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Procedia - Social and Behavioral Sciences 107 (2013) 4 – 12
Abstract
This paper aims to determine the relationship of non-standard work arrangements such as non-standard work status,
schedule, shift and hours towards work-life balance and affective commitment of services employees in Malaysia. Its
secondary aim is to contribute to the literature by determining the mediating role of work-life balance in the
relationship between non-standard work arrangements and affective commitment using analysis of Structural
Equation Modelling. The results suggest that the preferences for standard or non-standard work arrangements are the
elements which affect the employees’ satisfaction with work-life balance and affective commitment. The
hypothesised model indicates the best fit for the mediating role of satisfaction with work-life balance.
© 2013The
© 2013 Published
Authors. by Elsevier
Published Ltd. Selection
by Elsevier Ltd. Openand peer-review under responsibility of Universiti Malaysia
access under CC BY-NC-ND license.
Kelantan, Malaysia
Selection and peer-review under responsibility of Universiti Malaysia Kelantan, Malaysia
Keywords: Non-standard work arrangements; work-life balance; affective commitment; non-standard employment
1. Introduction
Current human resource practices have developed tremendously in last few decades due to the process of
globalisation, technological advancement and social improvements. Work arrangements nowadays have
been developed into two types, which are standard and non-standard. Standard work arrangement is
traditional staffing practices involving the employment of permanent and full-time workers who are
working in normal work schedules, shifts and hours (Walker, 2011). Whereas non-standard work
arrangements are for modern staffing practices with the employment of non-permanent workers (i.e., part-
time, contractual, temporary and etc) and flexible work schedules, shifts and hours (McNall, Masuda, &
Nicklin, 2010). Polivka and Nardone (1989, p.11) defined non-standard employment as "...any job in
which individual does not have an explicit or implicit contract for long-term employment or one in which
*
Muhamad Khalil Omar. Tel.: +6-012-308-9147; fax: +6-035-544-4693.
E-mail address: khalil.omar@salam.uitm.edu.my.
1877-0428 © 2013 The Authors. Published by Elsevier Ltd. Open access under CC BY-NC-ND license.
Selection and peer-review under responsibility of Universiti Malaysia Kelantan, Malaysia
doi:10.1016/j.sbspro.2013.12.392
Muhamad Khalil Omar / Procedia - Social and Behavioral Sciences 107 (2013) 4 – 12 5
the minimum hours worked can vary in a non-systematic way." Therefore, this study defines non-standard
employment as any flexible work arrangements that do not include permanent full-time status and normal
working schedule, shift and hours.
2. Methodology
This research was conducted in quantitative manner with concentration on survey method to enable it
to be more conclusive and exclusive since the samples involved all dimensions of standard and non-
standard employment status including full-time and part-time as well as permanent and contractual or
temporary basis. The method of sampling for this research was convenience sampling because of its
procedures involve collecting information from members of the population who are conveniently
available to provide pertinent information related to the study. The instrument for this research was a
standardized questionnaire, as it provides an opportunity for the respondents to reply in full and honest
Muhamad Khalil Omar / Procedia - Social and Behavioral Sciences 107 (2013) 4 – 12 7
answers. The distribution of questionnaires was conducted in various organizations which represented
various kinds of services and retail industries such as hotels, restaurants, hypermarkets, banking and
hospitals. Additionally, data was collected from various ranks of employees in the organization ranging
from non-clerical to lower managements. This is important so that the findings will be based on mixture
of opinion regardless of employment status and to minimize bias of differences in task performed as these
were among the limitations from the previous studies.
In addition, the distribution of these questionnaires was done in various organizations located in Klang
Valley area of Malaysia (covering territory of Kuala Lumpur and Selangor) since these areas are the most
developed area in this country. Majority of companies operating under services sector has been setting up
their main premises and headquarters here and employing most numbers of workers in this area. The
collected data was analysed using Structural Equation Modelling (SEM), an analytic technique that
provides an overall test of model fit and an assessment of model parameters (Byrne, 2010). Thus data
could be processed comprehensively in order for the findings to be accurately presented in this study. By
using SEM, various kinds of analysis methods was used to completely exploit the gathered data into a
reliable results and workable solution as well as in order to ensure validation of measurements and
confirmation of causality framework as hypothesized in order to achieve approachable conclusion and
recommendations.
