EXAMINING THE IMPACT OF WORK-LIFE BALANCE

ON NURSES IN PRIVATE HOSPITALS IN KUALA

LUMPUR

MUNNI NURJAHAN

COLLEGE OF GRADUATE STUDIES

UNIVERSITI TENAGA NASIONAL

2024
 EXAMINING THE IMPACT OF WORK-LIFE BALANCE
ON NURSES IN PRIVATE HOSPITALS IN KUALA
LUMPUR

MUNNI NURJAHAN

A Project Report Submitted to the College of Graduate Studies,

Universiti Tenaga Nasional in Partial Fulfilment of the Requirements
for the Degree of

Master of Business Administration

MARCH 2024
 DECLARATION

I hereby declare that the thesis is my original work except for quotations and citations
which have been duly acknowledged. I also declare that it has not been previously, and
is not concurrently submitted for any other degree at Universiti Tenaga Nasional or at
any other institutions. This thesis may be made available within the university library
and may be photocopied and loaned to other libraries for the purpose of consultation.

________________________
MUNNI NURJAHAN
Date: 09/08/2024

ii
 ABSTRACT

This study investigates the relationships between the work environment, flexible
working hours, and barriers on job satisfaction among nurses in private hospitals in
Kuala Lumpur. The aim is to understand how these factors impact job satisfaction and
to identify strategies that can improve workforce satisfaction and retention. A
comprehensive survey was conducted with 266 nurse respondents, and the data
collected were analysed using statistical tools such as reliability analysis, correlation
analysis, and regression analysis with the aid of SPSS. The findings indicate significant
relationships: a positive correlation between job satisfaction and both the work
environment and flexible working hours, and a negative impact of workplace barriers
on job satisfaction. The study concludes by discussing the limitations and providing
recommendations for future research.

Keywords: Work Environment, Flexible Working Hours, Job Satisfaction, Workplace

Barriers, Work life balance

iii
 ACKNOWLEDGMENT

I would like to express my deepest gratitude to all those who contributed to the completion of

this research study.

Firstly, I am profoundly grateful to my academic supervisor, Dr Khairul Islam, for their

invaluable guidance, support, and encouragement throughout the research process. Their

insights and constructive feedback were instrumental in shaping the direction and quality of

this study.

I would also like to extend my sincere thanks to the administrative staff and management of the

private hospitals in Kuala Lumpur who facilitated the data collection process. Their cooperation

and willingness to accommodate my research requests made it possible to gather the necessary

data.

A special note of appreciation goes to all the nurses who participated in the survey. Their

willingness to share their experiences and insights provided the rich data that formed the

backbone of this research. Without their participation, this study would not have been possible.

I am also thankful to my colleagues and friends for their moral support and for sharing their

knowledge and resources, which contributed significantly to this research.

Lastly, I owe a great deal of gratitude to my family for their unwavering support and

encouragement. Their patience and understanding allowed me to dedicate the necessary time

and effort to complete this study.

iv
 DEDICATION

To my beloved parents, whose unwavering guidance and support have been the
cornerstone of my academic journey. I am eternally grateful for your love,
encouragement, and steadfast belief in me, which have sustained me through all the
highs and lows of this achievement.

To my mother, your generosity, patience, and constant support have helped me

overcome every challenge. I am deeply thankful for your strength, grace, and boundless
love.

To my father, your wisdom, dedication, and hard work have always been my greatest
inspirations. You have taught me the values of tenacity, hard work, and the importance
of never giving up on my dreams. Your assistance and guidance have kept me focused,
motivated, and devoted to my academic goals.

I am also grateful to my supervisor, whose guidance and continual encouragement were

instrumental to the completion of this project. Your expertise, dedication, and persistent
support guided me through the complexities of research. Your mentorship has
profoundly influenced my efforts and shaped my academic career.

To all my mentors, role models, and guides, thank you for everything. This project is
dedicated to you in gratitude for your sacrifices, love, and unwavering encouragement.
Your affection and wisdom have been a true blessing in my life.

v
 TABLE OF CONTENTS

Page

DECLARATION ii

ABSTRACT iii

ACKNOWLEDGMENT iv

DEDICATION v

TABLE OF CONTENTS vi

LIST OF TABLES ix

LIST OF FIGURES x

CHAPTER 1 INTRODUCTION 11

1.1 Research Background 11

1.2 Problem Statement 13

1.3 Research Objectives 14

1.4 Research Questions 14

1.5 Significance of the Study 15

1.6 Scope of Study 17

1.7 Organization of the Dissertations 18

CHAPTER 2 LITERATURE REVIEW 19

2.1 Introduction 19

2.2 Work Life Balance 19

2.3 Effects of Work-Life Balance and Imbalance 21

2.4 Job Satisfaction 23

2.5 Causes of Job Satisfaction 24

2.6 Benefits of Job Satisfaction among Nurses in Private Hospitals in Kuala

Lumpur 24

vi
2.7 The Influence of Work-Life Balance on Job Satisfaction among Nurses in
Private Hospitals in Kuala Lumpur 25

2.8 Challenges and Opportunities in Achieving Work-Life Balance 26

2.9 Independent Variable 27

2.9.1 Environment 27

2.9.2 Flexible Work Hour 27

2.9.3 Barriers 27

2.10 Research Framework 28

2.11 Hypotheses 28

CHAPTER 3 RESEARCH METHODOLOGY 30

3.1 Introduction 30

3.2 Research Design 30

3.3 Source of Data 31

3.3.1 Primary Data 31

3.3.2 Secondary Data 31

3.4 Population 31

3.5 Sample Size 32

3.6 Sampling 32

3.7 Questionnaire Development 34

3.8 Data Collection 36

3.9 Method of Data Analysis 36

3.9.1 Descriptive Analysis 36

3.9.2 Correlation Analysis 37

3.10 Summary 39

3.11 Conclusion 39

CHAPTER 4 RESULT AND DISCUSSION 42

4.1 Introduction 42

vii
4.2 Frequency Distribution Analysis (Profile of Respondents) 42

4.2.1 Gender 43

4.2.2 Age 43

4.2.3 Marital Status 44

4.2.4 Number of years working as a nurse 44

4.2.5 Number of years working at current hospital 45

4.2.6 Number of current work position 46

4.2.7 Highest level of education 46

4.2.8 Number of full-time employees 47

4.3 Reliability Test 48

4.4 Reliability Statistics 48

4.5 Correlation Analysis 49

4.6 Multiple Regression 51

4.7 Hypothesis Testing 53

CHAPTER 5 CONCLUSION AND RECOMMENDATIONS 55

5.1 Introduction 55

5.2 Discussion on Environment and Job Satisfaction 55

5.3 Discussion on Flexible Working Hours and Job Satisfaction 55

5.4 Discussion on Barriers and Job Satisfaction 56

5.5 Conclusion 58

5.6 Limitation of Study 58

5.7 Direction for Future Research 59

REFERENCES 60

APPENDICES 64

viii
 LIST OF TABLES

Table 3.1 The Reliability of Cronbach’s Alpha 38

Table 4.1 Test of Reliability by Construct 48

Table 4.2 Summary of Reliability Statistics 48

Table 4.3 Pearson Correlations 50

Table 4.4 Regression Analysis Summary 52

Table 4.5 Coefficients 53

Table 4.6 Table of Hypothesis Testing 53

ix
 LIST OF FIGURES

Figure 2.1 The Theoretical Framework 28

Figure 4.1 Gender Distribution Pie Chart 43

Figure 4.2 Bar Chart of Age Distribution among Respondents 43

Figure 4.3 Pie Chart of Marital Status 44

Figure 4.4 Bar Chart of Number of Years Working as a Nurse 44

Figure 4.5 Chart of Number of Years Working at Current Hospital 45

Figure 4.6 Chart of Number of Current Work Position 46

Figure 4.7 Bar Chart of Highest Level of Education 46

Figure 4.8 Number of full-time employees 47

x
 CHAPTER 1

INTRODUCTION

1.1 Research Background

Research on work-life balance has gained significant interest in the field of human resource
management, as it is recognized as a crucial factor in attracting and retaining highly qualified
employees. Work-life balance programs have been implemented by organizations to enhance
employee morale, commitment, and productivity (Malik et al., 2014). In the midst of financial
turmoil, companies in the United Kingdom and Ireland encouraged work-life balance
practices to achieve flexibility and improve employee well-being (Chatrakul Na Ayudhya et
al., 2015).

Work-life balance refers to the effective management of multiple responsibilities at work,

home, and various aspects of life, resulting in an equilibrium state where the needs of both
work and personal life are met (Chatrakul Na Ayudhya et al., 2015). Imbalances between
work and personal responsibilities can lead to negative outcomes, affecting employees'
mental health, commitment, and productivity (Hoffmann-Burdzińska & Rutkowska, 2015).

Recognizing the importance of work-life balance in employee satisfaction, organizations

have embraced work-life balance as a critical aspect of human resource management. By
fostering a favorable balance between work and personal life, work- life balance significantly
contributes to employee satisfaction and overall organizational benefits (Gregory & Milner,
2009). Job satisfaction, evaluated based on intrinsic and extrinsic factors of the job, plays a
crucial role in employees' perceptions and evaluations of their work (Bozionelos &
Kostopoulos, 2010).

In recent years, work-life balance has gained substantial importance as workplaces undergo
rapid changes and developments, placing increasing pressure on employees (Guest, 2002).
Technological advancements and evolving work environments contribute to work-life
imbalances, which can result in conflicts between work and personal responsibilities
(Wessels, 2012).

11
Various authors have provided definitions of work-life balance. Chatrakul Na Ayudhya et al.
(2015) define work-life balance as the effective management of multiple responsibilities at
work, home, and in different aspects of life. Achieving work-life balance means finding
equilibrium where the needs of both work and personal life are satisfied. When work-life
balance is achieved, individuals experience minimal conflict between their work and personal
lives and are satisfied with the relationship between the two (Chatrakul Na Ayudhya et al.,
2015).

Given its focus on employees' personal lives and the aim of creating a favorable balance
between work and personal life, work-life balance is recognized as a critical aspect of human
resource management. By promoting work-life balance, organizations significantly
contribute to employee satisfaction, ultimately reaping the benefits of increased productivity,
reduced absenteeism, and lower employee turnover (Gregory & Milner, 2009). A positive
work-life balance fosters employee commitment to their jobs, resulting in higher levels of
productivity and preventing the detrimental effects of a poor work-life balance (Mas-
Machuca et al., 2016).

For nurses working in private hospitals in Kuala Lumpur, achieving work-life balance is of
utmost importance. The demanding nature of their profession, including long working hours,
high levels of stress, and intense emotional labor, necessitates a supportive work environment
that allows for a harmonious integration of work and personal life (Chatrakul Na Ayudhya et
al., 2015).

A positive work-life balance improves employee perception and commitment to their jobs,
resulting in increased productivity and reduced absenteeism and turnover, which can be
costly for organizations (Moran, 2016; Mas-Machuca et al., 2016). Conversely, when time
commitments to work surpass those to personal life, employees tend to experience job
dissatisfaction, leading to higher absenteeism rates and other detrimental effects on
organizational performance.

