work-life
on job satisfaction, based on the theories that job satisfaction could indirectly affect
employee performance. The respondents were employees from five different banks in
Indonesia consisting private banks and own-state banks. These five banks were considered
20
The model of work-life balance of this literature concentrate on the ability of a
person to balance the demands of work with their personal and family needs
(Schermerhorn, 2013). It is the ability of individuals to fulfill their work and family
balance as the level of satisfaction individuals feel when they can function at work and at
home with minimal role conflict. The model has been used to find the relationship
between the independent variables and the effect to dependent variables. The independent
conditions, work pressure, change of job and Work-Life Balance Programs, while the
relationship in the hypothesis test examined those six variables and the hypothesis accepted
only H1 (Work-life balance and job satisfaction have a significant effect), H4 (Work
pressure and job satisfaction have a significant effect), H5 (Change of job and job
satisfaction have a significant effect) and H6 (Work-Life Balance Programs and job
satisfaction have a significant effect). The hypothesis rejected is H2 (Working hours and
job satisfaction have a significant effect) and H3 (Working conditions and job satisfaction
The findings concluded work-life balance has a significant effect on job satisfaction
industry banks in Jakarta and it is important in human resource management because it has
a significant influence on job satisfaction that will indirectly affect employee performance.
Kasbuntoro et al., (2020), suggested that the next researcher should be able to add
mediation variables to find out more deeply about the influence of the two variables,
because more variables are expected to get more precise results in the future.
21
High Job Satisfaction but Low Work-Life Balance
Another research to examine the effect of work-life balance on job satisfaction also
has been carried out by Arunika M.M. & Kottawatta H. (2015) to identify which factors of
work-life balance have more influence on employees’ job satisfaction. This study was
done on the non-executive employees in public banking sector in Colombo District. The
sample method of the survey was simple random sampling. The data collected from the
sample were analysed using univariate, bivariate and multivariate analysis. The research
pointed out that there is negative effect of work-life balance on job satisfaction among the
non-executives of the public banks in Colombo district. The study revealed work-life
balance was important to determinant of intrinsic aspects of job satisfaction. It was found
that employees are more committed towards their job to get higher reward and
appreciation. This attitude towards their jobs however increased family conflict but
Research model of the study explains that the dependent variable of this study
balance. Work-life balance consists of six sub variables such as work to family
interference, family to work interference, work stress, life stress, work load and job
autonomy. Malik and others (2010) examined a relationship of work-life balance and job
satisfaction in a sample and revealed that there was no significant effect of work-life
balance on job satisfaction. While, Yadav and Dabhade (2014) revealed work-life balance
was an important determinant of intrinsic aspects of job satisfaction. It was found that
employees are more committed towards their job to get higher reward and appreciation.
This attitude towards their jobs however increased family conflict but increases job
satisfaction. The study done by Nadeem and Abbas (2009) revealed that there was a
22
work load and stress with job satisfaction of employees. Based on the arguments and
empirical evidence the first hypothesis of this study was developed as there is a negative
where the work and family domains interfere with one other (Kafetsios 2007, p. 15).
affect to the psychological aspects of worker. The study found that work to family
indicated by Ezra and Deckman (1991), Jayaweera (2005), Cabrita and Heloisa (2006);
Janasz and Behson (2007) and Nadeem and Abbas (2009), there is negative effect of the
work to family interference. Carlson, Grzywacz and Kacmar (2010), Carly, Allen and
Spector (2002) and Netemeyer, Boles and McMurrian (1996) also pointed out that there
was negative relationship between work to family conflict with job satisfaction.
The second sub variable of work-life balance is family to work interference. There
are different life matters which directly and indirectly affect to the works of employees.
