Critical Analysis Assignment Siti Marlia M772 MLS723

 

FACULTY OF INFORMATION MANAGEMENT
MARA UNIVERSITY OF TECHNOLOGY (UiTM)

CAMPUS PUNCAK PERDANA, SELANGOR

MASTER IN LIBRARY SCIENCE (IM772)
STRATEGIC PLANNING AND HUMAN RESOUCE MANAGEMENT

MLS 723

INDIVIDUAL ASSIGNMENT: CRITICAL REVIEW
QUALITY OF WORK LIFE OF LIBRARIANS IN GOVERNMENT ACADEMIC LIBRARIES IN

THE KLANG VALLEY, MALAYSIA

PREPARED BY:
SITI MARLIA BINTI ABD RAHIM

(2017312987)

PREPARED FOR:
ENCIK MOHD ZAIHAN BIN HUSSIN

GROUP :
M772

DATE OF SUBMISSION:
4TH APRIL 2018

 
NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

TABLE OF CONTENT
1.0 INTRODUCTION……….……………………………………………..……………………....1
2.0 PROBLEM STATEMENT…………………………………………….……………….….…..1
3.0 OBJECTIVES……………………………………….………………………………………….1
4.0 LITERATURE REVIEW…...............................................................................................2
5.0 RESEARCH METHODOLOGY………………………………………………………….......3
6.0 FINDINGS..............................................................................................................….....4
7.0 RECOMMENDATIONS AND LIMITATIONS OF STUDY………………………………....4
8.0 SIGNIFICANCE OF STUDY……………………………………………………………….....5
9.0 CONCLUSION.……………………………………………………………………………...…6
10.0 REFERENCE………………………………………………………………………………..…6
11.0 APPENDIX…..…………………………………………………………………………………7

 

 
 

 
NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

1.0 INTRODUCTION

An academic library is a library that is attached to a higher education institution which
serves two complementary purposes to support the school's curriculum, and to support the
research of the university faculty and students. The strength of library often measured by the
range of its resources and quality of workforce. However, to have a good quality of work life,
the library organizations need to attract a high quality workforce.

The quality of work life actually is a quality of relationship between employees and the
total working environment, also it is means to describe working conditions and expectations
of most workers in their work life. So it is very important to taking care and improve the quality
of work life to ensure all the workers are satisfied with their level of work and non-work
variable.

2.0 PROBLEM STATEMENT

Most organizations including library recognize that they are susceptible in concerning,
and many have the desire and determination to make changes to improve the quality of work
life. Each organization can experience more success by creating a culture that promotes
quality of work life initiatives for their employees, and it is possible to do this while at the
same time continuing to ensure that the needs of service to users and stakeholders are met.

The key is understanding that this ideal or value is a target that is not always hit.
However, determined and open efforts to change systems and practices for the better will be
met with happier employees, better services, and stronger organizations. Today’s
organizations need to be more flexible and understanding, so that they are well prepared to
develop their employees and enjoy their commitment.

3.0 OBJECTIVES

Librarians in government academic libraries in the Klang Valey, Malaysia were not
identified whether or not they had achieved the quality of work life as they expected. The
purpose of this study was to investigate the relationship between work and non-work
variables and quality of work life.

1 
 

 
NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

3.1 Research Objectives

Firstly, the aim of this paper is to investigate the relationships between work
variables and quality of work life. Secondly is to investigate the relationships between
non-work variables and quality of work life.

4.0 LITERATURE REVIEW

Quality of work life can be examine through two variable which is work variable and
non-work variable. Work variable and non-work variable have a strong relationship to
generate quality of work life to ensure the librarian have a balance lifestyle in their lives.

Work Variable
According to Ballout (2008), work variable as work-related variables that may be important to
employee reactions to work-family conflict and success in careers including job involvement,
job stressors, and job social support. Parasuraman, Purohit, Godshalk, and Beutell (1996)
have evaluated various combinations of relevant work variables in their studies which are: 1)
Job Involvement, 2) Work Role Conflict, 3) Work Time, and 4) Schedule Inflexibility.

Non-work Variable
Kanter (1977) has mentioned four ways in which the non-work domain influences the work
domain. Firstly, the family makes it presence felt in the workplace via cultural traditions.
Secondly, the influence is specific to family-owned or family dominated businesses, settings
in which a family can directly define the operations of a workplace. Thirdly, it pertains to the
activities of other family members who get involved in the employee’s work life. Finally, the
emotional climate at work could affect families and vice versa.