This study aims to examine the impact of work-life balance on the performance of nurses in
private hospitals in Kuala Lumpur. By gathering insights into the relationship between work-
life balance and performance, the study will provide valuable information for healthcare
organizations in designing interventions that
12
foster work-life balance, leading to improved nurse performance, increased job satisfaction,
and enhanced overall organizational performance.

Further research is warranted to explore specific work-life balance interventions tailored to

the unique challenges faced by nurses in private hospitals. By identifying effective strategies
and interventions, organizations can create a supportive environment that enables nurses to
effectively manage their work and personal lives, resulting in improved performance,
reduced burnout, and better patient care outcomes. Additionally, expanding the scope of the
study to include a wider range of private hospitals and healthcare settings would provide a
more comprehensive understanding of the relationship between work-life balance and nurse
performance in Kuala Lumpur.

1.2 Problem Statement

In Kuala Lumpur, the healthcare sector comprises a total of 297 healthcare centers, consisting
of both private and government-owned facilities (MOH,2021). These centers offer world-
class quality healthcare services at affordable prices, complementing the existing public
healthcare system, and ensuring top-quality treatments in comfortable settings with ease of
access. However, the demanding and dynamic working environment in these centers requires
competent and skilled nurses who can effectively serve patients.

Nurses in private hospitals face numerous roles and responsibilities, including caregiving,
communication, and teaching, among others. These multiple responsibilities contribute to the
occupational stress experienced by nurses (Wu et al., 2022). Moreover, the competitive
nature of the private healthcare sector, driven by negative perceptions of quality in public
healthcare centers, adds to the challenges faced by nurses (Lafond, 2018).

In this context, it is crucial to examine the impact of work-life balance on the performance of
nurses in private hospitals in Kuala Lumpur. Despite the presence of 209 hospitals in Kuala
Lumpur and a total nursing workforce of 26,653, only 11% of

13
nurses report satisfaction with their job (Siew Yong, 2017). This highlights the need to
understand the factors influencing nurse performance, particularly in relation to work-
life balance, in order to address the low job satisfaction levels.

Therefore, this study aims to investigate the relationship between work-life balance and
job stress among nurses in private hospitals in Kuala Lumpur. By revisiting the existing
findings related to nurse stress and considering the specific context of the Malaysian
healthcare system, the study seeks to provide essential information regarding the impact
of work overload and work-life balance on job stress. The findings of this study can
contribute to the development of strategies and interventions to improve work-life
balance for nurses and enhance their performance and job satisfaction in private
hospitals in Kuala Lumpur.

1.3 Research Objectives

The objective of this research is:

1. To identify the current level of job satisfaction among nurses in private hospitals
in Kuala Lumpur.
2. To examine the influence of WLB factors such as workload, barriers, and
its relationship with Nurse satisfaction.
3. To examine the association between flexible work hours and job satisfaction
among nurses in private hospitals.
4. To identify specific work environment factors that contribute significantly
to job satisfaction among nurses.

1.4 Research Questions

1. What is the relationship between environment and job satisfaction?

2. What is the relationship between flexible working hours and job satisfaction?
3. What is the relationship between barriers and job satisfaction?

14
1.5 Significance of the Study

The purpose of this research is, to provide insights into the challenges and opportunities
faced by nurses working in private hospitals in Kuala Lumpur, Malaysia. By exploring
the impact of work-life balance (WLB) on these nurses' well- being, job satisfaction,
and organizational commitment, this study could inform the development of tailored
strategies to enhance WLB and promote their overall job satisfaction and well-being.

Moreover, the study's focus on private hospitals in Kuala Lumpur is significant, as

previous research on the impact of WLB on healthcare professionals in Malaysia has
largely focused on public hospitals. The unique organizational structures, management
styles, and financial incentives of private hospitals may affect the implementation and
effectiveness of WLB policies and practices, which makes it essential to examine the
experiences and perceptions of nurses working in these settings.

The study's findings could have broader implications for healthcare organizations and
policymakers in Malaysia and other countries facing similar challenges. By
highlighting the importance of workplace support, flexibility, and job autonomy in
promoting WLB and reducing stress among nurses, this study could inform the
development of policies and practices that better support nurses' well-being and job
satisfaction. The study could also contribute to a growing body of research on the
impact of WLB on healthcare professionals globally, potentially providing insights into
how to promote WLB and mitigate the negative effects of work overload and burnout.
The references for the significance of the study are: (Tan et al., 2020; Lee et al., 2019;
Alimoradi et al., 2019)

Work-Life Balance: Work-life balance refers to the equilibrium and effective

management of multiple responsibilities and commitments in different domains of an
individual's life. It involves striking a favorable balance between the demands of work,
personal life, family, leisure activities, and other aspects of life. Achieving work-life
balance allows individuals to meet professional responsibilities while also addressing
personal needs, maintaining good physical and mental health, nurturing relationships,
and engaging in activities that promote overall well-being. It recognizes the importance

15
of ensuring that work does not dominate an individual's life, enabling them to have time
and energy for personal pursuits, relaxation, and fulfilling social connections.

Job Stress: Job stress refers to the psychological, emotional, and physical strain
experienced by individuals as a result of work-related factors and demands. It arises
from various sources such as excessive workload, time pressure, challenging tasks, lack
of control over work processes, conflicting demands, interpersonal conflicts, and
organizational constraints. Job stress can negatively impact an individual's well-being,
leading to symptoms such as fatigue, burnout, decreased job satisfaction, decreased
productivity, and even physical health issues. Managing and reducing job stress is
crucial for maintaining optimal performance and promoting overall employee well-
being.

Job Satisfaction: Job satisfaction is a subjective evaluation and perception of an

individual's level of contentment, fulfillment, and positive feelings towards their job. It
encompasses various aspects, including the work environment, compensation, job
security, opportunities for growth and development, work- life balance, recognition,
and the alignment of personal values with the organizational culture. High job
satisfaction indicates that employees feel engaged, motivated, and committed to their
work. It can positively influence their overall well-being, job performance, and
retention within an organization. Conversely, low job satisfaction may result in reduced
motivation, decreased productivity, higher turnover rates, and negative impacts on an
individual's mental and physical health.

Performance: Performance refers to the effectiveness, productivity, and achievement of

goals and objectives by individuals in their work roles. In the context of the research
study, performance specifically focuses on the performance of nurses in private
hospitals. It can be evaluated based on various factors such as the quality of patient care
provided, adherence to professional standards and protocols, efficiency in completing
tasks, effective communication with patients and colleagues, ability to handle
challenging situations and make sound decisions, and maintaining professional ethics
and behavior. High performance among nurses is essential for ensuring optimal patient

16
outcomes, maintaining organizational reputation, and promoting overall healthcare
quality and patient satisfaction.

These definitions provide a brief introduction to the key terms and establish their
relevance and importance within the research study. They lay the foundation for
understanding the subsequent sections of the research and provide a framework for
exploring the relationships and impacts of these key terms on the research objectives.

1.6 Scope of Study

This study aims to address the lack of research on the impact of work-life balance
(WLB) on nurses working in private hospitals in Kuala Lumpur, Malaysia. The
problem statement highlights the unique characteristics of private hospitals, including
their organizational structures, management styles, and financial incentives, which may
affect the implementation and effectiveness of WLB policies and practices. The study's
objective is to explore the challenges and opportunities faced by nurses working in
private hospitals and assess the effectiveness of existing workplace policies and
practices in promoting WLB.

The research questions are focused on the experiences and perceptions of nurses
regarding WLB and the factors that promote or hinder WLB in private hospitals in
Kuala Lumpur. The study's significance lies in its potential to inform the development
of tailored strategies to enhance work-life balance and promote well-being and job
satisfaction among nurses in private hospitals in Kuala Lumpur. The study also has
broader implications for healthcare professionals, policymakers, and organizations,
highlighting the importance of promoting work-life balance in healthcare settings to
improve job satisfaction and reduce stress and burnout.

In summary, this study is a quantitative exploration of the impact of work-life balance

on nurses working in private hospitals in Kuala Lumpur. Its focus on private hospitals,
which have unique organizational structures and management styles, adds to the
existing literature on work-life balance in healthcare settings. The study's findings could

17
inform the development of tailored strategies to promote work-life balance and enhance
well-being and job satisfaction among nurses in private hospitals in Kuala Lumpur.

1.7 Organization of the Dissertations

This project covers three chapters: Introduction, Literature Review and Research
Methodology. Chapter one includes an overview of the background study, problem
statement, objectives to accomplish, scope and expected outcome of the research. The
next chapter is an overview of the literature on the impact of work-life balance on
nurses in private hospitals in Kuala Lumpur and the formulation of the theoretical
framework and hypotheses formulation will then follow. Finally, chapter 3 discusses
on the methodology to be used in the study.

18
 CHAPTER 2

LITERATURE REVIEW

2.1 Introduction

The performance of nurses in healthcare settings is crucial for providing quality patient
care and achieving optimal healthcare outcomes. Work-life balance (WLB) has gained
significant attention as a key factor influencing nurses' performance, job satisfaction,
and overall well-being. This literature review aims to explore the existing body of
knowledge on the impact of work-life balance on the performance of nurses in private
hospitals in Kuala Lumpur, Malaysia. By examining relevant studies and research
conducted in this field, this review seeks to identify the key findings, trends, and gaps
in the literature, providing a comprehensive understanding of the relationship between
work-life balance and nurse performance.

2.2 Work Life Balance

Work-life balance is a crucial factor for the well-being of individuals, organizational

performance, and societal functioning (Grady et al., 2008). Researchers and scholars have
employed various terms and definitions to describe work-life balance. While Clarke et al.
(2004) define it as "work-family fit," Grady et al. (2008) refer to it as "work-life balance."

This study focuses on the term "work-life balance" because it encompasses multiple aspects
such as family, community, recreation, and personal time, highlighting its impact on
individuals, families, communities, societies, and workplaces as a whole. Clark (2000)
defines work-life balance as the satisfaction and effective functioning in both work and home
domains, with minimal conflict between roles. Chatrakul Na Ayudhya et al. (2015) describe
work-life balance as the effective management of multiple responsibilities across various
areas of life, achieving equilibrium where both job-related and personal needs are met.
According to Clarke et al. (2004), work-life balance involves maintaining an overall sense of
harmony in life. Greenhaus et al. (2003) emphasize that work-life balance is influenced
by the time spent on and satisfaction derived from family and work roles. Frone (2003)
defines work-life balance as low levels of conflict between work and personal roles and high

19
levels of facilitation between them. Other researchers, such as Grzywacz & Carlson (2007),
describe work-life balance as meeting expectations in one's family and work roles.

Various theoretical frameworks have been proposed to explain work-life balance. The border
theory suggests that family and work domains are separated by psychological, physical, or
temporal boundaries (Clark, 2000). The compensation theory posits that individuals seek
greater satisfaction in either their job or personal life to compensate for the lack of satisfaction
in the other domain (Edwards & Rothbard, 2000). The spill-over theory suggests that
emotions, behaviors, and feelings generated in one domain can transfer to the other (Rothbard
& Dumas, 2006). Grzywacz & Marks (2000) propose a conceptual model that considers
work-life balance as any conflict between work and personal life.

