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Job insecurity and psychological distress during the COVID-19 outbreak: The moderating role of perceived supervisor support among hotel employees in Malaysia

Appannan JS, Maheswaran L, Raimee N, Lim WL, Amran FH

Work, 2022;73(4):1135-1145.
PMID: 36057808 DOI: 10.3233/WOR-211467

BACKGROUND: Millions of employees were laid off during the COVID-19 pandemic. The hospitality industry has been gravely hit by this crisis.
OBJECTIVE: Drawing from the theory of conservation of resources (COR), our study aims to examine possible factors that influence turnover intention among hotel employees.
METHODS: The hypotheses were tested on 141 hotel employees from Klang Valley, Malaysia. Data were collected by means of questionnaires, purposive sampling was employed, and PLS-SEM was used in performing the data analyses.
RESULTS: Job insecurity and psychological distress were found to be the potent antecedent of turnover intention. In contrast, the role of perceived supervisor support did not significantly moderate the effects of both job insecurity and psychological distress on the quitting intention.
CONCLUSION: Re-looking at existing policies and leadership styles may be fruitful in ensuring the sustainability path of an organization. This is pivotal in growing back the entire hospitality industry that has gravely affected by COVID-19.

Matched MeSH terms: Employment/psychology
Relationships among perceived career support, affective commitment, and work engagement

Poon JM

Int J Psychol, 2013;48(6):1148-55.
PMID: 23406464 DOI: 10.1080/00207594.2013.768768

This study sought to test the predictive effects of perceived career support and affective commitment on work engagement. It was hypothesized that perceived career support would relate positively to work engagement and this relationship would be transmitted through affective commitment. Survey data were collected from 115 full-time employees enrolled as part-time graduate students in a large public university in Malaysia. Multiple regression analysis yielded results indicating that the relationship between perceived career support and work engagement was mediated by affective commitment. This finding suggests that employers can promote employee work engagement by ensuring employees perceive their organization to be supportive of their career and increasing employees' level of affective commitment.

Matched MeSH terms: Employment/psychology*
Brief report. Social self-concept of educated employed and educated unemployed women

Bala M

Int J Soc Psychiatry, 1998;44(1):71-4.
PMID: 9574853
Matched MeSH terms: Employment/psychology*; Unemployment/psychology*
Employability in people with epilepsy: A systematic review

Wo MC, Lim KS, Choo WY, Tan CT

Epilepsy Res, 2015 Oct;116:67-78.
PMID: 26354169 DOI: 10.1016/j.eplepsyres.2015.06.016

People with epilepsy were (PWE) reported to have poorer employment rate. However, the methodologies used differ greatly from one study to another, making global comparison difficult. We aimed to determine the employment rate of PWE globally using a unified definition of employment rate and to summarize the reported positive and negative factors affecting employability in PWE, using a systematic review.

Matched MeSH terms: Employment/psychology*
Fulltext Factors related to successful return to work following multidisciplinary rehabilitation

Awang H, Tan LY, Mansor N, Tongkumchum P, Eso M

J Rehabil Med, 2017 Jun 28;49(6):520.
PMID: 28617522 DOI: 10.2340/16501977-2233

OBJECTIVE: To examine factors associated with successful return to work among participants in a Social Security Organisation Return To Work programme.
METHODS: Secondary data for 9,850 participants were obtained from the Social Security Organisation Return To Work database. The dependent variable was the Return To Work programme outcome, successful return to employment (same employer or different employer) or unsuccessful return. Logistic regression analysis with weighted sum contrasts was performed to assess the odds ratios with 95% confidence interval (95% CI) for successful return to employment across the various subgroups of participants.
RESULTS: Overall, 65.5% of participants successfully returned to employment, either with their former employers or with new employers. Successful return to employment was found to be significantly higher than the overall proportion among those participants who had had commuting accidents, followed by those who had had workplace accidents. Successful return to employment was also associated with injuries of the upper and lower limbs, employers who were interested in hiring disabled workers, motivation to participate in the programme, an intervention period of 3 months or less, age 29 years or younger, and male participants.
CONCLUSION: A structured multidisciplinary intervention programme provides a positive outcome in terms of returning to work. Related factors have various impacts on successful return to work.

Matched MeSH terms: Employment/psychology*
Should psychosocial safety climate theory be extended to include climate strength?