Quality of work life
Shamir and Solomon (1985) defined quality of work life (QWL) as a comprehensive construct
that includes an individual’s job-related well-being and the extent to which work experiences
are rewarding, fulfilling, and devoid of stress and other negative personal consequences.
Sirgy, Efraty, Siegel, and Lee (2001) mentioned in their research that a new measure of QWL
was developed based on need satisfaction and spillover theories to meet the needs of an

2 
 

 
NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

employee to capture the extent to which the work environment, job requirements, supervisory
behavior, and ancillary programs in an organization.

Relationship between work variable, non-work variable, and quality of work life
The most important domains of adult life are epitomized by work and family (non-work) for
most individuals and these realms are often regarded as the backbone of human existence.
Md-Sidin, Sambasivan, & Ismail (2010) reported, millions of people all over the world juggle
these two domains: 1) to balance their lives, 2) to minimize the potential conflicts that arise
from the balancing act, and 3) to improve the quality of living. Based on Eby, Casper,
Lockwoord, Bordeaux, & Benley (2005), the challenges that can create work-family conflict
are in meeting the incompatible demands of work and family. According to Ashforth, Kreiner,
and Fugate (2000), social identity theory focuses on the choice made by individuals in role
transitions involving home, work, and other places and postulates that roles can be arrayed
on a continuum, ranging from high segmentation to high integration. While Ruderman, Ohlott,
Panter, and King (2002) explored the benefits of multiple roles for managerial women and
found that women managers who integrated careers with family and other non-work roles
were successful and satisfied in engaging in both managerial and personal roles.

5.0 RESEARCH METHODOLOGY

In this study, the authors used quantitative approach on study design. As quantitative
approached can perform in large population sample with minimum save of time, also it is
unbiased and the results found will be more representative and ease to make inferences as
based on the findings.

The method use is questionnaire. An online survey was used to gather data once at
the same point of time for each participating library. The samples were the librarians working
in public universities academic libraries in the Klang Valley, which are Universiti Teknologi
MARA (UiTM), Universiti Malaya (UM), Universiti Putra Malaysia (UPM), Universiti
Kebangsaan Malaysia (UKM), Universiti Islam Antarabangsa Malaysia (UIAM) and Universiti
Pertahanan Malaysia (UPNM). 250 online surveys e-mailed to all the librarians, 130
completely answered and replied, achieving 60% reply rate.

A self-administered questionnaire was designed to gather data from subjects on the
studied variables. There were two variables used in this study which were work variables and

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

non-work variables. The questionnaire was divided into two sections. Section A contained the
socio-demographic information, while Section B contained the seven parts of questions
related to the constructs.

6.0 FINDINGS

Findings in this study indicated that relationship between quality of work life and both
variables are clearly depended with each other. Nowadays, the family structure and
employing organization has become more diversified, varied and complex, resulting in work
life and non-work life intermingled together. Among the contributing factors that lead to the
significance of this issue are the social and demographic changes that have added to the
diversity in work and family structures.

Quality of work life also include the level of job satisfaction among staff, salary paid by
the employers, and work environment whether they are always being motivated by their
colleagues or superiors. These can contribute toward reducing the stress experienced by
staff when carrying out their job functions and allowing them to spend extra time with their
family.

A safe and healthy environment is also included, if it more risk and dangerous work
environments can affect employees’ focus. Other than that, stress experienced such as work
overload, work shift, and many more need to improve to ensure job performance of
employees are not affected.

The 1990 Relocation Study (Brett, Stroh & Reilly, 1990 & 1992) indicated that putting
together career, marriage and family would affect career progression, marital satisfaction and
quality of life. As such, millions of people in Malaysia and all over the world have to juggle
these two most important spheres, which are work and non-work in the schedule every day in
order to balance both domains, minimize the potential conflict resulted from these interactions
and improving their quality of life.

7.0 RECOMMENDATIONS AND LIMITATION OF STUDY

There were several recommendations and limitations that authors have been touch for
future research. The main issue is the total of respondents. Only 130 respondents is
considered small amount compared to actual number of librarians working in public
universities academic libraries in Klang Valley. Further research is needed to determine

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

whether the results of this study are generalizable to the larger population of Malaysian
academic libraries. It is much recommended to enlarge the number of target audience not just
focusing on librarian in public universities only, but also for librarian in private universities, so
that the result will be more relevant and informative.

Second issue is, this study focused only on work and non-work variables but not the
inter-role conflict. If inter-role conflict were added, it is will be more worth to know the result of
study the quality of work life between work, non-work variable, and inter-role conflict.

8.0 SIGNIFICANCE OF STUDY

To contribute to the body of knowledge
This study is significant for universities where the issues discussed related with the library
institutions. This study can help library institution to know the truth about the situations
happened related to the librarian and staff as part of the institution itself.

