Relationship between job factors and work-life balance in government-linked company

• Main Author: Siti Zulaikha, Saifulnizam
• Format: Thesis
• Language: English; English
• Published: 2025
• Subjects: HD58.9 Organizational Effectiveness.
• Online Access: https://etd.uum.edu.my/11752/1/permission%20to%20deposit-grant%20the%20permission-s832049.pdf; https://etd.uum.edu.my/11752/2/s832049_01.pdf; https://etd.uum.edu.my/11752/

Work-life balance has recently gained the interest of both organizations, academic and non-academic, largely due to the conditions associated with the COVID-19 pandemic. The pandemic makes it necessary for various companies and business organizations to implement flexible working arrangements, which, if ineffectively handled, can result in a work-life imbalance. The flexible working arrangements are still practiced in a few organizations and businesses even after COVID-19. In order to create appropriate organizational policies that guarantee the successful implementation of flexible working arrangements, e.g., work from home, it is vital to comprehend the variables that may affect work-life balance. This study aims to investigate the influence of job factors on work-life balance among government-linked company employees in Selangor. The job factors are, namely, attitudes toward flexible working arrangements, job autonomy, and reasonable workload. The respondent-administered questionnaire adopted and adapted from previous studies consisted of 47 items. The total number of respondents for this study was 103 respondents with response rate of 76.9 percent. By using SPSS version 27, all data were analysed through linear regression to explore the relationship between job factors, specifically attitudes toward flexible working arrangements, job autonomy, and reasonable workload on work-life balance. The result indicated that attitudes toward flexible working arrangements have a significant and negative correlation with work-life balance, while job autonomy and reasonable workload do not have a significant influence on work-life balance. In conclusion, the implications of this study are examined, and suggestions for future research are proposed.