Afsharian A, Zadow A, Dollard MF, Dormann C, Ziaian T

J Occup Health Psychol, 2018 Oct;23(4):496-507.
PMID: 28857596 DOI: 10.1037/ocp0000101

Psychosocial safety climate (PSC; climate for psychological health) is an organizational antecedent to work conditions articulated in the job demands-resources model. We responded to calls for broader consideration of organizational climate in terms of both climate level and strength. We tested PSC level and strength as main and interactive predictors of work conditions, psychological health, and engagement. Using multilevel analysis and cross-sectional data, the effects of unit-level PSC constructs were investigated in 21 hospital work units (n = 249 employees) in Australia. The correlation between PSC levels (measured at the unit mean) and PSC strength (measured as unit -1 × SD) was moderate and positive, suggesting that ceiling effects of PSC scores were not problematic. PSC level was a better predictor than PSC strength or their interactions for job demands (psychological and emotional demands), job resources (e.g., skill discretion and organizational support), and health (emotional exhaustion). For engagement, the interaction was significant-improving engagement, therefore, benefits from high levels of PSC and PSC strength within the work units. So, in answer to the research question regarding PSC theory extension, "it depends on the outcome." Research limitations are acknowledged, and the potential of the PSC model to guide the reduction of workplace psychosocial risk factors and the negative consequences is discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Matched MeSH terms: Employment/psychology*
Fulltext Attitude of youth towards self-employment: Evidence from university students in Yemen

Al-Qadasi N, Zhang G, Al-Jubari I

PLoS One, 2021;16(9):e0257358.
PMID: 34516592 DOI: 10.1371/journal.pone.0257358

This study assesses whether final-year undergraduate students at Sana'a University, Yemen intend to start their own business. The study employs the theory of planned behaviour and two environmental factors to explore whether the theory's behavioural factors and the contextual factors of Lüthje & Franke's model have an impact on students' intentions to start their own business. A questionnaire survey with a random sample of 335 final-year university students from the largest public university in Yemen has been conducted. Data has been analysed using descriptive statistics, Pearson's correlation and structural equation modelling. The findings indicate that students' perceptions of entrepreneurship have a strong, direct impact on self-employment intention, excluding social norms and entrepreneurial self-efficacy. Students' self-employment intention is directly affected by perceived barriers and support factors in the entrepreneurship-related context. To increase their entrepreneurial abilities, university students require more training and education to be able to start new businesses. Developing entrepreneurial skills among citizens may improve the societal norms of business. The outcomes provide significant implications for policymakers, academic communities and international bodies.

Matched MeSH terms: Employment/psychology*
Fulltext Optimizing human resource strategies: Investigating the dynamics of high-performance practices, psychological empowerment, and responsible leadership in a moderated-mediation framework

Sarwar U, Aslam MK, Khan SA, Shenglin S

Acta Psychol (Amst), 2024 Aug;248:104385.
PMID: 38968810 DOI: 10.1016/j.actpsy.2024.104385

Even though existing literature frequently finds High Performance Human Resource Practices' (HPHRPs) positive impact on job performance in organizational setting, still it remains short to study unexplored underlying methods by which High Performance Human Resource Practices (HPHRPs) affect employee job performance. This gap is filled by our research, which proposes psychological empowerment as a mediator in the aforementioned relationship. Based on signaling theory, the present study examines the mediating role of psychological empowerment (PE) in the relationship between high-performance human resource practices (HPHRPs) and job performance (JP). In addition, this study tests the interactive effect of HPHRPs and responsible leadership on psychological empowerment. Data were collected in three waves from representative sample of education sector employees and their supervisors (T1-557, T2-342, T3-210 responses) in Pakistan. The hypotheses were evaluated using the PROCESS macro with SPSS to measure moderated-mediated relationships. The findings of the study reveal that HPHRPs positively influence employee performance through psychological empowerment. Responsible leadership positively moderates HPHRPs' effects on psychological empowerment. Furthermore, responsible leadership moderates the mediated relationship such that this positive indirect effect is stronger for individuals possessing low levels of responsible leadership. Our study is the first of its type to investigate whether a responsible leader may moderate the indirect impact of HPHRPs on JP through psychological empowerment. The findings carry critical implications for the practitioners and academics to devise interventions for better work environments.

Matched MeSH terms: Employment/psychology
Fulltext Job strain among Malaysian office workers of a multinational company

Maizura H, Retneswari M, Moe H, Hoe VC, Bulgiba A

Occup Med (Lond), 2010 May;60(3):219-24.
PMID: 20308258 DOI: 10.1093/occmed/kqq001

Information on job strain exposure among Malaysian workers in multinational companies is limited.