As Nadeem and Abbas (2009), family problems like child care or elderly care may be a
family matters which interfere with work. As Narayana and Savarimuthu (2014), there
was negative relationship between families to work interference with job satisfaction of
women working in IT industry. Carlson, Grzywacz and Kacmar (2010), Carly, Allen and
Spector (2002) and Netemeyer, Boles and McMurrian (1996) pointed out that there was
negative relationship between family to work conflict with job satisfaction. According to
the available research findings, there is a negative effect of family to work interference on
23
The third sub variable of work-life balance is work stress. There are different
studies pointed out that there was significant relationship between work family conflicts
with job stress (Bedeian et al. 1988; Netemeyer et al 2004; Allen et al 2000; Aryee 1992;
Kossesk & Ozeki 1998). Job stress on the topic of work-life balance consists of two
directions, family related stress and work-related stress. As Bedeian et al. (1988),
Lopopolo (2002), Netemeyer et al. (2004), there was negative relationship between job
stresses on job satisfaction. Hart in 1999 found strong negative relationship between non-
Last but not least, the workload. Workload is two forms which are physical and
mental (Kawada et al. 2010). Moderate staff satisfaction with amount of variety in job was
found by Houston et al in 2006. A negative relationship with job overloads and job
satisfaction was found by Altaf and Awan in 2011 of their study. Shujat et al. (2011)
pointed out through their study that work pressure had negative and weak relation with
employees’ job satisfaction. Awang & Ahmad (2010) pointed out that there was lack of
significant among workload and job satisfaction. However, Chimanika et al (2007) found
that high volume of workload leaded low job satisfaction among staff members. Hence,
this study was formulated as there is a negative effect of work pressure or work load on
The level of employees' job satisfaction also increases by many factors and when
employees are satisfied with their work, they feel motivated (Noor 2011). Job autonomy is
one of the core dimensions of job characteristic model. Job autonomy was found as the
moderate effect of job autonomy on job satisfaction was found by Morris and Venkatesh in
2010. DeCarlo and Agarwel (1999), Finn (2001), Liu et al. (2005), Nguyen et al. (2003),
24
Thompson and Prottas (2005), and Wang and Netemeyer (2002) concluded that there was a
On another study to investigate the relationship between work-life balance and job
satisfaction done by Arunashantha A. (2019) revealed that most of the employees seem not
satisfied with their job and as a result they cannot have proper work-life balance. This
study was done using 360 employees as a sample and they represent shipping and logistics
sector of the ACB Maritime Agencies, Colombo in Sri Lanka. The data were analyzed
using factor analysis and structural equation model. Organization should have a work
arrangement that help employees have flexible in timing and the ability to spend more time
As a result, these arrangements lead to higher level of job satisfaction, the more
flexibility employees are more satisfied and they report high job satisfaction (Gayathiri &
Ramakrishnan, 2013). Work-life balance practices such as part of the job for those with
family responsibility make employee happier and satisfied as they can handle family
matters as well as their working life. Employers should provide their staff with service that
support them to have time with their families such as flexi-time, healthcare, sports centers,
good work-life balance arrangements, they are encouraged to perform better which in turn
The conceptual framework of this study has been used to test the impact of
positive impact. Job satisfaction has been defined as the degree to which employees have a
positive and effective orientation towards employment by organization (Azeem & Akhtar
25
W., 2014). Many organizations face challenges in accurately measuring job satisfaction, as
the definition of satisfaction can differ among various people within an organization. As a
result, these arrangements lead to higher level of job satisfaction, the more flexibility
employees are the more satisfied ad they report high job satisfaction (Gayathiri &
Ramakarishnan, 2013).
The study shows that there are positive relationships found on work-life balance by
work stress. The study conducted by (Nadeem & Abbas, 2009) found that a negative
correlation exists between stress and job satisfaction. Increase in stress leads to decrease in
employee job satisfaction. They found that a positive relationship between working hours
and job satisfaction where working hours is a one predictor for work satisfaction in the
research. In other words, people who work more hours are more satisfied in their work.
They also pointed out in the research that income mediate relationship between working
hours and job satisfaction as income is positive correlated with longer working hours.
(Nadeem & Abbas, 2009) further added other factors like salary, organization policy and
satisfaction of supervisors are associated with job satisfaction and minimize the impact of
stress.
management support. To handle work-life balance, Friedman & Greenhaus emphasize that
working adults learn to build networks of support at home, at work and in the community.
The results are found by previous research conducted by (Parvin, 2011). They concluded
in their research that there is a positive relationship between management support and
work-life balance. Similarly, (Varatharaj & Vasantha, 2012) research identified that
management support is critical to work life balance initiative. This type of encouragement
26
because they are in apposition to encourage or discourage employee’s efforts to balance
According to the study, there is positive relationship between family support and
work-life balance. This result is consistent with other studies and supported (Azeem &
Akhtar W, 2014). They found that the support from family members will play a significant
role in balancing personal and work life. Family member support is a leading judge of
work life balance. Women employees also have adult children can easily balance than
women with younger age kids. Similarly, women employees who need to take care of
older parents or in laws health responsibility have lesser work life balance than their
colleagues. In conclusion, family member’s support affects the work life balance of
employees. Lower balance may lead to higher absenteeism, lower job satisfaction and
sometimes may turn to higher employee attrition. Organizations with cooperative work
culture may help them to hiring a suitable balance in their performance and personal life.
An additional study also done in Sri Lanka to analyze the impact of work-life
balance on employees’ job satisfaction in private sector commercial banks was done by
and factors affecting the job satisfaction with respect to working hours, working
conditions, work-life balance programs, employee intention to change job and work
commercial banks. The data were analysed using correlation and regression analysis. The
findings also suggest that work-life balance has a significant impact on employee job
27
The study has found out that work-life balance program has significant relationship
with employees’ job satisfaction compare to working hours and working conditions.