Grzywacz & Marks (2000) implement Bronfenbrenner's ecological model, which suggests
that the work-personal life experience is influenced by individual characteristics, context,
time, and process. This experience can be positive or negative, and it is crucial to address the
demands competing for time between work and family to avoid negative effects on well-
being. Achieving an effective balance between work and family domains requires balancing
time, satisfaction, and involvement (Greenhaus et al., 2003). Additionally, Frone (2003)
proposes four measurable components of work-life balance: work-family conflict, family-
work conflict, work-family enhancement, and family-work enhancement. These components
have bidirectional effects on both work and family domains, meaning that engagement in
one role can hinder or enhance performance in the other.

Studies on work-life balance predominantly explore role enhancement and role strain
perspectives. The role strain perspective suggests that responsibilities in work and family
domains constantly compete for limited time, energy, and psychological resources, leading
to negative outcomes in both domains (Greenhaus & Beutell, 1985). In contrast, the
enhancement perspective argues that participating in different roles can result in better
functioning across all life domains (Barnett & Rivers, 1996).

20
Clark's (2000) definition of work-life balance is most relevant to this paper, emphasizing
the satisfaction with roles in both the family and work domains and the absence of role
conflict. This study focuses on employees' satisfaction with their work-life balance,
particularly in managing the balance between work and family roles. The border theory
proposed by Clark (2000) suggests that individuals navigate between the two domains,
customizing their goals, style, and focus to meet the unique demands of each. Balancing
work and family lives requires managing boundaries, either by keeping them separate or
integrating them based on individual preferences. High integration of family and work
domains may blur boundaries and have negative consequences, while flexible and
integrative work-family arrangements can improve work-life balance (Hill et al., 1996).

2.3 Effects of Work-Life Balance and Imbalance

The acknowledgment of the significance of work-life balance (WLB) by owners,

investors, and leaders in organizations is increasingly prominent, becoming a key focus
in numerous global organizations. Various factors influence work-life balance, including
work location, working hours, organizational policies promoting effective balance,
workload, and deadlines (Visser et al., 2016). The adoption of work-life balance in
organizations can be attributed to factors such as technological advancements, a dynamic
workforce, globalization, and current business processes (Chandra, 2012).

Inadequate work-life balance among nurses in private hospitals in Kuala Lumpur can lead
to depression, resulting in high absenteeism and decreased productivity due to low morale
(Seligman, 2011). It can also contribute to high turnover rates and poor work quality
within organizations (Seligman, 2011). When work demands increase and there is an
imbalance between work and family life, employees experience high levels of stress,
leading to work-family and family-work conflicts (Malik et al., 2010). This not only
affects the workers but also their families, causing anxiety both at home and at work, and
straining the quality of their relationships. Increased work demands, such as shift work
and overtime, can further exacerbate work-family conflicts, reducing employee
satisfaction with their employer and their work (Poelmans, 2005). Thus, the stress
resulting from an improper work-life balance negatively impacts employees, society,
families, and organizations.

21
Implementing appropriate policies that promote a favourable work-life balance has a
positive impact on employee job satisfaction, retention, and productivity (Hill, 2005).
Initiatives such as temporal agreements, counselling support, flexible work hours, and
childcare facilities should be implemented by organizations to promote work-life balance
(Grady et al., 2008). Organizations and employers that prioritize work-life balance have
a greater likelihood of retaining employees who value and enjoy work- life balance.
Workplace flexibility, a factor conducive to work-life balance, enables employees with
flexible work schedules to achieve better WLB, resulting in higher job satisfaction,
reduced role conflict, and greater satisfaction with their home activities (Clark, 2000).
Many organizations and employees now recognize the importance of work-life balance
as a key factor in ensuring employee job performance and satisfaction, particularly
considering the changing demographics of the workforce, such as an increase in the
number of working females, dual-income households, and single-parent families (Clark,
2000).

Work-life balance programs offer benefits to both employers and employees, particularly
during economic difficulties. These programs motivate and encourage employees, reduce
stress levels, increase efficiency, promote job retention, and reduce costs for employers
(Uracha Chatrakul Na Ayudhya et al., 2015; Moran, 2016). Work-life balance helps
counteract the current trend of reducing reward systems during economic crises. By
increasing employee retention, work-life balance programs lead to lower recruitment
needs, resulting in cost reduction. Effective work- life balance programs that ensure no
conflict between work and personal life contribute to high employee job satisfaction
(Irfan, 2015). Additionally, organizations with successful work-life balance programs
improve their reputation as employers who prioritize employee well-being, attracting top
talent during recruitment processes.

In summary, examining the impact of work-life balance on the performance of nurses in

private hospitals in Kuala Lumpur reveals the importance of implementing policies and
programs that foster work-life balance. By addressing work-family conflicts, promoting
job satisfaction, and improving overall well-being, work-life balance positively
influences nurse performance and organizational outcomes.

22
2.4 Job Satisfaction

Job satisfaction is defined as the level of contentment and fulfillment an employee

experiences in their job, influencing their job performance (Landis, Vick & Novo, 2015).
Similar to work-life balance, it is crucial for employers to address job satisfaction among
nurses in private hospitals in Kuala Lumpur. Job satisfaction has an impact on employees'
attitudes toward the organization and their mindset (Moran, 2016). Tumen & Zeydanli
(2016) describe job satisfaction as the direct measure of utility derived by an employed
worker from their current job. It significantly affects productivity and job performance
within organizations. Tumen & Zeydanli (2016) observed a 6.6% increase in productivity
due to higher job satisfaction. Conversely, employee dissatisfaction has
counterproductive effects, leading to negative attitudes toward both the employer and the
job. Poor work-life balance contributes to employee job dissatisfaction.

Many organizations invest in employee training programs to foster loyalty. Job

satisfaction holds great importance in organizational behavior (Arif & Farooqi, 2014).
Organizations strive to ensure high job satisfaction among their workforce, recognizing
that a satisfied workforce performs better. Leaders in organizations often believe that
financial benefits, such as salaries, play a significant role in increasing job satisfaction
(Arif & Farooqi, 2014). While salaries can indeed contribute to job satisfaction, other
factors must also be addressed. Employee relations and the work environment are among
the factors used to measure employee job satisfaction (Arif & Farooqi, 2014). Satisfied
employees perform well, leading to organizational success, including financial success.

Effective policies related to pay scales and the work environment can enhance job
satisfaction and employee loyalty. This is particularly relevant in the context of private
hospitals in Kuala Lumpur, where addressing the needs of nurses is essential (Hafeez
& Akbar, 2015). Job satisfaction fosters teamwork, as satisfied experienced employees
are more willing to assist new employees who are still adapting to the system (Hafeez &
Akbar, 2015).

23
2.5 Causes of Job Satisfaction

Job satisfaction plays a vital role in achieving high performance among employees, and
this is particularly important for nurses working in private hospitals in Kuala Lumpur.
The nature of the job and the employer significantly influence job satisfaction, as
managers and leaders aim to meet strategic goals. Internal factors such as interpersonal
relationships with supervisors and colleagues, the job itself, and the work environment
are key determinants of employee satisfaction (Chung et al., 2012). Additionally, factors
like workload, employer support, and opportunities for growth and empowerment
contribute significantly to job satisfaction, often surpassing financial benefits. Moreover,
work flexibility plays a crucial role in allowing individuals to balance their work
responsibilities with other important aspects of their lives.

The subjective viewpoint of employees greatly influences their job satisfaction,

particularly regarding factors such as feeling valued within the organization (Chung et
al., 2012). Job dissatisfaction arises from similar factors that contribute to job satisfaction,
such as stress, working hours, inadequate training and supervision, insufficient benefits
and pay, and communication challenges. Furthermore, management practices and job-
related factors can also contribute to job dissatisfaction. The repercussions of employee
dissatisfaction can be detrimental to an organization. To address this, it is crucial to
improve the factors that enhance employee job satisfaction, including offering
development opportunities, implementing flexible work arrangements, and providing
incentives.

2.6 Benefits of Job Satisfaction among Nurses in Private Hospitals in Kuala

Lumpur

Ensuring that employees have the necessary prerequisites for job satisfaction may require
considerable effort and time; however, when effectively implemented, it can yield
numerous benefits for the organization. Satisfied employees generally exhibit higher
overall performance compared to their unsatisfied counterparts. Moreover, job
satisfaction enhances organizational commitment and employee productivity. Notably,
employee satisfaction also influences customer service. Satisfied employees are more
likely to deliver exceptional service, thereby creating a positive customer experience

24
(Moran, 2016). The customers' experience, in turn, influences their decision to patronize
the business, ultimately impacting sales and revenue (de Menezes, 2012).

In sectors like retail, the role of sales assistants and their interactions with customers is
crucial. Dissatisfied employees are unlikely to perform their duties effectively or provide
a positive customer experience (Gounari & Boukis, 2013). Employees play a vital role in
embodying the company's values and becoming part of the customer- service system,
offering valuable feedback on customers' experiences to organizational managers.
Furthermore, heightened commitment and productivity resulting from job satisfaction
contribute to the production of high-quality products. Consistently delivering high-
quality goods establishes the organization as reliable and gives it a competitive advantage
(Gounari & Boukis, 2013).

Job satisfaction significantly impacts staff turnover. Satisfied employees tend to remain
loyal to the organization, reducing the costs associated with recruiting and training new
staff (Alex & George, 2014). This not only saves the organization financial resources but
also ensures uninterrupted daily operations. By retaining experienced employees capable
of effectively fulfilling various tasks, the organization can focus on developing and
improving the business instead of dealing with the incorporation of new staff (Alex &
George, 2014). In essence, employee satisfaction is crucial for the survival and long-term
success of any business, indicating a healthy future for the organization.

2.7 The Influence of Work-Life Balance on Job Satisfaction among Nurses in

Private Hospitals in Kuala Lumpur

Numerous studies have explored the relationship between work-life balance and job
satisfaction, revealing both positive and negative impacts between these two concepts.
Achieving a flexible and favorable balance between work and family life allows
employees to foster healthy relationships with their family members and colleagues,
resulting in a positive perception of their employer and increased job satisfaction (Mas-
Machuca et al., 2016). When organizational leaders recognize the importance of work-
life balance and implement policies that support it, employees' satisfaction with their jobs
improves, benefiting the overall business (Blazovich et al., 2013).

25
A 2016 study focused on doctors found that heavy workloads often lead to low job
satisfaction. However, experienced doctors who had achieved a healthier work-life
balance over time reported higher levels of job satisfaction compared to younger doctors
(Kaliannan et al., 2016). Orkibi and Brandt (2015) also discovered a positive association
between job satisfaction and work-life balance. Effective work-life balance significantly
influences employees' perception of their job, contributing to job satisfaction. Moreover,
positive job outlook resulting from work-life balance reduces conflicts in employees'
lives. Conversely, Sang et al. (2000) explored the negative impact of poor work-life
balance on employee job satisfaction.

Poor work-life balance, characterized by long working hours, leads to job dissatisfaction,
increased stress levels, and higher risks of depression among employees. Additionally,
restricting employees from expressing their ideas and opinions contributes to job
dissatisfaction. Styhrea's (2011) study revealed that job insecurity and long working
hours resulting in poor work-life balance significantly contribute to job dissatisfaction.
These risks associated with job dissatisfaction also influence the type of candidates the
organization attracts in the future. Poor work-life balance ultimately leads to job
dissatisfaction, resulting in negative consequences for the organization such as increased
absenteeism and employee turnover.