Matched MeSH terms: Employment/psychology*
Return-to-work program for injured workers: factors of successful return to employment

Awang H, Shahabudin SM, Mansor N

Asia Pac J Public Health, 2016 Nov;28(8):694-702.
PMID: 27022093 DOI: 10.1177/1010539516640354

This study examined the factors of successful return to employment among participants in the return to work program (RTW) following work-related injury. Data were obtained from the Social Security Organization database containing 9850 injured workers who underwent RTW in 2010 to 2013. About 65% had successfully returned to employment. Significant factors of successful return include gender, employer interest, motivation, age, intervention duration, and type of injury. Male and motivated employees were more likely to return to employment compared with female and unmotivated employees, respectively. Participants from interested employers were 23.22 times more likely to return to work than those from uninterested employers, whereas participants whose intervention period exceeded 5 months were 41% less likely to return to work compared with those whose intervention period was within 3 months. Appropriate strategy and enhanced collaboration between the stakeholders would improve the proportion of successful return to employment.
Keyword: SOCSO

Matched MeSH terms: Employment/psychology
Employability among people with uncontrolled seizures: An interpretative phenomenological approach

Wo MC, Lim KS, Choo WY, Tan CT

Epilepsy Behav, 2015 Apr;45:21-30.
PMID: 25794681 DOI: 10.1016/j.yebeh.2015.02.016

This study aimed to explore positive and negative factors affecting the employability in patients with uncontrolled seizures.

Matched MeSH terms: Employment/psychology*; Unemployment/psychology*
Fulltext Work-family conflict, work- and family-role salience, and women's well-being

Noor NM

J Soc Psychol, 2004 Aug;144(4):389-405.
PMID: 15279329 DOI: 10.3200/SOCP.144.4.389-406

The author considered both the direct effect and the moderator effect of role salience in the stress-strain relationship. In contrast to previous studies that have examined the effects of salience on well-being within specific social roles, the present study focused on the work-family interface. From a sample of 147 employed English women with children, the present results of the regression analyses showed that both effects are possible, depending on the outcome measures used. The author observed a direct effect of role salience in the prediction of job satisfaction; work salience was positively related to job satisfaction, over and above the main-effect terms of work-interfering-with-family (WIF) conflict and family-interfering-with-work (FIW) conflict. In contrast, the author found a moderator effect of role salience and conflict for symptoms of psychological distress. However, contrary to predictions, the author found that work salience exacerbated the negative impact of WIF conflict, rather than FIW conflict, on well-being. The author discussed these results in relation to the literature on work-family conflict, role salience, and the issue of stress-strain specificity.

Matched MeSH terms: Employment/psychology*
Factors Associated With How Long People Would Like to Live

Awang H, Nik Osman NA, Mansor N, Ab Rashid NF, Lih Yoong T

Int Q Community Health Educ, 2020 Jul;40(4):345-352.
PMID: 31876255 DOI: 10.1177/0272684X19896733

This article examined the factors of how long people would like to live involving 462 respondents aged 40 years and older in Malaysia. Data collected through an online self-administered survey indicated that 75% of the respondents would like to live at least 80 years and on average most people would like to live 81 years. Rural respondents, those who agreed that they have a loving family, those who agreed that they want to continue working for as long as they can, respondents who believed that they will not need long-term care at 65 years and older, and those who may consider living in an assisted living facility were more likely to want to live at least 80 years compared with respondents who did not agree. Efforts should be targeted at promoting healthy lifestyle and providing more employment opportunities for older persons.

Matched MeSH terms: Employment/psychology
Timing of return to work and women's breastfeeding practices in urban Malaysia: A qualitative study

Sulaiman Z, Liamputtong P, Amir LH

Health Soc Care Community, 2018 01;26(1):48-55.
PMID: 28560792 DOI: 10.1111/hsc.12460