To contribute the new findings
This study is significant as new finding regarding to the situation where academic librarians in
Klang Valley, Malaysia involved. This finding significantly can be the new information created
regarding to this topic and be the starter of more finding in present and future.

To student
This study will be a significant medium in informing or telling student about the importance of
quality work life of employees before they enter the working world. It will be beneficial for the
student to acknowledge how useful the knowledge of quality of work life it is to ensure the
student can be aware and prepare before they start the working life for better future.

To researcher
This study significantly useful for the researcher who is intend to make a research regarding
to the government academic librarian in Klang Valley area. This study can provide information
about the quality of work life of academic librarian in work and non-work variable. Not just for
present, this study also can be significant to researcher to come out with more finding and
more solutions regarding to the academic librarian, also issues discussed in future.

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

To librarian
This study is significant informative medium to awake librarian about their quality of work life
and the impact that they can get. Moreover, this study also able to be as one of the measure
to ensure they have balance lifestyle. By that, librarian can be aware and responsive
regarding to the bad and good things that they might need to change or patch-up for better
conveniences in present and future.

12.0 CONCLUSION

In the conclusion, this study was conducted to investigate the relationship between
quality of work life and work and non-work variables. Then, the findings indicated that both
work variables and non-work variables do matter in determining the quality of work life. Each
organizations nowadays need to be more flexible and understanding, so that they are well
prepared to develop their employees and enjoy their commitment.

Quality of work life increases when the librarians are satisfied with their level of work
variable and non-work variables. I general, it is hoped that the result from this study can
beneficial to libraries in investigating whether or not their librarians had achieved the quality of
work life as they expected, and also can open the eyes of all organizations to take an action
to improve the quality of work life for producing good quality of employees.

10.0 REFERENCE

Aziz, R. A., Nadzar, F. M., Husaini, H., Maarof, A., Radzi, S. M., & Ismail, I. (2011).
Quality of work life of librarians in government academic libraries in the Klang Valley,
Malaysia. International Information & Library Review, 43(3), 149-158.
doi:10.1080/10572317.2011.10762893

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

11.0 APPENDIX

The International Information & Library Review (2011) 43, 149e158

availableatwww.sciencedirect.com

journalhomepage:www.elsevier.com/locate/iilr

Quality of work life of librarians in government
academic libraries in the Klang Valley, Malaysia

Rafidah Abdul Aziz a,*, Fuziah Mohd Nadzar a, Haslinda Husaini a,
Asmah Maarof b, Salleh Mohd Radzi c, Izhairi Ismail d

aFaculty of Information Management, Universiti Teknologi MARA, Malaysia

b PTAR Library, UiTM Shah Alam, Malaysia
c Faculty of Hotel and Tourism Management, Universiti Teknologi MARA, Malaysia
d Department of Economic and Management Sciences, International Islamic University, Malaysia

KEYWORDS Abstract The success of any organization is highly dependent on how it attracts workers and
motivates, and retains its workforce. Today’s organizations need to be more flexible and under-
Quality of work life; standing, so that they are well prepared to develop their employees and enjoy their commitment.
Work variables; The purpose of this study was to investigate the relationship between work and non-work variables
Non-work variables; and quality of work life. It is anticipated that the contribution from this study will provide useful
Academic libraries; information to the top management level in organizations for the purpose of planning appropriate
Malaysian librarians policies that can enhance employees’ overall life satisfaction. The research questions, which
serve as a foundation of this study, focus on the relationship between work and non-work variables
and quality of work life. This study applied a quantitative research design as well as descriptive and
correlation approach. Respondents are all librarians working in government academic libraries in
the Klang Valley, Malaysia. An online survey was used to gather data for each participating library.
The questionnaire was divided into two sections: Section A, the socio-demographic information;
and Section B, the seven questions related to the study. The data were analyzed using Pearson
Correlation Analysis. Findings from this study indicated that both work variables and non-work
variables do matter in determining the quality of work life. The findings of this research also
can be beneficial in Human Resource Management issues and trends in libraries administration.
ª 2011 Elsevier Ltd. All rights reserved.

