Moderation Effect of Supervisor Support between Flexible Working Arrangement andWork-Family Conflict in Malaysia

Abstract

There have been major changes in current workforce competitiveness trends. The changes in workforce demographics particularly in the increase of dual-earner families and single-parents have resulted in increased multiple role conflicts. Working couples must cope with the problem of combining work and family responsibilities in their daily life. Many industries adopted the current trend of the flexible working environment into their organizations. This study explores the moderation effect of supervisor support between flexible working arrangements (FWA), the effect on work interference with family conflict (WIF) and family interference with work (FIW). The population for this study primarily focused on the organizations that adopt the flexible working arrangement such as flexible working time, working from home, and compressed work-week practices in Malaysia. The companies selected is based on the listing of global organizations practices FWA mentioned in Talent Corp Malaysia Flexible Working Arrangement collaboration with Malaysian Federation Employer report, 2015. The questionnaires were distributed through the Human Resource Department of each organization. The result demonstrated that there is relationship between FWA and WIF and there was moderation effect of supervisor support (SS) between FWA and WIF.  However, the result showed no moderation effect of SS between FWA and FIW. This study supports the idea that supervisor support is a resource that helps employees to manage the occurrence of interference from work to family and to overcoming FIW, supports particularly from family members either siblings, parents and spouse is important. The implication of this study is that, work conflict issue requires the proactive effort and support not only from the organization in terms of supervisor support through FWA but also support within the family circle. Organizations approach in adopting FWA in their attempts to minimize WFC is recommendable but it should be applied across occupation and organizations as one of employee benefits policy.