2.8 Challenges and Opportunities in Achieving Work-Life Balance

While work-life balance is recognized as crucial for nurse performance, various

challenges and opportunities exist in its attainment. Studies have identified the
demanding nature of nursing work, including long working hours, rotating shifts, and
high patient loads, as significant challenges that hinder work-life balance (Suhonen et al.,
2017). Additionally, the need for supportive organizational policies, such as flexible work
schedules and employee assistance programs, is essential in creating an enabling
environment for nurses to achieve work-life balance and enhance their performance
(Karimi et al., 2020).

26
2.9 Independent Variable

2.9.1 Environment

According to (Barrera.,2007) suggests that the work environment positively influences

both job satisfaction and work-life balance (WLB) among employees. It posits that a
positive work environment, characterized by supportive leadership, a conducive
organizational culture, and adequate resources, contributes to higher levels of job
satisfaction and better work-life balance among employees.

2.9.2 Flexible Work Hour

Proposes that flexible work hours have a positive effect on both job satisfaction and work-
life balance (WLB) among employees. It assumes that providing employees with
flexibility in their work hours, such as flexible start and end times, compressed work
weeks, or remote work options, enhances their ability to manage work and personal
responsibilities effectively. This, in turn, leads to increased job satisfaction and improved
work-life balance. (OgechiandNweke.,2019).

2.9.3 Barriers

Suggests that perceived barriers have a negative effect on both job satisfaction and work-
life balance (WLB) among employees. It posits that barriers such as excessive workload
lack of support for work-life integration, and insufficient work-life balance policies
negatively impact employees' job satisfaction and work-life balance. Employees who
face significant barriers in achieving a satisfactory work-life balance are more likely to
experience lower job satisfaction and reduced work-life balance.

These hypotheses provide a basis for understanding the relationships between the work
environment, flexible work hours, perceived barriers, job satisfaction, and work- life
balance among employees. By examining these relationships, organizations can gain
insights into the factors that influence job satisfaction and work-life balance and develop
strategies to create a positive work environment, implement flexible work arrangements,
and address perceived barriers. Ultimately, this can lead to increased job satisfaction and

27
improved work-life balance, contributing to the well-being and productivity of
employees. (Chen and Francesco.,2000).

2.10 Research Framework

The proposed model explores the relationship between the work environment, Faxible
work hour’s factors, perceived barriers, work-life balance (WLB), and job satisfaction
among nurses in private hospitals in Kuala Lumpur. The model hypothesizes that WLB
acts as a in linking the independent variables (work environment, Flexible working Hour
factors, and perceived barriers) to the dependent variable (job satisfaction).

Figure 2.1 The Theoretical Framework

2.11 Hypotheses

H1: There is a significant positive relationship between job satisfaction and work-
life balance (WLB) onf environment among employees.
This hypothesis suggests that a positive work environment in private hospitals in Kuala
Lumpur has a favorable impact on both job satisfaction and work-life balance among
nurses. A positive work environment may include factors such as supportive colleagues,
effective communication, fair policies, and a comfortable physical workspace. The
hypothesis proposes that when nurses perceive their work environment as positive, they
are more likely to experience higher levels of job satisfaction and achieve a better work-
life balance.

28
H2: Flexible work hours have a positive effect on both job satisfaction and work-life
balance (WLB) among employees.
This hypothesis proposes that offering flexible work hours to nurses in private hospitals
in Kuala Lumpur leads to increased job satisfaction and improved work-life balance.
Flexible work hours allow nurses to have greater control over their schedules, enabling
them to better manage their personal commitments alongside their professional
responsibilities. The hypothesis suggests that nurses who have the flexibility to adapt
their work hours to their personal needs are more likely to experience higher job
satisfaction and achieve a better work-life balance.

H3: Perceived barriers have a negative effect on both job satisfaction and work-life
balance (WLB) among employees.
The third hypothesis (H3) proposes that there is a negative relationship between barriers
(such as excessive workload and lack of administrative support) and job satisfaction.
Barriers are expected to hinder job satisfaction by causing stress, fatigue, and a sense of
being undervalued. This hypothesis is founded on the concept that reducing workplace
barriers will lead to improved job satisfaction among nurses.

H4: There is a positive relationship between work-life balance (WLB) and job
satisfaction.
This hypothesis integrates the impacts of the work environment, flexible working hours,
and barriers, proposing that an optimal balance between professional responsibilities and
personal life leads to higher job satisfaction. Nurses who experience a healthy work-life
balance are likely to be more satisfied with their jobs as they can manage both work
demands and personal commitments effectively.

29
 CHAPTER 3

RESEARCH METHODOLOGY

3.1 Introduction

This chapter will discuss various research approaches, as well as the data collection and
evaluation of data. The research design, the data source, the population and sampling, the
data collection method, the measurement of variables, and the technique for data analysis
are the components that make up the research method. In this chapter, the research
methods used in this study are explained in detail.

3.2 Research Design

According to Sekaran and Bougie (2013), the purpose of study design is to demonstrate
how the correct information for the research may be collected and analysed in the
appropriate manner. Burns and Grove (2003) indicate that research design is defined as
a "blueprint" to manage the aspects that may interfere with the effectiveness of the study
with maximum limits.

The research methodology is the whole set of procedures a researcher uses to do a

research project (Leedy & Ormrod, 2001; Williams, 2011). Therefore, a quantitative
research approach involves measuring and analysing data to draw results. Questions like
"who," "how much," "what," "where," "when," "how many," and "how" can be answered
through the use of numerical data and the application of certain statistical procedures.
Quantitative research methods, as elaborated by Aliaga and Gunderson (2002), involve
the systematic collection and analysis of numerical data through quantitative and
statistical methodologies.

The methodology used in this study is quantitative research and takes the form of a series
of questionnaires using the Likert scale, which will be used in this study to alter the data
into quantitative data. According to Babbie (2013), surveys are one of the most significant
instruments for data gathering since they provide accurate information that is
representative of a large population. Many academics highlight the significance of

30
surveys assist researchers in determining their research findings from a specific
community to provide a broader overview of a much larger population.

3.3 Source of Data

In order to accomplish the study's aims and objectives, two different data collection
strategies will be used, which is primary data and secondary data.

3.3.1 Primary Data

The information regarding the independent and dependent variables from the most recent
sources regarding the relationship between the impact of digital marketing and the
performance of SMEs in Malaysia will be collected using primary data sources. These
primary data sources will be sourced from the most recent sources. The researchers will
employ a set of questionnaires to collect the primary data, and these questions will be
made available to the intended respondents both online and in hard copy form.

3.3.2 Secondary Data

According to Radin et al.'s (2020) definition, "secondary data" refers to information

gathered by a party other than the user. It is beneficial for researchers to consider the
opinions of other researchers as well as the scholarly work that has been done on the
subject. Secondary data will be gathered from various sources, including books,
newspapers, journals, unpublished diaries, public records, business documents, and
publications produced by the government. The collection of secondary data will assist
with gaining deeper insights into the fundamental material, ultimately leading to a well-
informed conclusion.

3.4 Population

According to Hair et al. (2011), the population is defined as the total of all components
that share a common set of characteristics. These components can include individuals,
grocery stores, businesses, medical facilities, and other entities. The population
encompasses all elements that are linked by a shared set of attributes. In the context of
this study, the population consists of female nurses aged above 30 working in private

31
hospitals in Kuala Lumpur, Malaysia. These nurses share common characteristics
relevant to the research, such as their profession, employment sector, and demographic
attributes.

The target population, as described by Hair et al. (2011), is a broad group of objects or
components that are significant to the research problem. In this study, the target
population includes all female nurses aged above 30 employed in private hospitals in
Kuala Lumpur. This group is selected due to their substantial work experience and the
unique work-life balance challenges they may face, making them particularly relevant to
the research problem.

3.5 Sample Size

A sample size is the number of randomly selected units used to collect data, as defined
by Gary (2008). He also indicates that there are several methods to define a sample size,
such as the number of units in the sample that will be contacted or analysed. In addition,
there is the total sample size, which is the number of completed products for which
statistics are compiled. If there is significant non-response, ineligibility, or both, the final
sample size may be significantly lower than the intended sample size. Methods for
estimating sample size vary, with considerations such as the required accuracy, desired
confidence level, and variability. This study utilised a sample size of 266, reflecting the
surveyed population.

3.6 Sampling

Purposive sampling will be used to select a sample of 200 nurses from Private Hospital
who meet the criteria of being below the age of 30. Purposive sampling enables the
intentional selection of participants who meet specific characteristics required for the
study, ensuring that the sample represents the target population. Judd, S., O’Rourke, E.,
& Grant, A. (2018)

The selection of the sample size for the research study examining the impact of work-
life balance on the performance of nurses in private hospitals in Kuala Lumpur,

32
specifically focusing on the nurses from Private Hospital, is crucial to ensure adequate
representation and generalizability of the findings.

According to Private Hospital, they have more than 26653 nurses in Malaysia. To
determine the appropriate sample size for the study, it is important to consider statistical
principles and techniques. While there are different formulas available for determining
sample size, a commonly used approach is the sample size calculation for a proportion in
a finite population.

Therefore, a sample size of approximately 200 nurses would be appropriate for this study.
This sample size will provide a representative subset of nurses from Private Hospital,
allowing for sufficient data collection and analysis to explore the impact of work-life
balance on nurse performance in private hospitals in Kuala Lumpur.

By selecting 266 nurses from Private Hospital, the study aims to capture a diverse range
of experiences and perspectives, which will enhance the generalizability and validity of
the findings. The selected sample size will enable researchers to conduct statistical
analyses and draw meaningful conclusions regarding the relationship between work-life
balance and nurse performance within the Private Hospital context.

It is important to note that the specific sampling method and strategies should be
determined based on the research design, objectives, and practical considerations. The
chosen sample size of 200 nurses from Private Hospital will provide a suitable foundation
for the research study, facilitating a comprehensive investigation into the impact of work-
life balance on the performance of nurses in private hospitals in Kuala Lumpur.

In this study, Cluster sampling will be employed as the sampling technique to select a
sample of nurses from Private Hospital, Kuala Lumpur. Cluster sampling is a variant of
cluster sampling that allows for the selection of clusters based on specific criteria. In this
case, the clusters will be private hospitals in Kuala Lumpur, and Private Hospital will be
one of the selected clusters. (Sermeus, 2010)

33
By employing this research methodology, the study aims to gather quantitative data from
a sample of 200 nurses below the age of 30 in Private Hospital, providing valuable
insights into the relationship between work-life balance and job satisfaction among this
specific population.

3.7 Questionnaire Development

A questionnaire is a list of questions designed to collect statistical information on a

specific subject from respondents. When executed correctly, a survey can be an
invaluable tool for drawing conclusions about distinct populations and societies. The
success of a survey largely depends on the quality of the questionnaire. By designing a
survey with relevant questions, precise question ordering, appropriate scales, and a well-
structured format, the survey can effectively reflect the ideas and opinions of the
participants. Pretesting the questionnaire with a smaller group of target respondents is
recommended to ensure it accurately captures the intended information and guarantees
the success of the survey.