Working hours and working conditions do not have much impact on employees’ job
satisfaction level because employees of private sector commercial banks have made it a
norm to work long hours and give more priority to their job activities than their personal
life activities. Work-life balance program have positive and significant impact on
employees’ job satisfaction because this program help employees to reduce their work
burden (Ueda, 2012). Accordingly, organizations can increase its employees’ job
satisfaction by increasing work-life balance programs for employees, which is like to help
The research framework of the study has been used to analyze the relationship
between work-life balance and employee job satisfaction. There is the independent
variable of the study, which are working hours, working conditions, work pressure, change
of job, and work-life balance programs that connected to the dependent variable which is
employee job satisfaction. The study found that working hours and working conditions do
not have a significant effect on the level of job satisfaction because employees of private
sector commercial banks have made it the norm to work long hours and to give more
attention to their job than to non-job activities in their lives. In addition, as in most private
sector organizations, private sector commercial banks provide their employees with
The third independent variable is work pressure. Saleem et al. (2013) found in their
study that job stress has an impact on job satisfaction of employees in the banking sector of
Bahawalpur. Ashfaq et al. (2013) also found that job pressure is related to the employee’s
job performance in Pakistan's banking sector. The fourth independent variable is a change
28
of job. Chahal et al. (2013) suggested to increase the efficiency of the employee's bank
should timely appraise their employees and encourage them to work hard because satisfied
employees are the reasons for the organization’s success. When employees are satisfied
with their jobs, they become loyal and committed to the organization. As they become
This study has also found out that there is a significant correlation relation of work-
life balance programs on employee job satisfaction in the private banking sector. It is
supported by other studies also. For example, Ueda (2012) concluded that work-life
balance programs have a positive and significant effect on employee job satisfaction of
the findings of this study, these programs help employees minimize their workload and
efficiently carry out their work. Banking sector can increase employee job satisfaction by
increasing work-life balance programs for employees, which is likely to help them manage
their job life. The findings of the current study further revealed that the work-life balance
Another research by Ya-Yuan Hsu and Chyi-Huey Bai (2019) was done to examine
whether the associations between working hours, job satisfaction and work-life balance are
working in the high-tech and banking industries. The study results indicated that
occupational stress acts as mechanism in the links between working hours and work-life
balance and job satisfaction. The analysis revealed significant correlations between long
working hours and both occupational stress and work-life balance, as well as between
29
occupational stress and both work-life balance and job satisfaction. According to the
results, problems in occupational stress and alertness resulting from being burdened with
higher working hours seem to have many harmful ramifications for work-life wellbeing,
such as work-life imbalance and job dissatisfaction. Past investigations also have found
that both work-life balance and job satisfaction are impacted by overtime work (A. Nakata,
2006).
The research model has been used to discover the relationship between prolonged
working hours and occupational stress. The effects of occupational stress are work-life
balance and job satisfaction. Past investigations have found that both work-life balance
and job satisfaction are affected by overtime work. At the same time, the relationships
between long working hours and occupational wellbeing, health, and quality of life is not
yet entirely clear, although previous studies have found that excessive working hours can
lead to a number of specific health issues, including depression, anxiety, and sleep
disturbances.
have also been found between employees who engage in overtime work without
overtime work and reduced quality of life at home. Banking jobs involve both substantial
financial stakes and considerable interpersonal pressure, which can lead to long-term
energy depletion among employees in the banking sector. Working hours impact
occupational stress, which in turn impacts work-life balance and job satisfaction. The
more hours an employee work, the more stress they will become, it can lead to work-life
30
Author Title Abstract Methodology Findings Recommendations
Dhamija P., Measuring of Job The paper intends to explore ➢ Using primary The unconducive work The size of the sample is
Gupta S. & Satisfaction: The Use of the association of job data environment has confirmed small to compare to entire
Bag S. (2018) Quality of Work-Life satisfaction with the quality ➢ Multi-stage negative association with job population working in
of work-life factors of bank satisfaction. The study respective private banks and
Factors sampling
employees, followed by the foresees to contribute useful the study considered only
essential influential ➢ Survey information to the top private sector banks. The
relationship of these questionnaire management level in the authors could extend their
concepts with socio- organizations to enhance study on the banking industry
demographic characteristics, employees’ overall job or with some different target
thereby, proving its own satisfaction. audience (yet unexplored).
distinct contribution to the
subsist body of literature.
Kasbuntoro, Work-Life Balance and The paper aims to find out ➢ Using primary Work-life balance has a The researchers are expected
Dasih Irma & Job Satisfaction: A Case about work-life balance and data significant influence on job to be able to add mediation
Sari Study of Employees on job satisfaction in the bank ➢ Survey satisfaction industry banks in variables to find out more
Banking Companies in industry in Indonesia. Jakarta. Work-life balance is deeply about the influence of
Maemunah questionnaire
Jakarta important in human resource the two variables. More
(2020) management because it has a variables are expected to get
significant influence on job more precise results in the
satisfaction that will future.
indirectly affect employee
performance.
Arunika The Effect of Work Life To investigate what extent ➢ Using primary Work-life balance was The model is relatively small,
M.M. & Balance on Employee work-life balance affects on data important to determinant of and did not take in to
Kottawatta Job Satisfaction among job satisfaction among non- ➢ Univariate, intrinsic aspects of job consideration other factors
Non-Executives executives in the public that might have affected the
H. (2015) bivariate and satisfaction. The positive
in the Public Banking banking sector in Colombo relationships between the
district. multivariate attitude towards jobs however variables that influence work-
Sector in Colombo
analysis increased family conflict but life balance and job
District
increases job satisfaction. satisfaction.