The following measures were used in this study were adapted from various research, as this study will
further validate the adapted measure as well as provides valuable contributions in extending prior works
of studies in non-standard employment and work-life balance; work status congruence (Holtom et al.,
2002). This 7-point scale was used to assess an employee’s congruent preferences for his/her work status,
schedule, shift and hours. Satisfaction with work–life balance (Valcour, 2007). This 7-point scale was
used to assess an employee’s satisfaction with his/her work-life balance. This scale was once called as
satisfaction with work-family balance by Valcour (2007), but renamed as work-life in this study. This is
because as an adapted scale, the instrument was adjusted to include “personal life” rather than using the
word family only to make items equally relevant to respondents with and without family and to
accommodate other non-work concerns of employees. Affective commitment was assessed with six-item
measure developed by Meyer, Allen, and Smith (1993). Responses were based on a Likert scale (1 =
strongly disagree, 7 = strongly agree). The alpha reliability coefficient was .85.
analysis, the best indicator for a particular construct shall be determined. Next, full measurement model
was developed to identify the overall fir of all variables under study; and at the same time identifying the
discriminant validity for each construct by comparing it with other alternative models. After performing
CFA for these three constructs, the fit indices generally indicate a not so well fitting model since the
normed chi-square (5.464) is significant and above the recommended range. However other fit indices are
as follows: RMSEA (.071), NFI (.883), TLI (.889), and CFI (.902). An examination of the AMOS output,
including standardized factor weights and modification index, identified an error covariance between a
few items i.e. e2 with e5, e13 with e14, e8 with e 9 and e15 with e18. This error covariance is justifiable
as the items reflected a high level of similarity. The fit indices after model revised generally reflect a high
level of fit. The absolute fit index of RMSEA (.054) provides evidence that the model fits the data well.
The incremental or comparative fit indices also indicate a good fit with the TLI (.935), CFI (.944), and
NFI (.925) being above the recommended minimum value of .90. The normed chi- square (CMIN/DF) of
3.606 also near the recommended range of maximum three.
Based on Table 1, it was found that the 3-Factor Model which is the full measurement model under
study was the best model that mostly fitted the samples data very well. This model was having the
smallest χ², CMIN/DF and RMSEA. In addition, the hypothesized measurement model was the best fit
since all of its goodness-of-fit were more than the required value and the highest among other model for
fine-fitting model (i.e. NFI, CFI and TLI of > .90). Hence, this model was more superior as compared to
other models. Furthermore, in assessing the extent to which a model exhibited the best fit, a univariate
approach was used to determine if the difference in fit between the three models were statistically
significant. As such, the differences in χ² (Δχ²) values between the three models was examined with the
presumption that all models were nested and a significant Δχ² indicating substantial improvement in
model fit. Comparison of 3-Factor Model with other models have yielded a differences in χ² of 151.985 if
to compare with 1-Factor Model and differences of 85.711 if to compare with 2-Factor Model; while all
the differences in χ² (Δχ²) were significant since p-value was < .000. Hence it was certain that all of these
constructs in the full measurement model under study were having discriminant validity, thus it was
confirmed that the scales that were developed to measure different constructs, were indeed measuring
different constructs.
regression weight of .253. As for Hypotheses 3, it was testified that there is a relationship between
satisfaction with work-life balance and affective commitment with a significant standardised regression
weight of .615.
e21
1
WLB7 e14
1
1
1
WLB6 e13
Satisfaction with 1
Work-Life Balance WLB5 e12
1
e1 WLB4 1
WSC1 e11
1 1
e2 WSC2 WLB3 e10
1 1
e3 WSC3 WLB2 e9
1 1
e4 WSC4 Work Status WLB1 e8
Congruence
1
e5
WSC5
1
e6 WSC6
1
1 AC6 e20
e7 WSC7 1
1
AC5 e19
Affective
1
Commitment AC4 e18
1
AC3 e17
1
AC2 e16
e22
1
AC1 e15
Based on Table 2, it was found that the proposed Partial Mediation Model which is the full structural
model under study was the best model that mostly fitted the samples data very well. This model was
having the smallest χ², CMIN/DF and RMSEA. In addition, the hypothesised partial mediation model was
the best fit since all of its goodness-of-fit were more than the required value and the highest among other
model for fine-fitting model (i.e. NFI, CFI and TLI of > .90). Hence this model was more superior as
compared to other models thus supporting Hypotheses 4 that the relationship between work status
congruence and affective commitment is mediated by satisfaction with work-life balance. Furthermore, in
assessing the extent to which a model exhibited the best fit, a univariate approach was used to determine
if the difference in fit between the three models were statistically significant. As such, the differences in
χ² (Δχ²) values between the three models was examined and in comparison with 2 other models have
yielded a differences in χ² of 80.915 if to compare with Full Mediation Model and differences of 11.448 if
Muhamad Khalil Omar / Procedia - Social and Behavioral Sciences 107 (2013) 4 – 12 11
to compare with Non Mediation Model; while all the differences in χ² (Δχ²) were significant since p-value
was .001.
Table 2. Model fit summary (model comparison for mediation)
4. Conclusions
This research has made its contributions with regard to the body of knowledge especially in extending
the concept of work status congruence in work-life balance studies. Moreover, operationalisations of
work status congruence and satisfaction with work-life balance were enhanced by inclusion of other non-
work activities and expanded on the subject of non-standard and temporary workers. Hence, this research
has complemented prior studies of non-standard employment and work-life balance especially in
substantiating positive impact of both domains towards affective commitment. Furthermore, effect of
satisfaction with work-life balance as a mediator in work status congruence and affective commitment
relationship has been established thus supporting previous scholars’ call for such confirmation.
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