Nearly half of the working population in Malaysia are women, and with only a short period of maternity leave, they may struggle to achieve the recommended 6 months of exclusive breastfeeding. The aim of this paper was to explore the relationship between the timing of return to work and beliefs and breastfeeding practices among women in urban Malaysia. A qualitative inquiry based on a phenomenological framework and multiple methods was used: face-to-face interview, participant diary and researcher field notes. Data collection took place in Penang and the Klang Valley, Malaysia, from March to September 2011. Eligible participants were purposely identified at randomly selected recruitment sites. A thematic analysis method was used to develop the typologies and categories of the findings. A total of 40 working women with a mean age of 32 years (SD 3.4) were interviewed and 15 participated in the diary writing. Most women (75%) returned to work between 2 and 3 months. Only 10% returned to work 4 months or later postpartum, and 15% had an early return to work (defined here as less than 2 months). The women fell into three groups: Passionate women with a strong determination to breastfeed, who exclusively breastfed for 6 months; Ambivalent women, who commenced breastfeeding but were unable to sustain this after returning to work; and Equivalent women, who perceived formula feeding as equally nutritious as breast milk. Although longer maternity leave was very important for Ambivalent women to maintain breastfeeding, it was not as important for the Equivalent or Passionate women. In conclusion, returning earlier was not an absolute barrier to continuing breastfeeding. Instead, a woman's beliefs and perceptions of breastfeeding were more important than the timing of her return to work in determining her ability to maintain breastfeeding or breast milk feeding.

Matched MeSH terms: Employment/psychology
Fulltext The Malaysian Workplace Bullying Index (MWBI): A new measure of workplace bullying in Eastern countries

Kwan SSM, Tuckey MR, Dollard MF

PLoS One, 2020;15(1):e0223235.
PMID: 31971942 DOI: 10.1371/journal.pone.0223235

Workplace bullying is a significant cause of stress at work. Existing studies, primarily based on Western-oriented frameworks and instruments, have largely overlooked the role of culture. This oversight questions whether understandings generated from those studies can be generalised to employees working in Eastern countries, which differ on important cultural dimensions. To date, there is no Eastern-based instrument for measuring workplace bullying. In two studies, we developed and validated such a measure: the Malaysian Workplace Bullying Index (MWBI). Study 1 entailed a content validation of bullying behaviours via written records (diaries) completed by Malaysian bullying victims. The 19 validated behaviours formed the basis of Study 2, with additions from the wider literature. Study 2 used survey data collected at three time-points from Malaysian employees exposed to bullying at work. The final result was an 18-item scale with two nine-item factors: work-related bullying and person-related bullying. Overall, the MWBI is a psychometrically sound measure of workplace bullying in Eastern workplaces.

Matched MeSH terms: Employment/psychology
Trust in Supervisor and Job Engagement: Mediating Effects of Psychological Safety and Felt Obligation

Basit AA

J Psychol, 2017 Nov 17;151(8):701-721.
PMID: 29043913 DOI: 10.1080/00223980.2017.1372350

In the social context of job engagement, the role of trust in supervisor in predicting engagement of employees has received attention in research. Very limited research, however, has investigated the mechanisms mediating this dynamic relationship. To address this important gap in knowledge, the aim of this study was to examine psychological safety and felt obligation as two psychological mechanisms mediating the effect of trust in supervisor on job engagement. Drawing from job engagement and social exchange theories, the mediating roles of psychological safety and felt obligation in the trust-engagement relationship were empirically investigated in the Malaysian context. Using self-report questionnaires, data were collected from 337 nurses employed in a public hospital located near Kuala Lumpur, Malaysia. Results fully supported the proposed serial multiple mediator model. Trust in supervisor was indirectly related to job engagement via psychological safety followed by felt obligation. This study provides empirical evidence that trust in supervisor makes employees feel psychologically safe to employ and express their selves in their job roles. This satisfaction of the psychological safety need is interpreted by employees as an important socioemotional benefit that, in turn, makes them feel obligated to pay back to their organization through their enhanced level of job engagement. Implications for theory and practice were discussed.

Matched MeSH terms: Employment/psychology*
Work Factors, Work-Family Conflict, the Theory of Planned Behaviour and Healthy Intentions: A Cross-Cultural Study