31
Author Title Abstract ➢ Methodology Findings Recommendations
Arunshantha The Impact of Work- To analyze and identify ➢ Using primary The results revealed that most Further research could extend
A. (2019) Life Balance on Job relationship between work- and secondary of the employees seem not the finding from this study by
Satisfaction: With life balance and job data satisfied with their job and as identifying more variables that
Special Reference to satisfaction and is there any a result they cannot have could have more influence on
➢ Survey
ABC Private Limited in impact of work-life balance proper work-life balance. relationship between work life
Sri Lanka on job satisfaction. questionnaire Most of staff are on tasks that balance and job satisfaction,
are in high demand and that such as teleworking
need to be finished in very technology, job autonomy,
strict deadlines. cultural and environmental
variables and etc.
Adikaram Impact of Work Life To determine whether job ➢ Using primary The findings suggest that This study can be replicated
D.S.R. Balance on Employee satisfaction differs by work and secondary work-life balance has a with samples as a whole of
(2016) Job Satisfaction life, and whether there is a data significant impact on banking industry or as a
in Private Sector relationship between work employee job satisfaction in comparison between private
➢ Survey
Commercial Banks of life and job satisfaction. private sector commercial and public banking sector
Sri Lanka questionnaire banks of Sri employees and researchers
Lanka. need to pay more attention to
different other factors in
future studies of work life
balance on job satisfaction
behaviours.
Hsu Y.Y. & Long Hours Effects on To examined whether the ➢ Using primary The analysis revealed The sample of participants
Bai C.H. Work-Life Balance and associations between data significant correlations came exclusively, the high-
(2019) Satisfaction. working hours, job ➢ Survey between long working tech and banking industries
satisfaction, and work-life hours and both occupational and the workloads of
questionnaire
balance are mediated by stress and work-life balance, employees in those industries
occupational stress. as well as between typically vary on a seasonal
occupational stress and both basis. The authors could
work-life balance and focus their study on the
job satisfaction. banking industry only.
32
2.3 Summary
Taking everything into account, it has been realized that there are weaknesses and
limitations on the previous researches that we have reviewed. As for the first research by
Dhamija P., Gupta S. & Bag S. (2018), the sample size is small to be compared to the
entire population working irrespective private banks in Chandigarh and its adjoining areas
and the study considered only private sector banks. Thereby, our recommendation for
future research is to widen the scope for a comparative between private and public sector
banks. The authors could extend their study on the banking industry or with some different
The weaknesses we found for the second research by Kasbuntoro, Dasih Irma &
Sari Maemunah (2020) is there is no mediation variable to influence the dependant variable
and its impact on the independent variables. Therefore, we suggest the researchers are to
be able to add mediation variables to find out more deeply about the influence of the two
variables. More variables are expected to get more precise results in the future.
Next, for the third research by Arunika M.M. & Kottawatta H. (2015), we found
that the model is relatively small, and did not take in to consideration other factors that
might have affected the relationships between the variables that influence work-life
balance and job satisfaction. Further research studies should consider alternative methods,
such as a longitudinal study among non-executives instead of cross sectional survey design
Research done by Arunshantha A. (2019) only serves as a base that requires future
research to do more investigations. Further research could extend the finding from this
study by identifying more variables that could have more influence on relationship
between work life balance and job satisfaction, such as teleworking technology, job
33
The weakness we found on the next research by Adikaram D.S.R. (2016) is limited
to the private sector commercial banks only. This study can be replicated with samples as
a whole of banking industry or as a comparison between private and public banking sector
employees. It is suggested that researchers need to pay more attention to different other
Lastly, research done by Hsu Y.Y. & Bai C.H. (2019) was to analyze whether the
associations between working hours, job satisfaction and work-life balance are mediated
by occupational stress. It is found that the sample of participants came exclusively from
two different industries, the high-tech and banking industries and the workloads of
recommend the authors could focus their study on the banking industry only.
Now after going through the review process, it has been realized that although the
researchers across disciplines have extensively researched the concepts of job satisfaction
and work-life balance, none of them investigate the work-life balance and the level of job
there is a need to explore the association between work-life balance and job satisfaction of
issues will be explored deeper in depth rather than solely based on the influence factors.
34
CHAPTER III
RESEARCH METHODOLOGY
35
3.1 Introduction
This chapter clearly defines the research methods used to conduct this study. The
chapter will explain how the necessary data and information to address the research
objectives and questions was collected, presented and analyzed. Reasons and justifications
for the research approach and design, data sources, data collection techniques, research
Key concepts and relevant theories tested by previous scholars would be the pillar
and sources of the study. The combination of the theoretical will become the basis of the
belief which explains the relationship between work-life balance and job satisfaction
among employees. Referring to the most contributing factor of work-life balance on job
and explanation are made possible by integration of variables to get and optimum result
and better insight to unearth problem. Therefore, the reviews on the past literature relevant
to the research topic has propelled the formulation of a research framework and the
Individuals spend the majority of their waking time working, thus job satisfaction
has a significant impact on overall happiness and quality of life (Frey & Stutzer, 2010).
thus reducing job satisfaction (Mulki, 2008). In addition, mobile technology increases
workload perceptions as both the organization and the customer expect customer service
36
requests (Duxbury, 2014 & Leclercq-Vandelannoitte, 2017). There is growing attention on
the impact of time at work due to overtime work load and specifically the match between
the hours employees wish to work and the hours they actually work. Some individuals
might be willing and able to prioritize non-work time to devote to themselves, their
families or their communities (Golden, 2006). Others might prefer or be required to work
longer hours to obtain a larger paycheck or other intrinsic and extrinsic rewards (Wilkins,
2007, McKee-Ryan & Harvey, 2011). Past investigations also have found that both work-
life balance and job satisfaction are impacted by overtime work (A. Nakata, 2006).