Introduction measured by the range of its resources and quality work-
force. Essentially, for an organization to be able to attract a
An academic library is recognized as an active institution of high quality workforce, it needs to provide a high quality of
scholarly literature and holds numerous collections to meet work life. The following elements are relevant to an
its users’ needs. For that reason, its strength is often individual’s quality of work life; the task, physical work

* Corresponding author.
E-mail addresses: [email protected] (R.A. Aziz), [email protected] (F.M. Nadzar), [email protected].

edu.my (H. Husaini), [email protected] (A. Maarof), [email protected] (S.M. Radzi), [email protected] (I. Ismail).
1057-2317/$ - see front matter ª 2011 Elsevier Ltd. All rights reserved.
doi:10.1016/j.iilr.2011.07.002

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150 R.A. Aziz et al.

environment; and social environment within the organiza- including: job involvement, job stressors, and job social
tion, administrative system, and relationship with peers or support. Parasuraman, Purohit, Godshalk, and Beutell
colleagues. Quality of work life can be defined as “The (1996) have evaluated various combinations of work
quality of relationship between employees and the total variables in their studies. In this context, the relevant
working environment”. The phrase “quality of work life” has variables identi-fied are: 1) Job Involvement, 2) Work Role
also been used to describe working conditions and Conflict, 3) Work Time, and 4) Schedule Inflexibility.
expectations of most workers in their work life.
Job involvement
Libraries like any other organizations are not impervious Kanungo (1982) defined job involvement as a cognitive belief
to workplace stress and conflicts. It is estimated that 25% of state reflecting the degree of psychological identification with
workplace problems such as absenteeism, lower produc- one’s job. Lawler and Hall (1970) argued that job involvement
tivity, turnover and excessive use of medical benefits are is a cognitive state of psychological identifica-tion with the job
due to family violence (ALA, 1999). Among the contributing and depends on the degree to which the job is perceived to
factors that lead to the significance of this issue are the meet one’s salient needs, be they intrinsic or extrinsic. Most
social and demographic changes that have added to the literature discussing job involvement uses different terms to
diversity in work and family structures. Many have to explain the same concept. Terms such as job involvement,
struggle with work and family demands simultaneously in work involvement and work centrality have been used
order to balance work and life responsibilities. interchangeably. Ballout (2008) noted that job involvement is
one potential work-related variable that may cause work-family
In library and information science literature, the “greying conflict. Moreover, individuals who are highly involved in their
of the profession” is a concept that elicits much attention, jobs or careers may devote more time and effort to the work
yet relatively little has been done to explore this role than to the family role.
phenomenon, particularly as it relates to the trans-formative
change process in libraries. Karpiak’s (2000) investigation Work role conflict
of social work faculty at midlife transitions provides a view Work role conflict is defined as the extent to which a person
of this phenomenon that might relate to similar aspects of experiences incompatible role pressures within the work
librarianship. Similar to Karpiak’s (2000) findings on a call to domain (Kopelman, Greenhaus, & Connoly, 1983). Kahn,
stagnation and a call to conscious-ness, Smith (1995) notes Wolfe, Quinn, Snoek, and Rosenthal (1964) first introduced
for librarians “there is both a poignant awareness and a the definition and meaning of work role conflict. Their
sense of frustration about the ways in which their career classic research study views role conflict in general as a
paths have been blocked or irrevocably altered, that they simulta-neous occurrence of two (or more) sets of
are faced with the loss of opportunities for advancement pressures such that compliance with one would make more
and achievement of goals”. In many ways, Smith (1995) difficult compliance with the other. Kahn et al. outlined three
views that librarians desper-ately try to realign themselves significant factors affecting work role conflict, namely: 1)
within their profession while turbulence and uncertainty organizational, 2) personal, and 3) interpersonal.
abound. At present, the theo-retical relationships between
work and non-work are complex and largely unknown. Work time
Though the work-non-work issues in relation to quality of Work time is an important factor in the work domain based on
work life have been dis-cussed and argued extensively for the conception that personal resources are scarce, hence time
the past thirty years, until now efforts to investigate work involvement in the work domain will rob time available for non-
and family have been hampered by the absence of a strong work activities. The employment act and labor laws of Malaysia
theoretical frame-work. Therefore, this study has been (Section 60A (9) Employment Act 1955) define number of
carried out to examine the relationship between work hours worked as “the time during which an employee is at the
variables, non-work variables and quality of work life, disposal of the employer and is not free to dispose of his own
focusing on librar-ians working in public universities in time and movements” (Chuan, 2001, p).
Klang Valley, Malaysia.
Schedule inflexibility
Literature review As indicated in a number of studies (Frone et al., 1997;
Gutek, Searle, & Klepa, 1991; O’Driscoll et. al., 1992;
Work variables Parasuraman et al., 1996; and Wallace, 1997), the number
of hours worked has been almost universally cited as the
Kanter (1977) defined work as activities for which one is paid; key source of inter-role conflict. This notion holds true in an
the definition can be extended to include nonmarket and objective sense; nonetheless many studies denoted that
volunteer work. Another definition states that work is a set of work time per se do not automatically lead to inter-role
prescribed tasks that an individual performs while occupying a conflict. Under the condition that workers are able to control
position in an organization (Kabanoff, 1980). One paradigm their work schedules, the potential inter-role conflict can be
that studied the meaning of working indicated the following minimized (Seron & Ferris, 1995 and Wallace, 1997). In this
measures: work centrality, societal norms, valued outcomes context, the perceived work schedule inflexibility refers to
and goals and the importance of goals and outcomes from an individual’s subjective assessment that his or her work
each sphere (MOW International Research Team, 1987). Most schedule does not provide the flexibility needed to handle
recently, Ballout (2008) defined work domain as work-related family responsibilities, regardless of the type of schedule
variables that may be important to employee reac-tions to (Hammer et al., 1997).
work-family conflict and success in careers