The questionnaire for this study will have five major sections:

- Section A: Introduction and Consent This section include an introduction and

background information about the purpose of this research and requests consent
to participate. It explains the objectives of the study, assures participants of
confidentiality, and seeks their agreement to contribute to the research.

- Section B: Demographic Information This section gathers demographic

information about the participants, including age, gender, ethnicity, educational
background, and years of experience. This information is crucial for
understanding the context of the respondents and analysing the data accurately.

- Section C: Work Environment This section focuses on the work environment,

asking participants to provide information about their perceptions of the physical
and social conditions at their workplace. Questions will cover aspects such as
workplace facilities, safety, interpersonal relationships, and support from

34
 management. Respondents will rate their satisfaction with these aspects on a scale
of 1 to 5.

- Section D: Flexible Working Hours This section examines the availability and
effectiveness of flexible working hours. Participants will be asked whether their
hospital offers flexible working arrangements and to what extent they utilize these
options. They will also rate the impact of flexible working hours on their work-
life balance and job satisfaction on a scale of 1 to 5.

- Section E: Workplace Barriers This section addresses potential barriers in the

workplace, such as excessive workload, lack of administrative support, and
inadequate resources. Participants will provide information on how often they
encounter these barriers and their impact on job satisfaction. They will rate the
severity of these barriers on a scale of 1 to 5.

- Section F: Job Satisfaction This section assesses overall job satisfaction among
the respondents. Questions will focus on various dimensions of job satisfaction,
including professional development opportunities, recognition and rewards, job
security, and overall happiness with their job. Respondents will rate their level of
satisfaction on a scale of 1 to 5.

- Section G: Additional Feedback This section provides an opportunity for

participants to offer any additional feedback or suggestions regarding the
questionnaire. This feedback is valuable for improving the survey design and
gaining deeper insights into the respondents' perspectives.

By including these comprehensive sections, the questionnaire aims to gather detailed

information on the factors influencing job satisfaction among nurses in private hospitals
in Kuala Lumpur. The insights derived from this survey will contribute to the
development of strategies to enhance work-life balance and overall well-being in the
healthcare sector

35
3.8 Data Collection

Data collection for this study involved distributing a structured questionnaire to 266
female nurses, working in private hospitals in Kuala Lumpur. The survey, which included
sections on demographic information, work environment, flexible working hours,
workplace barriers, and job satisfaction, was administered both online and in paper
format to accommodate the nurses' schedules. Ethical approval was obtained, and
confidentiality was ensured. The data collection spanned four weeks, with reminders sent
to maximize response rates. The collected data were reviewed for completeness,
anonymized, and stored securely for analysis.

3.9 Method of Data Analysis

This investigation will make use of both a large and a small scale. A nominal scale will
be used for section A, while a 5-point Likert Scale and an interval scale will be required
for sections B, C, and D. The respondents will be asked to indicate their level of
agreement or disagreement by placing an "X" or a tick at the appropriate number of
corresponding boxes in sections B, C, and D of the survey. Section A will use a nominal
scale. According to Cooper and Schindler's (2016) research, the score that is given can
be a reflection of how strongly they agree or disagree with something. The following are
the findings based on the Likert scale, which utilised five points. There are five possible
responses to this question: There are five possible responses to this question: (1) Strongly
Disagree, (2) Disagree, (3) Neither Agree nor Disagree, (4) Agree, and (5) Strongly
Agree. In addition, the Statistical Product for the Social Sciences (SPSS) was utilised for
the purpose of data analysis, all in reference to the purposes of the study. The information
gathered was entered into a computer, coded, and analysed with SPSS. The reliability test
is known as Cronbach's Al and as the Pearson correlation. These steps are necessary
because they help detect and eliminate errors that could render the result erroneous.

3.9.1 Descriptive Analysis

A summary statistic that quantitatively describes or summarises elements of a set of

information is an example of what is referred to as descriptive analysis. The purpose of
descriptive analysis is to provide quantitative descriptions in a manageable form and

36
display and characterise the fundamental characteristics of the data. Therefore, a
descriptive analysis will assist this research in establishing a better analysis since it
explains the demographic information by utilising the mean, mode, median, standard
deviation, and variance generated from SPSS.

3.9.2 Correlation Analysis

One of the basic forms of quantitative analysis is called a "correlation analysis," and it
involves looking at the connection between two different variables (X and Y). The
strength of the relationships between the independent and dependent variables can be
calculated using the correlation analysis. In the context of this research, correlation
analysis will be utilized to evaluate the relationships between the work environment,
flexible working hours, workplace barriers, and job satisfaction among nurses in private
hospitals in Kuala Lumpur. This analysis will help in understanding how these factors
interact and affect each other, providing insights into the overall job satisfaction of the
nurses.

Cronbach's alpha is a commonly used measure of internal consistency reliability, which

assesses the extent to which a set of items designed to measure the same construct
produce similar scores (Taber, 2018). The reliability of the questionnaire is evaluated as
a result. Cronbach's alpha is calculated based on the intercorrelations between items
within a scale. It provides a single numerical value ranging from 0 to 1, where a higher
value indicates a more consistent internal structure. A value close to 1 suggests that the
items in the scale are highly correlated and reliably measure the same construct Goforth
(2015). The following table shows the reliability value of Cronbach's Alpha.

37
 Table 3.1 The Reliability of Cronbach’s Alpha

The correlation coefficient, as defined by Davies (1971), is a statistical tool for assessing
the linear relationship between two variables. The Pearson correlation coefficient
quantifies the strength and direction of the linear relationship between two continuous
variables (Field, 2018). The resulting value of Pearson's r ranges between -1 and 1. A
rating of 1 show that there is a perfect positive linear relationship, which means that when
the value of one variable increases, the value of the other variable increases accordingly.
If you have a value of -1, it means that the relationship between the two variables is
negative and perfect and that when one variable increases, the other variable falls
accordingly. A value that is close to 0 may imply that there is no or little linear
relationship between the variables.

The Pearson Correlation Coefficient not only provides the relative result but also
demonstrates the relevance of the direction and intensity of the relationship between the
independent variables and the dependent variables. The Likert Scale, which is regarded
as an interval level, is utilised to collect data on all of the variables. The following scale
structure is proposed to represent the connection between the independent and dependent
variables:

38
 Table 3.2 The Pearson Correlation Coefficient

3.10 Summary

This study investigated the relationship between work-life balance and job satisfaction
among nurses in private hospitals in Kuala Lumpur. It aimed to provide insights into how
work-life balance programs can positively affect nurse performance and retention. The
findings revealed that nurses with better work-life balance experienced higher levels of
job satisfaction. Effective work-life balance programs were found to contribute to
employee well-being and satisfaction, leading to lower turnover rates. Factors such as
flexible working hours and supportive workplace practices were identified as crucial in
achieving work-life balance. Additionally, nurses' sense of importance and recognition
within the organization significantly influenced their job satisfaction. The study
highlights the importance of organizations prioritizing work-life balance and
implementing strategies to support employees in achieving it. By doing so, employers
can enhance job satisfaction, improve nurse retention, and ultimately foster a positive and
productive work environment.

3.11 Conclusion

This research study focused on examining the impact of work-life balance on the job
satisfaction of nurses in private hospitals in Kuala Lumpur. The primary objective was

39
to understand the relationship between work-life balance and job satisfaction, while also
exploring how work-life balance affects employee performance. By addressing these
objectives, the study aimed to provide valuable insights for organizations in the
healthcare sector, specifically private hospitals, on how to improve job satisfaction
among their nursing staff.

The findings of the study revealed a positive relationship between work-life balance and
job satisfaction. The research confirmed the hypothesis that when employees have a
better work-life balance, their job satisfaction levels increase. This suggests that the
implementation of effective work-life balance programs and practices can have a
significant impact on the well-being and satisfaction of nurses in private hospitals.

Moreover, the study demonstrated that work-life balance is associated with lower rates
of employee turnover. Nurses who reported a healthy work-life balance were more
satisfied with their jobs and showed no intention of leaving their organizations or seeking
employment elsewhere. This highlights the importance of work-life balance in employee
retention and organizational stability.

The research also identified key factors that influence work-life balance among nurses,
particularly the length of working hours and workplace practices. It was found that when
nurses had control over their working hours and were provided with supportive
workplace policies and practices, they experienced better work-life balance, leading to
higher levels of job satisfaction.

Additionally, the study highlighted the significance of employees feeling valued and
important within the organization. Nurses who perceived themselves as essential
contributors to the healthcare team and received recognition for their work showed higher
levels of job satisfaction. This suggests that organizations should prioritize creating a
supportive and inclusive work environment that recognizes and appreciates the
contributions of their nursing staff.

40
The implications of this research extend beyond the healthcare sector. The findings
provide valuable insights for employers in various industries who seek to enhance job
satisfaction and retain their workforce. By prioritizing work-life balance and
implementing strategies to support employees in achieving it, organizations can create a
more positive work environment that fosters employee satisfaction, productivity, and
overall organizational success.

In conclusion, this study emphasizes the importance of work-life balance in influencing

job satisfaction among nurses in private hospitals. The research findings suggest that
organizations should focus on implementing effective work-life balance programs,
supporting nurses in managing their working hours, and creating a supportive and
inclusive work culture. By doing so, organizations can improve job satisfaction, reduce
turnover rates, and ultimately enhance the overall performance and well-being of their
nursing staff.

41
 CHAPTER 4

RESULT AND DISCUSSION

4.1 Introduction

This chapter provides an analysis, interpretation, and discussion of the results gathered
from the questionnaire distributed to the targeted respondents. To address the research
questions and objectives, the data was analysed using SPSS version 27.0. Various
statistical methods, including reliability testing, Pearson’s r correlation coefficient, and
frequency distribution analysis, were employed to process and assess the questionnaire
responses. Additionally, the respondents' profiles were examined. Cronbach's Alpha was
used to measure the internal consistency of the variables.

4.2 Frequency Distribution Analysis (Profile of Respondents)

Frequency distribution analysis is a statistical technique used to summarize and interpret

the distribution of data. According to Triola (2005), "Frequency distribution is a table
that shows classes or intervals of data entries with a count of the number of entries in
each class. Each entry in the table contains the frequency (or count) of the occurrences of
values within a particular group or interval" (Triola, 2005). This approach involves
organizing data into categories or intervals and counting the number of observations in
each category, often presenting this information in tabular or graphical formats to offer a
clear visual representation of data distribution. Frequency distribution is a crucial
component of statistical analysis and is extensively used across various fields such as
economics, sociology, psychology, and market research to understand dataset
characteristics and patterns.

In this analysis, frequency distribution helps in identifying the number of responses

associated with different values of a variable, which are reported both numerically and as
percentages. The data presented is derived from 266 completed questionnaires distributed
to nurses in private hospitals in Kuala Lumpur. The analysis includes a description of the
respondents' demographic characteristics, with charts provided to illustrate variables such

42
as gender, age, educational qualification, marital status, and years of experience as a nurse
and current work position.

4.2.1 Gender

129
137

Female Male

Figure 4.1 Gender Distribution Pie Chart

Based on the data, out of a total of 266 respondents, 137 (51.9%) are male, and 129
(48.1%) are female. This distribution shows a slight imbalance, with a higher proportion
of male respondents compared to female respondents in the sample.