Increased working hours actually leads to degradation in work-life balance, for example
necessary will result to no or limited time to spend on personal life. To test this relation,
Different factors within the working environment such as wages, working hours,
employees and management may affect job satisfaction (Lane, Esser, Holte, & Anne,
2010). Chandrasekar (2011) argue that an organization needs to pay attention to create a
work environment that enhances the ability of employees to become more productive in
order to increase profits for organization. As such, in order to test whether there is any
significant relationship between working conditions and work-life balance, we propose the
following hypothesis:
37
Work-Life Balance Program and Work-Life Balance
responsibility. In order to maintain the quality and commitment of the employees who are
required to achieve the targets given, many companies are currently implementing this kind
of programs. According to Frame & Hartog (2003), work-life balance means employees
have balance time, work pressure, pay, between work and life outside. This actually means
that work-life balance programs could help employees to have better work-life balance. To
H4: There is a relationship between work-life balance program and work-life balance.
important factor that can support increased job satisfaction with a job. Hutcheson (2012)
balance in their work. Shujat (2011) found out that there was a positive relation of work-
life balance on employees’ job satisfaction. Workers with a good balance of time and
pleasant social life will have a high Employee Engagement (Bakker, 2008) and will affect
employee satisfaction with their work. The following proposition thus ensues:
In summary, the theoretical framework shows the research model along with the
propositions to be tested in this study. If working hours (H1), work load (H2), working
conditions (H3) and work-life balance program (H4) have an impact on work-life balance,
38
Figure 1 : Theoretical framework and hypotheses of this stud
research project. In other words, it can be described as a master plan which indicates the
strategies for conducting a research. On another note, Burns & Grove (1993) define
relationships and examines cause and effect interactions among variables. For this study, a
descriptive survey was used and the information was collected through self-administered
relatively quick, easy and cheap to conduct. This design was chosen to meet the objectives
of the study, namely to examine the relationship between work-life balance and job
39
3.4 Data Sources
The research relied on primary data in order to come up with accurate and objective
findings. Primary data refers to data collected for the first time in the field for the purpose
for which it is originally used (Jewel, 2001). Primary data for this particular study was
collected using questionnaires. Questionnaires were given to employees at all level in all
banking industries across Malaysia. Primary data collection was given the highest priority
in this research as there was limited published material and may not be accurate on the
The study was carried out using questionnaires, in which the questionnaires were
distributed randomly through digital platform (online). Saunders (2003) argues that a
questionnaires, hand delivered and collected questionnaires. The questionnaire survey also
provides greater uniformity across research situations as respondents respond to the same
standardized questions. At the same time, the questionnaire survey techniques give the
respondents enough time to respond to the questions as they were given their own time to
answer the questionnaires. Thus, the element of anonymity associated with the
Since it is generally impossible to study the entire population, this study typically
relies on sampling to acquire the section of population to perform the observational study.
Therefore, simple random sampling is the best technique to achieved unbiased sample.
40
3.6 The Instrument
The survey questionnaire used in this study contained seven sections, shown in the
Appendix. The first section contains seven questions capturing the respondents’
demographic information such as gender, age, marital status, highest level of education,
current position, banking sector and work experience in current position. The remaining
sections comprised four items on working hours measurement, four items on work load
balance program measurement, five items on work-life balance measurement and five
items measuring the job satisfaction of employees. All items in section C to G were
measured using a five-point Likert scale ranging from 1 = strongly disagree to 5 = strongly
agree. While the use of multiple choices questions for section A and B allows respondents
Data are being analyzed in identifying the relationship and impact of work-life
Malaysia. Quantitative data analysis tools are used to analyze the collected data. The
primary data collected from the sample were analyzed using the computer based statistical
data analysis package, Statistical Package for Social Sciences (SPSS). Descriptive analysis
and regression analysis have been applied to draw the results of results of the study.
respondents, while regression analysis is used to test the hypotheses of the study.
41
3.8 Sample Characteristics
The present research investigates the association of job satisfaction with work-life
balance of bank employees while considering their socio-demographic profiles. This study
covered both private sector (commercial bank) and public sector (government link
company) of banking industry in Malaysia. The respondents are from different cadres,
42
CHAPTER IV
43
4.1 Respondents Profile
The number of respondents after data cleansing was done showed only 142 people
from 144 respondents who answered the questionnaire were selected for analysis. Table 1
the respondents are female, as if women are becoming dominant in the rapidly growing
services sector of banking. Women (57.7%) prevailed over men (42.35%). About half of
respondents were aged between 31 and 40 years (43.7%). Majority of the respondents
were married (77.5%) and most of them possessed bachelor degree as the highest level of
education (45.1%). More than half of them were holding senior executive/executive as
their current position (52.1%) with working experience of less than 10 years (52.1%) and
almost of them were from private banking sector (85.9%). Response received by various
employees provided by the researchers and supports the attempt to unravel the objectives
From the cumulative data gathered, descriptive analysis has been done to know the
distribution of the data. The mean value gathered is the average value for each variable.