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

Quality of work life of academic librarians in Klang Valley, Malaysia 151

Non-work variables experiences are rewarding, fulfilling, and devoid of stress and
other negative personal consequences. Sirgy, Efraty, Siegel,
The word “non-work” has often been used interchangeably with and Lee (2001) mentioned in their research that a new
the word “family”. The effects of non-work or family life upon the measure of QWL was developed based on need satisfaction
work setting are essential though they are often overlooked in and spillover theories. The measure was designed to meet the
many organizations (Crouter, 1984). Kanter (1977) has outlined needs of an employee to capture the extent to which the work
four ways in which the non-work domain influences the work environment, job requirements, supervisory behavior, and
domain. Firstly, the family makes its presence felt in the ancillary programs in an organization. They further explained
workplace via cultural traditions. Secondly, the influence is that QWL differs from job satisfaction whereby job satisfac-tion
specific to family-owned or family-dominated businesses, is construed as one of many outcomes of QWL. Besides, QWL
settings in which a family can directly define the operations of a does not only affect job satisfaction itself but also satisfaction in
workplace. Thirdly, it pertains to the activities of other family other life domains such as family life, leisure life, social life,
members who get involved in the employee’s work life. Finally, financial life, etc. Abo-Znadh and Carty (1999) noted that
the emotional climate at work could affect families and vice quality of work life relates not only to how people can do work
versa. Parasuraman et al. (1996) postulated that non-work better, but also to how work may cause people to be better.
variables are evident through family involvement and family Moreover, QWL in an organization also concerns the
conflict. participation of workers in problem solving and decision
making. Higher quality of work life would then correlate with
Family involvement lower work-to-family interference (Cheung & Tang, 2009).
Family involvement has been associated with gender, parental
demands, and a working spouse. Gender is perhaps the socio- Relationship between work variable, non-work
demographic characteristic most often included in studies of variable and quality of work life
work-family conflict and career success (Ballout, 2008). The
evidence suggests that there are gender differ-ences in work- The most important domains of adult life are epitomized by
family conflict due to social role differences between working work and family (non-work) for most individuals and these
men and working women. Traditional gender roles assumed realms are often regarded as the backbone of human exis-
that men are primarily responsible for family financial support tence. Millions of people all over the world juggle these two
by working, while women are primarily responsible for childcare domains: (1) to balance their lives; (2) to minimize the poten-tial
and household duties (Loscocco, 2000). In his research, Ballout conflicts that arise from the “balancing act”; and (3) to improve
indicates that parental demand can affect work-family conflict the quality of living (Md-Sidin, Sambasivan, & Ismail, 2010).
and subse-quently success in careers. Due to the demands of The challenges that can create work-family conflict are in
taking care of children, while investing the required time and meeting the (often) incompatible demands of work and family
energy at work to support their career advancement and (Eby, Casper, Lockwoord, Bordeaux, & Benley, 2005). Ballout
success, employed parents tend to experience more family (2008) proposed that non-work variables affect indi-viduals’
work conflicts than employed non-parents. On the other hand, perceived career aspiration and success. In particular, he
non-parents often have more flexibility in managing their time expected that such demographic variables affected the way
and personal life and fewer familial responsibilities, and are individuals make allocation investments to family responsibil-
less likely to experience family-to-work conflict. ities and career aspirations. According to Ashforth, Kreiner, and
Fugate (2000), social identity theory focuses on the choice
Family conflict made by individuals in role transitions involving home, work,
Work-family conflict arises from factors within the work and other places and postulates that roles can be arrayed on a
domain and family domain. Work-family conflict can affect continuum, ranging from high segmentation to high integra-tion.
the well-being of a person, influencing a person’s satisfac- While Ruderman, Ohlott, Panter, and King (2002) explored the
tion with his/her job, marriage and life (Kim & Ling, 2001). benefits of multiple roles for managerial women and found that
Indeed, much of the past research concerning work-family women managers who integrated careers with family and other
conflict has failed to take into consideration the complex non-work roles were successful and satisfied in engaging in
nature of the work-family issues (Rotondo, Carlson, & both managerial and personal roles.
Kincaid, 2003). Coming home from work so emotionally and
physically exhausted that one cannot effectively function or Toward this, a study was conducted to achieve the
fulfill role demands at home would be an example of strain- following objectives:
based conflict. In any form, conflict can originate in one
domain and spill over into the other, causing experienced 1. To investigate the relationships between work variables
stress to the individual(s) affected. Effective coping and quality of work life
ameliorates experienced stress, and our explanation of how
coping styles may affect levels of work-family conflict 2. To investigate the relationships between non-work
follows (Rotondo et al., 2003). variables and quality of work life.