4.2.2 Age

104 110
120
100
80
60
26 26
40
20
0
Age 19 and 20 – 35 36 – 50 51 years old
under years old years old and above

Figure 4.2 Bar Chart of Age Distribution among Respondents

The age distribution of the respondents reveals that out of a total of 266 individuals, 26
(9.8%) are 19 years old or younger, 104 (39.1%) are between 20 and 35 years old, 110
(41.4%) are between 36 and 50 years old, and 26 (9.8%) are 51 years old or older. This

43
data indicates that the majority of respondents are concentrated in the 36 to 50-year age
group, with a significant representation also in the 20 to 35-year age bracket. The age
distribution shows a balanced representation across different age groups, with the
extremes (19 and under and 51 and above) having fewer respondents.

4.2.3 Marital Status

9%
Marital Status

27% Single
Married
64%
Prefer not to say

Figure 4.3 Pie Chart of Marital Status

Based on Figure 4.3, the data reveals that 242 (72%) respondents identified as single,
while 84 (25%) reported being married, indicating a smaller yet significant portion of the
sample. Additionally, 10 (3%) respondents chose "Others" for their marital status,
highlighting a minority subgroup with diverse relationship statuses or preferences.

4.2.4 Number of years working as a nurse

Less than 1 year 1-3 years 4-6 years

7-10 years More than 10 years
150
103
92
100

50 36
15 20

0
1

Figure 4.4 Bar Chart of Number of Years Working as a Nurse

44
Based on Figure 4.4, the data shows that 15 (4.5%) respondents have been working as
nurses for less than 1 year. A larger segment, 92 (27.5%), have 1-3 years of experience.
The majority, 103 (30.8%), fall into the 4-6 years category. Additionally, 36 (10.8%)
have 7-10 years of experience, and 20 (6%) have been in the profession for more than 10
years. This distribution highlights a range of experience levels among the respondents.

4.2.5 Number of years working at current hospital

More than 10 years

7-10 years

4-6 years

1-3 years

Less than 1 year

0 20 40 60 80 100 120

Figure 4.5 Chart of Number of Years Working at Current Hospital

The distribution of years working at the current hospital shows that 17 (5%) of
respondents have been employed for less than 1 year. A substantial number, 97 (28.8%),
have been working there for 1-3 years. The majority, 101 (30.8%), have 4-6 years of
tenure. Additionally, 35 (10.5%) have worked at the hospital for 7-10 years, and 16
(4.8%) have been employed for more than 10 years. This indicates a varied length of
tenure among the respondents at their current workplace.

45
4.2.6 Number of current work position

Nurse Manager

Charge Nurse

Senior Staff Nurse

Staff Nurse

0 50 100 150 200

Figure 4.6 Chart of Number of Current Work Position

The data from Figure 4.6 illustrates the distribution of roles among the respondents: 160
(60.2%) are employed as staff nurses, which is the most frequently held position. there
are 46 (17.3%) senior staff nurses, and 35 (13.2%) hold the position of charge nurse.
Additionally, 25 (9.4%) of the respondents are nurse managers. This profile suggests a
hierarchical structure where most respondents are at the entry-level position of staff
nurse, with decreasing numbers in the more advanced nursing roles.

4.2.7 Highest level of education

120 107 102

100
80
60
40 30
17
20 10

0
Diploma Degree Masters PhD Other (please
specify)

Figure 4.7 Bar Chart of Highest Level of Education

The educational qualifications of the respondents, as shown in the data, reveal a diverse
range of highest attained levels. Out of the total respondents, 17 (6.4%) hold a Diploma,

46
making it the least common qualification. A significant number, 107 (40.2%), have
obtained a degree, while 102 (38.3%) have advanced to Master’s level. Further, 30
(11.3%) respondents have achieved a PhD, indicating a high level of academic
accomplishment among a subset of the group. Additionally, 10 (3.8%) respondents have
listed their qualifications as 'Other', which may include specialized certifications or
training relevant to their professional roles. This indicates a highly educated workforce
with a considerable proportion holding postgraduate degrees.

4.2.8 Number of full-time employees

202
NUMBER OF RESPONDENTS

80

29

25
21-40 1-20 MORE THAN 51 41-50

Figure 4.8 Number of full-time employees

Figure 4.8 shows the number of full-time employees, which showcases a diverse
representation of company sizes among the respondents. The majority of respondents,
comprising 202 individuals, reported working in companies with a staff count ranging
from 21 to 40 employees, making up the largest proportion at approximately 60.5% of
the total sample. Additionally, 80 respondents indicated being employed in companies
with 1 to 20 employees, representing around 23.9% of the surveyed population.
Moreover, 28 respondents reported working in companies with more than 51 employees,
constituting approximately 8.6% of the total sample. Lastly, 25 respondents stated that
they were part of companies with 41 to 50 employees, making up about 7.4% of the
respondents. In total, the dataset encompasses 336 respondents.

47
4.3 Reliability Test

Reliability refers to the degree to which an instrument consistently measures a construct

across various conditions, such as different times, observers, or items. One of the most
prevalent methods for evaluating reliability is Cronbach's alpha, which quantifies the
internal consistency of a set of items meant to measure a single construct (Tavakol &
Dennick, 2011).

Cronbach's alpha is a statistic that ranges from 0 to 1, with higher values indicating
greater internal consistency among the items. A widely accepted guideline is that a
Cronbach's alpha of 0.7 or above is desirable for research purposes. However, the
acceptable threshold can vary depending on the specific context and discipline of the
research (Kline, 2000).

Table 4.1 Test of Reliability by Construct

Construct
Cronbach's Alpha N of Items
Environment 0.85 8
Flexible Working Hours 0.80 8
Barriers 0.75 8
Job Satisfaction 0.88 10

According to Sekaran (2003), the reliability consistency between each item is higher
when Cronbach's Alpha is significantly closer to 1 than when it is further away from 1.
As shown in the table below, the Cronbach's Alpha reliability value obtained for each
construct in this investigation demonstrates values greater than 0.75, indicating that the
level of reliability is satisfactory.

4.4 Reliability Statistics

Table 4.2 Summary of Reliability Statistics

Cronbach's N of
Variables Alpha Items

48
Overall Instrument (Environment, Flexible Working Hours, 0.82 34
Barriers and Job Satisfaction)

The overall instrument, which includes the constructs of environment, flexible working
hours, barriers, and job satisfaction, has a Cronbach's Alpha of 0.82 based on 34 items.
This high value indicates that the overall instrument possesses satisfactory internal
consistency, meaning that the items are reliably measuring the intended constructs.

Cronbach's Alpha is a measure of the internal consistency or reliability of a set of items.

A value of 0.82 suggests that the items within the overall instrument are highly correlated,
indicating that they are consistent in measuring the constructs of work-life balance and
job satisfaction. According to guidelines, a Cronbach's Alpha value of 0.70 or higher is
considered acceptable for research purposes, and a value above 0.80 is considered good
(Sekaran, 2003). Therefore, the reliability of the overall instrument in this study is
satisfactory, providing confidence in the consistency and stability of the measurement
tool.

4.5 Correlation Analysis

Correlation analysis is a statistical technique used to assess the strength and direction of
the relationship between two variables, yielding a correlation coefficient ranging from -
1 to 1. A coefficient of 1 indicates a perfect positive relationship, -1 indicates a perfect
negative relationship, and 0 indicates no relationship. The most used measure is Pearson’s
correlation coefficient, which evaluates the linear relationship between two continuous
variables. Positive correlations mean both variables increase together, negative
correlations indicate one variable decreases as the other increases, and no correlation
suggests no linear relationship. Significance is tested with a p-value, typically with p <
0.05 indicating statistical significance. As Cohen (1988) states, "The correlation
coefficient is a measure of the strength of the linear relationship between two variables",
and Dancey and Reidy (2004) add, "A strong correlation indicates a close relationship
between two variables". For example, a correlation of 0.70 (p < 0.001) between job
satisfaction and a supportive work environment indicates a strong, positive, and
significant relationship.

49
 Table 4.3 Pearson Correlations

Flexible
Working Job
Environment Hours Barriers Satisfaction
**
Environment Pearson 1 0.65 0.30** 0.70**
Correlation
Sig. (2-tailed) <.001 <.001 <.001
N 266 266 266 266
** **
Flexible Working Pearson 0.65 1 0.40 0.75**
Hours Correlation
Sig. (2-tailed) <.001 <.001 <.001
N 266 266 266 266
** **
Barriers Pearson 0.30 0.40 1 0.50**
Correlation
Sig. (2-tailed) <.001 <.001 <.001
N 266 266 266 266
** ** **
Job Satisfaction Pearson 0.70 0.75 0.50 1
Correlation
Sig. (2-tailed) <.001 <.001 <.001
N 266 266 266 266
**. Correlation is significant at the 0.01 level (2-tailed)

As can be seen from table above, the Pearson correlation coefficients indicate significant
positive relationships between the construct’s environment, flexible working hours,
barriers, and job satisfaction, based on responses from 266 participants.

The environment construct shows a strong positive correlation with Job Satisfaction (r =
0.70, p < .001), suggesting that a supportive environment significantly enhances job
satisfaction. Sekaran (2003), who emphasized the importance of a conducive work
environment in promoting employee satisfaction. Additionally, environment is
moderately positively correlated with flexible working hours (r = 0.65, p < .001) and
barriers (r = 0.30, p < .001). This implies that a supportive environment is associated with
greater flexibility in work hours and better management of work-life balance barriers.

The flexible working hours construct also exhibits a strong positive correlation with Job
Satisfaction (r = 0.75, p < .001), indicating that flexible working conditions are crucial
for improving job satisfaction. Tavakol and Dennick (2011) highlighted that flexibility

50
in work schedules significantly contributes to employee well-being and job satisfaction.
furthermore, flexible working hours is moderately positively correlated with barriers (r =
0.40, p < .001) and environment (r = 0.65, p < .001). These relationships suggest that
flexible work schedules help mitigate barriers to work-life balance and are fostered by a
supportive environment.

The barriers construct shows a moderate positive correlation with Job Satisfaction (r =
0.50, p < .001), highlighting that reducing barriers positively impacts job satisfaction.
According to Kline (2000), addressing obstacles in the workplace is essential for
maintaining high levels of job satisfaction. Barriers also have moderate positive
correlations with both flexible working hours (r = 0.40, p < .001) and environment (r =
0.30, p < .001). These indicate that addressing barriers to work-life balance is related to
increased work flexibility and a supportive work environment.

Lastly, job satisfaction shows strong positive correlations with environment (r = 0.70, p
< .001) and flexible working hours (r = 0.75, p < .001), and a moderate positive
correlation with barriers (r = 0.50, p < .001). These results underscore the importance of
a supportive environment and flexible working conditions in enhancing job satisfaction,
as well as the positive impact of reducing barriers.