The table below show the mean for four independent variables and one dependent variable.
Descriptive analyses were obtained for the interval scaled. The responses are scaled using
44
Table 1 : Demographic profiles of the respondents
45
Table 2 : Descriptive Analysis of All Factors Affecting Job Satisfaction
Std.
Section Factors Mean
Deviation
B Working Hours 1.9824 0.25725
C Work Load 3.7289 0.88099
D Working Conditions 3.6958 0.81952
E Work-Life Balance Program 3.2085 0.83772
F Work-Life Balance 3.2282 0.57543
From Table 2, Work Load (3.7289) show the highest mean compared to other. It is
an indication that on average, most of the bank employees viewed that work load has the
most significant impact on their job satisfaction compared to other factors. This is
Balance Program (3.2085). The result also indicates the bank employees believed that
Working Hours (1.9824) does not have much effect on their job satisfaction.
Std.
Factors Current Position Mean
Error
Work-Life General Manager/Assistant General Manager 3.40 0.000
Balance Head/Assistant Head of Department/Unit 3.38 0.8981
Manager/Assistant Manager 3.15 0.1252
Senior Executive/Executive 3.29 0.8752
Chief Clerk/Clerk 3.09 0.1548
Others 3.10 0.0290
Job General Manager/Assistant General Manager 2.20 0.000
Satisfaction Head/Assistant Head of Department/Unit 3.65 0.1360
Manager/Assistant Manager 3.05 0.0917
Senior Executive/Executive 3.41 0.0658
Chief Clerk/Clerk 3.96 0.1359
Others 4.30 0.3292
46
Descriptive analysis also has been done to examine each level of
satisfaction. The responses are scaled using 5-point Likert scale where 1 was anchored to
Agree”. Table 3 reports that chief clerk/clerk has the lowest mean of 3.09 for Work-Life
Balance, and as for Job Satisfaction is General Manager/Assistant General Manager which
is 2.20.
analyze the association between a set of independent variables and a single dependent
variable (Hair et al., 2005). Multiple regression analysis provides a means of objectivity
assessing the degree and the character of the relationship between the independent
variables and the dependent variables (Sekaran, 2009). The regression coefficient indicates
the relative importance of each of the independent variables in the prediction of dependent
variable. Thus, multiple regression analyses (MRA) were conducted to analyze the direct
relationship between working hours, work load, working conditions and work-life balance
program with work-life balance and work-life balance with job satisfaction.
47
Based on Table 4, the Working Hours variable is not significant. It is because the
result is 0.804 (80.4%), which is above the 5% of significance level. Hence, explain that
Working Hours variable is not related with Work-Life Balance variable, while the result for
Work Load variable is 0.000 (0%), which is below the 5% of significance level. Therefore,
Work Load variable is significant. Hence, explain that Work Load variable is positively
related with Work-Life Balance variable. Looking at the Working Conditions variable, the
result is not significant. It is because the result is 0.784 (78.4%), which is above the 5% of
significance level. Hence, explain that Working Conditions variable is not related with Work-
Life Balance variable. Next, the Work-Life Balance Program variable is not significant
because the result is 0.064 (6.4%), which is above the 5% of significance level. Hence, explain
that Work-Life Balance Program variable is not related with Work-Life Balance variable.
Table 5 shows the Work-Life Balance variable is not significant. It is because the
result is 0.260 (26%), which is above the 5% of significance level. Hence, explain that Work-
48
4.4 Results
Based on Table 6 below, individual variables reveal that only work load (p <0.05)
was found to have a significant relationship with work-life balance. Therefore, the
= 0.784) and work-life balance program (p = 0.064) do not significantly predict work-life
balance, and as a result, H1, H3 and H4 were rejected. Meanwhile, H5 also rejected
because work-life balance does not significantly predicts job satisfaction (p = 0.260).
Causal
Hypothesis Factor β Sig. Result
Relationship
H1 Working Hours → WLB -0.043 0.804 Rejected
H2 Work Load → WLB 0.205 0.000 Supported
H3 Working Conditions → WLB 0.021 0.784 Rejected
H4 WLB Program → WLB 0.141 0.064 Rejected
H5 WLB → Job Satisfaction 0.129 0.260 Rejected
49
CHAPTER V
50
5.1 Discussion
balance and job satisfaction among employees in banking industry in Malaysia. This study
has reported the findings from the statistical procedures used to answer the research
questions. This study incorporates to researcher’s efforts to recognize the impact of work
i. Is there any significant relationship between work-life balance and employees’ job
ii. What is the most contributing factor of work-life balance on job satisfaction of all
The results of this study found that there was no significant effect of work-life
balance on job satisfaction in Malaysia banking industry. The present finding shows
highlighted that bank employees’ job satisfaction were not very much affected by the
work-life balance. However, this result is not accordance with the previous research
conducted by Kasbuntoro, Dasih Irma & Sari Maemunah (2020), Arunshantha A. (2019),
Adikaram D.S.R. (2016) and Arunika M.M. & Kottawatta H. (2015), where those foreign
reseach found that work-life balance do have a significant influence on job satisfaction.