Quality of worklife Research model/framework
Shamir and Solomon (1985) have defined quality of work life
(QWL) as a comprehensive construct that includes an indi- The diagram in Fig. 1 indicates the conceptual framework
vidual’s job-related well-being and the extent to which work as the best plan to show the relationship of the indepen-
dent variables and dependent variable. The dependent

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

152 R.A. Aziz et al.

two variables used in this study which were work variables
and non-work variables. The questionnaire was divided into
two sections. Section A contained the socio-demographic
information, while Section B contained the seven parts of
questions related to the constructs. Table 1 depicts the
measures of the study variables.

Analysis and results

Figure 1 Relationship of the independent variables and Reliability analysis
dependent variable.
According to Nunnally (1970), the reliability score range from
variable is the primary interest of study whether this vari- .50 to .60 is considered sufficient for the early stage of the
able can be affected by the independent variables. study. However, Nunnally (1978) and Hair, Anderson, Tatham
and Black (1998) declared that coefficient of .70 is desirable.
Research hypothesis Based on that, a reliability test had been carried out and, as
shown in Table 2, below Cronbach’s alpha coefficient value for
H1: There is a relationship between Work variables and all variables in the study revealed a range of coefficient values
Quality of Work Life. from .837 to .889 accordingly. The independent variable of
work variables had a high reliability coefficient of
H2: There is a relationship between Non-work variables .884. The other independent variable of non-work variable
and Quality of Work Life resulted a coefficient value of .889.

Research methodology Hypothesis testing

Sample of the study and data collection method The relationship between work variables and quality of work life
was investigated using Pearson productemoment corre-lation
This study adopted the descriptive design research and was coefficient. Preliminary analyses were performed to ensure no
conducted in a quantitative manner. A quantitative approach violation of the assumptions of normality, linearity and
was used to gather the data by distribution of questionnaire to homoscedasticity. As shown in Table 3, there was a significant
the sample. An online survey was used to gather data once at correlation between the dimensions of job involvement and
the same point of time for each participating library. The work role conflict with r Z .533 (p < .01). This was followed by a
samples were the librarians working in public universities correlation between job involvement and work time with r Z.592
academic libraries in the Klang Valley, namely: Universiti (p < .01), while job involvement with schedule inflexibility
Teknologi MARA (UiTM) Universiti Malaya (UM), Universiti recorded r Z .454 (p < .01). There was also significant
Putra Malaysia (UPM), Universiti Kebangsaan Malaysia (UKM), correlation between work role conflict and work time with r Z
Universiti Islam Antarabangsa Malaysia (UIAM) and Universiti .703 (p < .01), work role conflict and schedule inflexibility with r
Pertahanan Malaysia (UPNM). Of the 250 online surveys e- Z .585 (p < .01). Correlation between work time and schedule
mailed to all the librarians, 130 completely answered and inflexibility was also found to be significant with r Z .611 (p <
replied, achieving 60% reply rate. .01). The results concluded that the four dimensions of work
variables were significantly related and correlated with each
Instrumentation other and were moving in the same direction as one variable or
A self-administered questionnaire was designed to gather construct. The findings also concluded that there was a
data from subjects on the studied variables. There were significant

Table 1 Measures of the study variables. Sources of Scale Type of Scale

Study Variables Kanungo (1982) A five-point Likert- scale
Kopelman et al. (1983) from “strongly disagree” (1)
Work Variable Greenhaus, Parasuraman, to “strongly agree” (5).
1.Job Involvement Granrose, Rabinowitz, and
2.Work role Conflict Beutell (1989) A five-point Likert- scale from
3.Work Time “strongly disagree” (1) to
4.Schedule Inflexibility Yogev and Brett (1985) “strongly agree” (5).
Kopelman et al. (1983)
Non-work Variable
1.Family Involvement
2.Family Conflict