Shukri M, Jones F, Conner M

Stress Health, 2016 Dec;32(5):559-568.
PMID: 26643961 DOI: 10.1002/smi.2662

The present study examined the roles of work factors (i.e. job demands and job resources), work-family conflicts and culture on predictors of healthy intentions (fruit and vegetable consumption, low-fat diet and physical activity) within the framework of the theory of planned behaviour (TPB). Employees from the United Kingdom (N = 278) and Malaysia (N = 325) participated in the study. Results indicated that higher job demands were significantly related to lower intentions to eat a low-fat diet. Women reported higher intentions to eat a low-fat diet than men did, while participants from the United Kingdom had lower intentions to engage in physical activity compared with those from Malaysia. The efficacy of TPB variables in explaining intentions was verified, with perceived behavioural control (i.e. self-efficacy), attitudes and descriptive norms combined with past behaviour predictive across the samples. The results also suggest the roles of culture and work interference with family variables in moderating TPB-intention relationships and confirm that TPB variables mediate the effects of job demands and job resources on intentions. Practically, to promote health, identifying strategies to reduce stress factors; specifying important cognitive factors affecting work factors and thus, healthy intentions; and acknowledging cultural-specific determinants of healthy intentions are recommended. Copyright © 2015 John Wiley & Sons, Ltd.

Matched MeSH terms: Employment/psychology*
Salivary biomarkers of stress among teachers in an urban setting

Masilamani R, Darus A, Ting AS, Ali R, Awang Mahmud AB, Koh D

Asia Pac J Public Health, 2012 Mar;24(2):278-87.
PMID: 21385771 DOI: 10.1177/1010539510393725

The aim of this study was to determine the prevalence of job stress among secondary school teachers using Karasek Job Content Questionnaire (JCQ), the association between salivary cortisol, salivary IgA, and sociodemographic characteristics, and the association between log cortisol, IgA levels, and job strain categories. A cross-sectional study was undertaken using JCQ and salivary cortisol and IgA samples. Cluster sampling was done yielding 302 respondents. The prevalence of stress among all teachers was 20.2%. Being a Malay, teaching experience of 5 to 10 years, and those without a supervisor's support had higher prevalence of high job strain. Teachers in the 31 to 40 years age bracket, educating handicapped children with the absence of supervisor support exhibited higher stress levels with lower log salivary IgA levels. Further studies must be conducted using salivary biomarkers to study the in-depth relationship of stress, extending into other occupational groups.

Matched MeSH terms: Employment/psychology*
Hazarding health: experiences of body, work, and risk among factory women in Malaysia

Root R

Health Care Women Int, 2009 Oct;30(10):903-18.
PMID: 19742364 DOI: 10.1080/07399330903042807

In the 1970s, Malaysia launched an export-oriented development strategy as a means of financing the nation's modernization. The success of the strategy hinged significantly on intensive recruitment of women for factory employment. I draw on descriptive qualitative research, including interviews (51), surveys (106), and ethnography in Malaysia to investigate factory women's experiences of work and work-related health risks. Discourse analysis surfaced a latent consciousness of bodily changes in relation to work. A grounded theory analysis showed a compromised access to occupational risk knowledge that may bear negatively on women's well-being and the role women's new labor identities played in mediating the meanings of work and risks. Given the predominance of women workers in low-end manufacturing globally, I aimed to contribute to theoretical and applied understandings of gender, globalization, and health.

Matched MeSH terms: Employment/psychology*
Reliability and construct validity of the Malay version of the Job Content Questionnaire (JCQ)

Edimansyah BA, Rusli BN, Naing L, Mazalisah M

Southeast Asian J. Trop. Med. Public Health, 2006 Mar;37(2):412-6.
PMID: 17125008

The JCQ has been shown to be a valid and reliable instrument to assess job stress in many occupational settings worldwide. In Malaysia, both the English and validated Malay versions have been employed in studies of medical professionals and laboratory technicians, respectively. The present study assessed the reliability and construct validity of the Malay version of the JCQ among automotive workers in Malaysia. Fifty workers of a major automotive manufacturer in Kota Bharu, Kelantan consented to participate in the study and were administered the Malay version of the JCQ. Translation (English-Malay) and back translation (Malay-English) of the JCQ was made to ensure the face validity of the questionnaire. Reliability was determined using Cronbach's alpha for internal consistency, whilst construct validity was assessed using exploratory factor analysis (principal component with varimax rotation). The results indicate that the Cronbach's alpha coefficients were acceptable for decision latitude (job control or decision authority) (0.74) and social support (0.79); however, it was slightly lower for psychological job demand (0.61). Exploratory factor analysis showed 3 meaningful common factors that could explain the 3 theoretical dimensions or constructs of Karasek's demand-control-social support model. In conclusion, the results of the validation study suggested that the JCQ scales are reliable and valid for assessing job stress in a population working in the automotive industry. Further analyses are necessary to evaluate the stability and concurrent validity of the JCQ.

Matched MeSH terms: Employment/psychology*

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