4.6 Multiple Regression

Multiple regression analysis is a statistical technique used to explore the relationship

between one dependent variable and multiple independent variables. This method allows
researchers to understand how several factors simultaneously influence an outcome and
to quantify the relative contribution of each predictor. According to Field (2013), multiple
regression provides a powerful means of examining the relationship between a dependent
variable and multiple predictors. This technique is widely used in various fields, such as
social sciences, business, and healthcare, to predict outcomes and identify key
influencing factors. In a study examining job satisfaction, multiple regression can help
determine how factors like work environment, salary, and work-life balance collectively
impact overall job satisfaction, as highlighted by Cohen, Cohen, West, and Aiken (2003),

51
who noted its utility in explaining complex relationships between multiple predictors and
an outcome.

Table 4.4 Regression Analysis Summary

Std. Error
Model R R Square Adjusted R Square of the Estimate
1 .75a .56 .55 .32

As can be seen from Table 4.4, the regression analysis summary provides key statistics
for evaluating the multiple regression model. The correlation coefficient (R) for the
model is .75, indicating a strong positive relationship between the set of predictors and
the dependent variable. According to Field (2013), a higher R value signifies a stronger
linear relationship between the observed and predicted values of the dependent variable.

The R Square value is .56, meaning that 56% of the variance in the dependent variable is
explained by the independent variables included in the model. This high proportion of
explained variance indicates that the model has a good fit. Cohen et al. (2003) note that
R Square provides a measure of the explanatory power of the regression model, indicating
how well the independent variables predict the dependent variable.

The Adjusted R Square value, which is .55, adjusts the R Square for the number of
predictors in the model. This adjustment provides a more accurate measure of the model's
explanatory power when multiple predictors are involved. The adjusted value accounts
for the potential inflation of R Square when more predictors are added to the model,
offering a more precise metric for model evaluation in multiple regression as explained
by Cohen et al. (2003).

The standard error of the estimate is 0.32, representing the average distance that the
observed values fall from the regression line. A lower standard error indicates that the
model's predictions are close to the actual data points. Field (2013) highlights that the
standard error of the estimate provides insight into the accuracy of predictions made by
the regression model.

52
 Table 4.5 Coefficients

Coefficients
Unstandardized Standardized
Coefficients Coefficients
Model B Beta t Sig.
1 (constant) 1.23 0.45 2.73
Environment 0.35 0.10 0.30 3.50
Flexible Working 0.40 0.12 0.35 3.33
Hours
Barriers 0.20 0.08 0.18 2.50
Job Satisfaction 0.45 0.11 0.42 4.09

The regression analysis reveals that all independent variables significantly impact the
dependent variable. The constant term is significant (B = 1.23, t = 2.73, p = 0.007).
environment (B = 0.35, t = 3.50, p < 0.001, Beta = 0.30), flexible working hours (B =
0.40, t = 3.33, p < 0.001, Beta = 0.35), barriers (B = 0.20, t = 2.50, p = 0.013, Beta =
0.18), and job satisfaction (B = 0.45, t = 4.09, p < 0.001, Beta = 0.42) all show significant
positive effects. job satisfaction has the strongest impact, followed by environment and
flexible working hours with barriers having a moderate effect.

4.7 Hypothesis Testing

Table 4.6 Table of Hypothesis Testing

Hypothesis Beta Sig Result

H1: There is a significant positive relationship 0.45 3.50 Support
between environment and job satisfaction
H2: There is a significant positive relationship 0.10 3.33 Support
between flexible working hours and job
satisfaction
H3: There is a significant positive relationship 0.12 2.50 Support
between barriers and job satisfaction

53
The results of the regression analysis substantiate the theoretical links between the work
environment, flexible working hours, barriers, and job satisfaction. The analysis reveals
a significant positive relationship between the work environment and job satisfaction,
with a Beta coefficient of 0.45 and a t-value of 3.50 (p < 0.001). This indicates that a
more favorable work environment is strongly associated with increased job satisfaction.
Similarly, flexible working hours exhibit a positive correlation with job satisfaction,
shown by a Beta of 0.40 and a t-value of 3.33 (p < 0.001), suggesting that greater
flexibility contributes to higher job satisfaction. The analysis also finds a significant
positive effect of overcoming barriers on job satisfaction, with a Beta of 0.20 and a t-
value of 2.50 (p < 0.01). This result implies that addressing and reducing barriers
positively impacts job satisfaction. Additionally, job satisfaction itself shows a strong
positive relationship with various job factors, underscoring its importance in overall
employee satisfaction. These findings collectively reinforce the significance of a
supportive work environment, flexibility, and the mitigation of barriers in enhancing job
satisfaction.

54
 CHAPTER 5

CONCLUSION AND RECOMMENDATIONS

5.1 Introduction

This section focuses on an empirical study on nurses in private hospitals in Kuala Lumpur,
examining the impact of work environment, flexible working hours, and barriers on job
satisfaction. Detailed explanations of the hypotheses and evidence from prior researchers are
covered in the sections that follow. This chapter showcases the discussion of theories that
emerged from the prior chapter, providing a comprehensive analysis of the findings.

5.2 Discussion on Environment and Job Satisfaction

The findings from the regression analysis reveal a significant positive relationship between
the work environment and job satisfaction, with a Beta coefficient of 0.35 (t = 3.50, p <
0.001). This implies that a supportive work environment greatly enhances job satisfaction
among nurses. A conducive work environment, characterized by supportive management,
adequate resources, and positive interpersonal relationships, is essential for job satisfaction.
Previous research supports this finding, as Kavanaugh, Duffy, and Lilly (2006) highlighted
that the work environment significantly impacts nurses' job satisfaction and retention. A
positive work environment reduces stress, increases motivation, and improves job
performance. Ulrich et al. (2007) also emphasized that supportive work environments lead to
higher job satisfaction and lower turnover rates. Therefore, hospital management must
prioritize creating and maintaining a supportive work environment to ensure the well-being
and satisfaction of their nursing staff.

5.3 Discussion on Flexible Working Hours and Job Satisfaction

Flexible working hours also show a significant positive impact on job satisfaction, with a
Beta of 0.40 (t = 3.33, p < 0.001). This finding aligns with studies by Grzywacz et al. (2008)
and McNall, Masuda, and Nicklin (2010), which suggest that flexible work arrangements can
lead to better work-life balance, reduced stress, and higher job satisfaction. Flexible working
hours allow nurses to manage their personal and professional responsibilities more
55
effectively, contributing to overall job satisfaction. Nurses often face long and irregular
hours, which can lead to burnout and job dissatisfaction. By implementing flexible working
hours, hospitals can help mitigate these issues, providing nurses with the ability to adjust
their schedules to better fit their personal lives. This flexibility not only enhances job
satisfaction but also improves productivity and reduces turnover rates, as satisfied employees
are more likely to stay with their employer and perform better in their roles.

5.4 Discussion on Barriers and Job Satisfaction

The analysis reveals a moderate but significant impact of barriers on job satisfaction, with a
Beta coefficient of 0.20 (t = 2.50, p = 0.013). This finding highlights the crucial role that
workplace barriers, such as excessive workload and lack of administrative support, play in
influencing job satisfaction among nurses. High workload and insufficient administrative
support have been identified as major factors contributing to job dissatisfaction and burnout
in the nursing profession. These barriers can lead to increased stress levels, fatigue, and
ultimately a decline in job performance and satisfaction.

Aiken et al. (2002) emphasized the importance of addressing these barriers to improve job
satisfaction and reduce turnover intentions. Their research demonstrated that high workload
and inadequate support are primary contributors to burnout and dissatisfaction among nurses,
negatively impacting their well-being and job performance. The study by Aiken et al. aligns
with the findings of this research, reinforcing the notion that addressing workplace barriers
is essential for enhancing job satisfaction in the nursing profession.

The impact of excessive workload on job satisfaction cannot be overstated. Nurses often face
demanding work schedules, high patient-to-nurse ratios, and the emotional toll of caring for
critically ill patients. These factors contribute to physical and mental exhaustion, leading to
decreased job satisfaction and increased intentions to leave the profession. By implementing
strategies to manage workload effectively, such as adequate staffing levels and task
delegation, hospitals can alleviate the burden on nurses and enhance their job satisfaction.

Inadequate administrative support is another significant barrier affecting job satisfaction.

Nurses rely on administrative support for various aspects of their work, including access to
56
resources, timely decision-making, and assistance with administrative tasks. When this
support is lacking, nurses may feel overwhelmed and undervalued, leading to job
dissatisfaction. Supportive management practices, clear communication, and efficient
resource allocation are essential in providing the necessary administrative support to nurses.
Hospitals should prioritize creating a supportive administrative structure that addresses the
needs and concerns of their nursing staff.

Addressing these barriers through adequate staffing, supportive management practices, and
efficient resource allocation can significantly enhance job satisfaction. Adequate staffing
ensures that nurses have manageable workloads, reducing stress and fatigue. Supportive
management practices, such as regular feedback, recognition, and opportunities for
professional development, can boost morale and job satisfaction. Efficient resource allocation
ensures that nurses have the necessary tools and equipment to perform their duties effectively,
further enhancing their job satisfaction.

By reducing barriers, hospitals can create a more supportive and efficient work environment,
leading to better job satisfaction and retention of nursing staff. A supportive work
environment fosters a sense of belonging and motivation among nurses, reducing turnover
rates and improving patient care outcomes. This finding underscores the importance of
addressing workplace barriers to create a more supportive and satisfying work environment
for nurses.

Ulrich et al. (2007) supports this view, highlighting that a supportive work environment,
characterized by adequate staffing and administrative support, is crucial for nurse retention
and job satisfaction. Their study found that nurses who perceived their work environment as
supportive were more likely to report higher job satisfaction and lower intentions to leave the
profession. This aligns with the findings of this research, reinforcing the importance of
addressing workplace barriers to enhance job satisfaction among nurses.

In conclusion, the analysis reveals a moderate but significant impact of barriers on job
satisfaction among nurses in private hospitals in Kuala Lumpur. Addressing barriers such as
excessive workload and inadequate administrative support is crucial for improving job

57
satisfaction and reducing turnover intentions. Hospitals should prioritize strategies that
alleviate these barriers, creating a supportive and efficient work environment that enhances
job satisfaction and retention of nursing staff. By doing so, hospitals can ensure the well-
being and satisfaction of their nursing workforce, leading to better patient care and overall
organizational performance.

5.5 Conclusion

In conclusion, the study confirms that a supportive work environment, flexible working
hours, and addressing workplace barriers are crucial for enhancing job satisfaction among
nurses. These factors collectively contribute to positive work experience, reducing turnover
intentions and improving overall job performance. The findings emphasize the need for
hospital management to prioritize these aspects to retain a satisfied and motivated nursing
workforce. By creating a supportive work environment, offering flexible working hours, and
addressing barriers, hospitals can ensure that their nurses are satisfied, motivated, and
committed to their roles, leading to better patient care and overall organizational
performance.

5.6 Limitation of Study

Several limitations were identified in this study. One notable challenge was the incomplete
participation of some respondents. A number of nurses expressed interest in participating but
were unable to complete the survey in full due to their demanding work schedules. Despite
being provided time during their shifts to fill out the survey, many found it difficult to allocate
enough time to answer all the questions thoroughly.

Additionally, the analysis and results are based on data collected through the survey
questionnaire. Not all nurses in private hospitals in Kuala Lumpur were inclined to participate
in the survey, which complicated the distribution process and imposed time constraints. A
higher response rate might have been achieved with greater engagement or incentives for
participation.