51
Contradiction result of this study with the previous foreign studies is said to believe
that employees in Malaysia, especially in banking industry does not really pay much
attention on their work-life balance. It is a norm that employees in Malaysia do not have a
great experience with their attempts to balance time in the office with time at home, as
nearly half of them said they can “only sometimes” manage. Even if they do get to step
away, most of them “constantly worry” about work. For this study, all of our respondents
This study also found that all of the factors used in to measure the work-life balance
are not significant with work-life balance (working hours, working conditions and work-
life balance program) except for work load factor that is found to have significant impact
on work-life balance. This mean that work load is the most contributing factor of work-life
balance on job satisfaction of all level of employees in banking industry in Malaysia. The
employees believe that excessive work load disturbs their personal activities which ignites
Similar results are found by previous research conducted by Arunika M.M. &
Kottawatta H. (2015). They found that increase in work load leads to decrease in
employees’ work-life balance. Job insecurity, financial problems and the competitive job
market may have forced employees to take on heavy work loads and make compromises.
Increases of work load has impact on employees’ leave and holidays when employees are
unable to take all of their leave entitlement or have to cancelled or cut short the holiday due
to work. Not just at work, work load is also impacting upon life outside work and make it
difficult for the employees to balance their family or private life with work.
52
Work-Life Balance and Job Satisfaction Based on Level of Employment/Management
The results of the study reveal that employees who work in chief clerk/clerk
position has the lowest work-life balance, while the General Manager/Assistant General
Manager position were the one who experience the lowest level of job satisfaction. It can
be concluded that, the lower the position of an employee in banking industry, the lower
work-life balance they will experience. While for the job satisfaction aspect, the higher the
It is obvious now that rapid increase in the work responsibilities is due to the
changes in life and organization. Without we realize it, work-life balance has become one
of important factors in determining the employees’ job satisfaction. Based on the results
Management support for work-life balance seems critical in this banking industry
because work-life balance may have impact on employees’ job satisfaction. Therefore,
arrangement that assist employees to have better life and help the organization to sustain
and be more competitive. Accordingly, banking industry can increase employees’ job
satisfaction by increasing the work-life balance initiatives, which is likely to help them
manage their balance between work and personal life. With regards to the work load, the
organization should have proper work arrangement that help employees to have flexible
time and ability to spend more time with their families. Furthermore, technology adoption
could also plays essential role in facilitating the work completion that can reduce the work
load. Other than providing the employees with work-life balance initiatives such as flex-
time, entertainment programs and implement good work policies to reduce work load,
53
providing employees with technology equipment that can help employees to work smarter
also can be influential factor for their job satisfaction. Employees with high level of job
satisfaction leads to high performance because they are encouraged to perform better
This study can be served as guidance for the Government to provide support to
improve work-life balance and job satisfaction of all employees in Malaysia. The effect of
work-life balance and job satisfaction should not be underestimated because half of today’s
employees are not satisfied with their job. One of the causes of dissatisfaction on job is
balance can help all industries to understand the importance of work-life balance and ways
to achieve it. Such seminars can teach how to better manage the work load, negotiate more
on flexible working conditions, and other work-life balance issues that may have impact on
job satisfaction.
This study can help to raise awareness of the issues and problem faced by
employees at work by promoting work-life balance among society. The findings also may
contribute to the benefit of society considering the importance of having family, personal
life and self-health is must be balance between works. Frequent promotion about work-life
balance can contribute to wider knowledge on importance of work-life balance that can
All employees must make sure to measure the impact of work-life balance in
working to enhance their job satisfaction. Better understanding on the knowledge and
concept of work, family and personal satisfaction is important in order to have higher level
of job satisfaction. Employees need to be aware of work load segregation, hence to take
action to avoid work load increment. To treat work-life balance practices such as part of
54
the job especially for those with family responsibility can make employee happier as they
5.3 Conclusion
The main objective of this study was to examine relationship or work-life balance
that affecting employees in banking industry in Malaysia. The result of this research has
steered the researcher to answer three research objectives that the researcher intended to
achieve. Where one hypothesis (H2) was accepted and four other hypotheses (H1, H3, H4
and H5) were rejected. The significant relationship between work load and work-life
balance were identified using multiple regression analysis. Therefore, this study concludes
that workload is strongest factor predicting work-life balance among bank employees.
management because it has significant influence on job satisfaction, where it can indirectly
This study put forward some limitations and clears the path for future research.
