FACTORS THAT CONTRIBUTE TO THE WORK-FAMILY CONFLICT IN PERMODALAN NASIONAL BERHAD (PNB)

¹Assoc. Prof Dr Azizi Yahaya, ²Dr. Peter Voo, ³Dr Ismail Maakip, ⁴Assoc. Prof Dr Baharudin Mohd. Arus,⁵Dr Malai Yunus Malai Yusuf, ⁶Sonny Anak Jumpo,⁷Nor Hasnul Hamdani , ⁸Koay Ting Yin, ⁹Nurul Diyana Mohamed Noor, ¹⁰Suraya Fadilah Ramli
 ¹Faculty of Psychology and Education, Universiti Malaysia Sabah MALAYSIA  profazizi_yahaya@yahoo.com
 ²Faculty of Psychology and Education,  Universiti Malaysia Sabah, MALAYSIA peter@ums.edu.my
³Faculty of Psychology and Education,  Universiti Malaysia Sabah, MALAYSIA, daeng@ums.edu.my
⁴Faculty of Humanities, Art and HeritageUniversiti Malaysia Sabah
⁵Universiti Teknologi Brunei, BRUNEI DARUSSALAM, dryunus.yusof@utb.edu.bn
⁶International Graduate Studies, BRUNEI DARUSSALAM, sonny@igsbrunei.edu.bn
⁷International Graduate Studies, BRUNEI  DARUSSALAM, hasnulhamdani@gmail.com
⁸Faculty of Psychology and Education,  Universiti Malaysia Sabah, MALAYSIA, bp17110210@student.ums.edu.my
⁹Faculty of Business ManagementUniversiti Teknologi Mara, Melaka
¹⁰Center of Acturial Studies, UITM, MALAYSIAsurayaramli@tmsk.edu.my

Abstract

Work–family conflict is a type of inter-role conflict that occurs as a result of incompatible role pressures from the work and family domains. Work role characteristics that are associated with work demands refer to pressure arising from excessive workload and time pressures. The purpose of this research is to identify the factors that contribute to the work-family conflict. There are three factors that researchers focus which are role overload, management support and also gender role orientation. The results of the study implied that work-family conflict as an important concern for individuals and organizations because of its negative consequences leading to reduced job performance as well as family satisfaction and hence reduced life satisfaction.

Keywords: Work-Family Conflict, Role Overload, Management Support, Gender Role Orientation