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

Quality of work life of academic librarians in Klang Valley, Malaysia 153

Table 2 Reliability analysis. No of Items Cronbach’s Alpha
19 .884
Variable 12 .889
Work variables
Non-work variables 7 .837
Quality of work life

relationship between all the dimensions of work variables carrying out their job functions and allowing for staff to
with quality of work life. spend extra time with their family. A safe and healthy
environment is also included, and this focuses on the
Table 4 presents the correlations among the two dimen- hazards of the physical environment. High risk and
sions of non-work variables and quality of work life. The dangerous work environments can affect employees’ focus
result indicated that there were significant positive corre- and accidents have been known to happen as a result of
lations between family involvement with family conflict with r loss of focus. As a consequence, they are forced to
Z .696 (p < .01). It can be concluded that all the variables in discontinue their work either temporarily or permanently.
this study correlate and have positive relationships among This will then effect their job performance. Stresses
them and therefore, both hypotheses were supported. experienced due to work overload and under load, work
shifts or changes need to be improved on or sufficiently
Discussion reduced to ensure emotional stability among employees.

The findings in this study indicated that clear relationships Yet, for individuals who have jobs which provide mean-ingful
were evidenced between all variables in both work and non- work and offer opportunities for promotion and financial
work and quality of work life. In the past, the structure of rewards usually require extraordinary devotion, which often
adult life was quite homogeneous, where career and family forces workers to give their families less attention than is
choices were indubitably distinguished. However, the family required for building a satisfying and involving home life
structure and employing organization has become more (Lambert, 1990). The 1990 Relocation Study (Brett, Stroh &
diversified, varied and complex, resulting in work life and Reilly, 1990 & 1992) indicated that putting together career,
non-work life intermingled together. According to Morf marriage and family would affect career progression, marital
(1989), work and family life have become so intertwined satisfaction and quality of life. As such, millions of people in
that it is practically impossible to consider either environ- Malaysia and all over the world have to juggle these two most
ment in isolation from one another. Among the contributing important spheres (work and non-work) in their schedule
factors that lead to the significance of this issue are the everyday in order to balance both domains, minimize the
social and demographic changes that have added to the potential conflict resulted from these interactions and improving
diversity in work and family structures. This phenomenon their quality of life.
consequently creates conflict within the two spheres. For
example, a high proportion of female participation in the Conclusions
workforce increases demand for flexible working hours and
childcare facilities within the boundary of a workplace. Many The objective of this study was to investigate the rela-
have to juggle work and family demands simultaneously to tionship between work and non-work variables and quality
balance work and life responsibilities. This situation has of work life. Findings from this study indicated that both
direct effects on organizations because they have become work variables and non-work variables do matter in deter-
increasingly dependent on women, and therefore they have mining the quality of work life. In this respect, organiza-tions
been more likely to provide work-family programs or need to pay greater attention to the practices and provide a
benefits that are responsive to this group. productive and welcoming work environment conducive to
their employees in gaining recognition to their career
Quality of work life also includes the level of job satis- achievements. The organizations can and should formulate
faction among staff, their salary/remunerations paid by the practical and effective plans to improve the working climate
employers, and whether they are always being motivated in order to achieve the desirable quality of work life. Quality
by their colleagues or superiors. All these can contribute of work life increases when the librarians
toward reducing the stress experienced by staff when

Table 3 Pearson productemoment correlations between measures of work variables and quality of work life.

Scales 1 2 3 4 Mean SD

Job involvement e .703** .611** .486** 4.0062 .49112
Work role conflict .533** .585** .603** 3.9646 .43095
Work time .592** .596** 3.8331 .46765
Schedule inflexibility .454** 3.7436 .50071
Quality of work life .848** 3.8857 .49914

Note: N Z 130; **p < .01.

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

154 R.A. Aziz et al.

Table 4 Pearson productemoment correlations between measures of non-work variables and quality of work life.

Scales 12 3 Mean SD

Family involvement e .377** 4.0714 .52081
Family conflict .696** 3.7892 .52551
Quality of work life .428** 3.8857 .49914

Note: N Z 130; **p < .01.

are satisfied with their level of work variable and non-work future research. Firstly, the total of respondents (130) is
variables. Therefore it is hoped that the findings from this considered small compared to the actual number of
study will be beneficial to libraries in identifying whether or librarians working in public universities academic libraries in
not their librarians had achieved the quality of work life as the Klang Valley. Further research is needed to deter-mine
they expected. whether the results of this study are generalizable to the
larger population of Malaysian academic libraries. It is also
Limitations and recommendations for future suggested that the study to be expanded including
research librarians working in private universities as well. Secondly,
this research focused only on work and non-work variables
There were several limitations regarding this study that but not the inter-role conflict. It is worth studying whether
need to be highlighted so that it can be considered for the work variables and non-work variables relationship will
result in inter-role conflict.