First, the sample size (142) is small, when compared to the entire population working in
respective private and public sectors of banking industry in Malaysia. Second, the study
considered only incorporated four variables that might have affected the relationship
recommended to examine other factors that affect work-life balance besides working
hours, work load, working conditions and work-life balance program. More variables are
expected to get more precise results in the future. This research can also be extended with
55
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56
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58
APPENDIXES
59
DATA ANALYSIS SUMMARY FROM SPSS
Statistics
Highest
Marital Level of Current Banking Work
Gender Age Status Education Position Sector Experience
N Valid 142 142 142 142 142 142 142
Missing 0 0 0 0 0 0 0
Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Gender 142 1.00 2.00 1.5775 .49571
Age 142 1.00 4.00 2.1338 .86072
Marital Status 142 1.00 3.00 1.8028 .43335
Highest Level of Education 142 1.00 6.00 2.5352 .95027
Current Position 142 1.00 7.00 4.8944 1.02250
Banking Sector 142 1.00 2.00 1.1408 .34909
Work Experience in Current 142 1.00 5.00 2.7042 1.44295
Position
Valid N (listwise) 142
Gender
Cumulative
Frequency Percent Valid Percent Percent
Valid Male 60 42.3 42.3 42.3
Female 82 57.7 57.7 100.0
Total 142 100.0 100.0
Age
Cumulative
Frequency Percent Valid Percent Percent
Valid 21-30 35 24.6 24.6 24.6
31-40 62 43.7 43.7 68.3
41-50 36 25.4 25.4 93.7
51-60 9 6.3 6.3 100.0
Total 142 100.0 100.0
60
Marital Status
Cumulative
Frequency Percent Valid Percent Percent
Valid Single 30 21.1 21.1 21.1
Married 110 77.5 77.5 98.6
Divorced 2 1.4 1.4 100.0
Total 142 100.0 100.0
Current Position
Cumulative
Frequency Percent Valid Percent Percent
Valid General Manager/Assistant 2 1.4 1.4 1.4
General Manager
Head/Assistant Head of 11 7.7 7.7 9.2
Department/Unit
Manager/Assistant Manager 23 16.2 16.2 25.4
Senior Executive/Executive 74 52.1 52.1 77.5
Chief Clerk/Clerk 26 18.3 18.3 95.8
Other Positions 6 4.2 4.2 100.0
Total 142 100.0 100.0
Banking Sector
Cumulative
Frequency Percent Valid Percent Percent
Valid Private 122 85.9 85.9 85.9
Public 20 14.1 14.1 100.0
Total 142 100.0 100.0
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Work Experience in Current Position
Cumulative
Frequency Percent Valid Percent Percent
Valid 1-5 35 24.6 24.6 24.6
6-10 39 27.5 27.5 52.1
11-15 31 21.8 21.8 73.9
16-20 7 4.9 4.9 78.9
More than 20 30 21.1 21.1 100.0
Total 142 100.0 100.0
Descriptive Statistics
N Mean Std. Deviation
WorkingHours 142 1.9824 .25725
WorkLoad 142 3.7289 .88099
WorkConditions 142 3.6958 .81952
WorkLifeBalanceProgram 142 3.2085 .83772
WorkLifeBalance 142 3.2282 .57543
JobSatisfaction 142 3.4986 .78379
Valid N (listwise) 142
Report
WorkLifeBalance
Current Position Mean N Std. Deviation
General Manager/Assistant General 3.4000 2 .00000
Manager
Head/Assistant Head of 3.3818 11 .45126
Department/Unit
Manager/Assistant Manager 3.1478 23 .43991
Senior Executive/Executive 3.2838 74 .56666
Chief Clerk/Clerk 3.0923 26 .69335
Other Positions 3.1000 6 .85557
Total 3.2282 142 .57543
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Report
JobSatisfaction
Current Position Mean N Std. Deviation
General Manager/Assistant General 2.2000 2 .00000
Manager
Head/Assistant Head of 3.6545 11 .29787
Department/Unit
Manager/Assistant Manager 3.0522 23 .60066
Senior Executive/Executive 3.4189 74 .75283
Chief Clerk/Clerk 3.9692 26 .78931
Other Positions 4.3000 6 .71274
Total 3.4986 142 .78379
Coefficientsa
Standardized
Unstandardized Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 2.017 .443 4.559 .000
WorkingHours -.043 .174 -.019 -.248 .804
WorkLoad .205 .052 .314 3.970 .000
WorkingConditions .021 .076 .030 .275 .784
WLBProgram .141 .076 .206 1.864 .064
a. Dependent Variable: WLB
Coefficientsa
Standardize
d
Unstandardized Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 3.081 .376 8.199 .000
WLB .129 .115 .095 1.130 .260
a. Dependent Variable: JobSatisfaction
63
RESEARCH/SURVEY QUESTIONNAIRE
A1. Gender
Male Female
A2. Age
21 - 30 years 31 - 40 years
41 - 50 years 51 - 60 years
64
SECTION B: WORKING HOURS MEASUREMENT
B4. Do you feel your working hours affect your time for your private life?
Yes No
65
SECTION E: WORK-LIFE BALANCE PROGRAM MEASUREMENT
(Please rate your score between 1: Strongly Disagree to 5: Strongly Agree)
Strongly Strongly
Disagree Agree
E1. My organization has flexible leave policies. 1 2 3 4 5
66