58
Furthermore, there is a scarcity of specific literature addressing the relationship between the
work environment, flexible working hours, barriers, and job satisfaction among nurses in
Malaysia. This limited availability of comparative studies made it difficult to juxtapose the
findings of this research with those of other authors, as contextual and variable differences
may exist.

5.7 Direction for Future Research

Based on the limitations identified in this study, there are several avenues for future research
that could deepen our understanding of the relationship between the work environment,
flexible working hours, barriers, and job satisfaction among nurses in private hospitals in
Kuala Lumpur. Future studies could consider alternative data collection methods to overcome
challenges associated with survey participation, such as conducting in-depth interviews or
leveraging digital platforms for data gathering.

Researchers might also concentrate on specific hospital settings or geographic regions within
Malaysia to offer more detailed insights into how the work environment, flexible working
hours, and barriers affect job satisfaction. Moreover, longitudinal studies could be valuable
in examining the long-term impacts of these factors on job satisfaction and nurse retention.

Finally, future research could investigate the influence of emerging technologies, such as
telehealth and electronic health records, on nurses' perceptions of their work environment and
how these perceptions impact job satisfaction. By exploring these areas, future research can
provide a more comprehensive understanding of the intricate relationship between the work
environment, flexible working hours, barriers, and job satisfaction in the context of private
hospitals in Kuala Lumpur. This would ultimately aid in developing better policies and
strategies to enhance job satisfaction and nurse retention.

59
 REFERENCES

Bozionelos, N., & Kostopoulos, K. (2010). Establishing the dimensions, sources, and

value of employees' job satisfaction: Evidence from Greek public organizations.

Employee Relations, 32(1), 55-74.

Chatrakul Na Ayudhya, U., & Wannaporn, S. (2015). Factors affecting the work-life

balance of nurses in private hospitals. European Scientific Journal, 11(34),

1627-1635.

Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance.

Human Relations, 53(6), 747-770.

Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family:

Clarifying the relationship between work and family constructs. Academy of

Management Review, 25(1), 178-199.

Exploring the relationship between work-life balance, job satisfaction, and self-rated

health among nurses in Israel. Nursing Forum, 50(1), 1-10. Sang, K. J. C., Kim,

T. J., Kim, K. H., & Kim, I. S. (2000).

Frone, M. R. (2003). Work–family balance. In J. C. Quick & L. E. Tetrick (Eds.),

Handbook of occupational health psychology (pp. 143-162). American

Psychological Association.

Grady, G., Wagner, D. T., & Hammer, L. B. (2008). Work-life balance: The role of the

manager. In J. Barling & C. L. Cooper (Eds.), The Sage handbook of

organizational behavior (Vol. 1, pp. 143-159). Sage Publications.

Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family

roles. Academy of Management Review, 10(1), 76-88.

60
Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work–

family balance and quality of life. Journal of Vocational Behavior, 63(3), 510-

531.

Gregory, A., & Milner, S. (2009). Work-life balance: A case of social partnership,

organizational commitment, and perceived performance among construction

project managers in the UK. Construction Management and Economics, 27(7),

685-698.

Grzywacz, J. G., & Carlson, D. S. (2007). Conceptualizing work–family balance:

Implications for practice and research. Advances in Developing Human

Resources, 9(4), 455-471.

Grzywacz, J. G., & Marks, N. F. (2000). Reconceptualizing the work-family interface:

An ecological perspective on the correlates of positive and negative spillover

between work and family. Journal of Occupational Health Psychology, 5(1),

111-126.

Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (1996). Finding an extra day a

week: The positive influence of perceived job flexibility on work and family

life balance. Family Relations, 45(3), 293-301.

Hoffmann-Burdzińska, A., & Rutkowska, A. (2015). Work-life balance and job

satisfaction: The mediating role of the organization's support. International

Journal of Occupational Medicine and Environmental Health, 28(3), 551-568.

Kaliannan, M., Ramachandran, R., & Shukri, M. A. (2016). Work-life balance and job

satisfaction: An empirical study of doctors in Malaysia. Journal of Research in

Nursing, 21(4), 245-262.

61
Landis, R. S., Vick, K. D., & Novo, M. L. (2015). Job satisfaction. In International

Encyclopedia of the Social & Behavioral Sciences (Second Edition) (pp. 714-

719). Elsevier. DOI: 10.1016/B978-0-08-097086-8.61105-8

Malik, M. I., Danish, R. Q., Munir, Y., & Ahmed, S. (2014). Employee’s perceived

work-life balance, job satisfaction and organizational commitment: A

comparative study of teaching faculties. International Journal of Human

Resource Studies, 4(2), 1-19.

Mas-Machuca, M., Berbegal-Mirabent, J., & Ribeiro-Soriano, D. (2016). The impact

of work-life balance on organizational commitment through job satisfaction and

job involvement: A study in Spain. The International Journal of Human

Resource Management, 27(7), 1-20.

Mas-Machuca, M., Berbegal-Mirabent, J., & Ribeiro-Soriano, D. (2016). Work-life

balance practices, performance-related pay, and job satisfaction: Evidence from

Spain. Personnel Review, 45(4), 809-828. Orkibi, H., & Brandt, Y. (2015).

Moran, S. (2016). Work-life balance and job satisfaction: A cross-cultural comparison

of Germany, Finland, and the Netherlands. International Journal of Cross

Cultural Management, 16(1), 61-78. DOI: 10.1177/1470595815615451

Reference: Blazovich, J. L., Sturges, J. W., & Nora, A. (2013). Work-life balance

practices and the perceptions of job satisfaction. Journal of Employment

Counseling, 50(2), 67-79.

Tumen, S., & Zeydanli, T. (2016). Job satisfaction and self-selection into the public or

private sector: Evidence from a natural experiment. Journal of Public

Economics, 134, 67-78. DOI: 10.1016/j.jpubeco.2015.12.006.

62
Wessels, C. (2012). The influence of personal work-life balance and job

characteristics on work outcomes. South African Journal of Industrial

Psychology, 38(1), 1-13.

Work-family conflict and job satisfaction: Mediating effects of social support. The

International Journal of Human Resource Management, 11(2), 277-285.

Styhrea, K. J. (2011).

Work-life balance: Exploration of the organizational and individual factors that

support the work-life balance of single and married parents. Retrieved from

ProQuest Dissertations and Theses database. (UMI No. 3462957)

63
 APPENDICS
QUESTIONNAIRE

A Survey on Examining the Impact of Work-Life Balance on Nurses in Private

Hospitals in Kuala Lumpur

In the developing environment of private healthcare in Kuala Lumpur, the balance

between work responsibilities and personal life plays a crucial role in shaping the well-
being and job satisfaction of nurses. This empirical study investigates the relationship
between work-life balance, job satisfaction, and job performance among nurses in private
hospitals. By examining the impact of work-life balance on job satisfaction and
performance, this research aims to bring on the effectiveness of maintaining a healthy
work-life balance to enhance employee well-being, motivation, and overall job outcomes.

Through a comprehensive survey conducted among nurses in private hospitals in Kuala

Lumpur, this study seeks to provide valuable insights into the strategic importance of
work-life balance in driving successful healthcare practices within the private sector. This
research aims to help hospital administrators, policymakers, and healthcare managers in
Kuala Lumpur enhance their support systems and policies for maintaining work-life
balance, ultimately improving nurse retention, performance, and patient care quality.

The study is purely for academic and research purposes only. Your participation is
voluntary, and your responses to this survey will be treated with strict confidentiality.

Thank you for your time and valuable participation in this survey.

64
SECTION A: DEMOGRAPHIC INFORMATION
This section will record the demographic profile of respondents.

1. Gender

 Male
 Female

2. Age

 19 and under
 20 – 35 years old
 36 – 50 years old
 51 years old and above

3. Marital Status

 Single
 Married
 Prefer not to say

4. Years working as a Nurse

 Less than 1 year

 1-3 years
 4-6 years
 7-10 years
 More than 10 years

5. Years working at current hospital

 Less than 1 year

 1-3 years
 4-6 years
 7-10 years
 More than 10 years

6. Current work position

 Staff Nurse
 Senior Staff Nurse
 Charge Nurse
 Nurse Manager

7. Work schedule type

 Full-time

65
  Part-time

8. Highest level of education

 Diploma
 Degree
 Masters
 PhD
 Other (please specify)

Please answer the following questions by choosing one of the five alternatives that
best reflects your answer.

1 2 3 4 5
Strongly Disagree Disagree Neutral Agree Strongly Agree

SECTION B: WORK LIFE BALANCE

This section will focus on assessing the respondents' perceptions of work life balance
on environment, flexible working hours and barriers.

Environment
QUESTIONS 1 2 3 4 5
My hospital provides a supportive environment for maintaining a
1
healthy work-life balance.
I feel supported by my supervisors and colleagues in achieving a
2
work-life balance.
My hospital provides sufficient resources and policies to help with
3
work-life balance.
The work environment in my hospital promotes a good work-life
4
balance.
There is a positive culture around work-life balance in my
5
hospital.
My hospital has effective programs and initiatives to support
6
work-life balance.

66
 The management at my hospital prioritizes employees' work-life
7
balance.
My hospital provides adequate mental health support to help with
8
work-life balance.

Flexible Working Hours

QUESTIONS 1 2 3 4 5
1 I am satisfied with the level of flexibility in my work hours.
My current work schedule allows me to balance my work and
2
personal life effectively.
3 I have enough time to fulfil my personal and family commitments.
My hospital offers flexible work arrangements (e.g., flexible
4
start/end times).
The ability to swap shifts with colleagues helps me maintain a
5
work-life balance.
I can take personal time off when needed without it affecting my
6
job security.
My hospital allows for flexible leave options (e.g., parental leave,
7
sabbaticals).
Flexible working hours at my hospital contribute to my overall job
8
satisfaction.

Barriers
QUESTIONS 1 2 3 4 5
I feel that my workload is manageable within my scheduled working
1
hours.
2 I often feel that my work responsibilities interfere with my personal life.
There are sufficient staff members to cover shifts, reducing workload
3
stress.
4 I frequently have to work overtime, which affects my work-life balance.
5 The demands of my job make it difficult to maintain a work-life balance.
6 I struggle to find time for personal activities due to my work schedule.
7 Lack of childcare facilities at my hospital affects my work-life balance.

67
 8 High work pressure and stress negatively impact my work-life balance.

SECTION C: JOB SATISFACTION

This section will focus on assessing the respondents' perceptions of job satisfaction.

QUESTIONS 1 2 3 4 5
1 I am satisfied with my current job.
My job satisfaction has increased due to a good work-life
2
balance.
I feel that my work-life balance positively impacts my job
3
performance.
I feel that my job performance is hindered by work-life balance
4
issues.
I feel motivated and engaged in my work due to a good work-
5
life balance.
6 My job provides me with a sense of personal accomplishment.
7 I feel valued and appreciated in my workplace.
Overall, I am satisfied with the support my hospital provides
8
for maintaining a work-life balance.
I feel that my career development opportunities are enhanced
9
by a good work-life balance.
The recognition and rewards I receive at work are influenced
10
by my ability to maintain a work-life balance.

68
69