Appendix

Appendix: Survey Questionnaire

SECTION A: Demographic Information

Gender

Male Female

Age 26-30 31-35 36-40 41-45 46 and above
21-25
Married Divorced
Marital Status
Single

If you choose ‘Married’ do answer the following question. Otherwise please proceed to the next
question.

Is your spouse working in the field of librarianship?

Yes No

Highest Level of Education

Degree Masters PhD

Job Designation
Chief Librarian/Head of Department/Head of Branch Library

Senior Librarian Librarian Assistant Librarian

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

Quality of work life of academic librarians in Klang Valley, Malaysia 155

How Long Have You Been Working in this Profession

1- 5 years 6 – 10 years 11 – 15 years

16-20 years 21-25 years 26 years and above

SECTION B: Job Involvement

Please Indicate The Level Of Agreement With Each Statement By Ticking ( / ) The Appropriate Column

Questions Strongly Disagree Neutral Agree Strongly
I am satisfied with the working conditions Disagree 2 34 Agree
5
1

I have no problem working with my 12 34 5
superior, co-workers and customers

My career involves much extra effort and 1 2 34 5
initiatives to produce positive quality of

working environment

Staffs are always encouraged to give 1 2 34 5
comments and suggestions. 1 2 34 5
1 2 34 5
Good cooperation in work increases 1 2 34 5
sense of belongingness among staff 1 2 34 5
1 2 34 5
There is a harmonious relationship
among colleagues

My working environment is very
motivating

My job requires that I keep learning new
things

I receive enough help and support to get
my job done

SECTION C: Work Role Conflict Strongly Disagree Neutral Agree Strongly
Disagree 2 3 4 Agree
Questions 5
1
I am able to manage my workload
effectively and efficiently 12 34 5

I have no problem participating in 12 34 5
different job responsibilities at one 12 34 5
time
12 34 5
I have been given opportunities to
develop my own special abilities 12 34 5
I have enough information to get the
job done 12 34 5
12 34 5
I always get full support and
motivation from my superior and
colleagues

My superior is concerned about the
welfare of his/her staff

Promotions are handled fairly

I have enough time to get the job
done

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NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

156 R.A. Aziz et al.

SECTION D: Work Flexibility

Questions Strongly Disagree Neutral Agree Strongly
Disagree 2 3 4 Agree
I am willing to work extra hours to 2 3 4 5
complete a given task 1 2 3 4
2 3 4 5
I have no problem working during 1 5
weekends for any special 2 3 4
event/task 1 2 3 4 5
I am satisfied with my daily fixed
schedule 1 5
5
I am able to cope with the hectic
work schedule plus my other
personal activities

I prefer a flexible schedule 1

I feel comfortable and satisfied with 1
my work

SECTION E: Family Involvement

Questions Strongly Disagree Neutral Agree Strongly
Disagree 2 3 4 Agree
My family members share my 5
beliefs, values and the importance 1 2 3 4
that I place on my job as a librarian 5
1 2 3 4
I believe that my family 2 3 4 5
acknowledge my qualification in 1 2 3 4 5
librarianship 1 2 3 4 5
1 5
I can discuss about my work with 1 2 3 4
my family 5
1
Demands of my family never
interfere with my work

My job demands never interfere with
my family life

I can easily take time off during
work to take care of personal and
family matters

I have time for myself to take care
of my personal matters after office
hours

14 
 

 
NAME : SITI MARLIA BINTI ABD RAHIM        MATRIX NUMBER : 2017312987      DATE : 03.04.2018       GROUP : M772 

Quality of work life of academic librarians in Klang Valley, Malaysia 157

SECTION F: Family Conflict

Questions Strongly Disagree Neutral Agree Strongly
Disagree 2 3 4 Agree
My family fully understand and respect 2 3 4 5
the work that I do 1 2 3 4
2 3 4 5
My family give their full support to my 1 2 3 4
career 2 3 4 5

My family can manage themselves 1 5
when I am at work
5
I have somebody to look after my 1
children when I am at work 5

My family never question me if I come 1
home late during work days

My family fully supports me when my 1
work requires me to go out-
station/abroad

Section G: Spouse / Partner Support

Questions Strongly Disagree Neutral Agree Strongly
Disagree 2 3 4 Agree
I receive good support and 5
motivation from my spouse in my 1

career 1 2 34 5
I believe my spouse understands

my job responsibilities very well

…………. END OF QUESTIONNAIRE………….
YOUR RESPONSE WILL BE TREATED IN THE STRICTEST CONFIDENCE

YOUR KIND COOPERATION IS GREATLY APPRECIATED

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