Religiosity as a moderator of work-family demands and employees well-being

Abstract

The current study was conducted to examine: (1) the relation of work-family demands, that is, long working hours, inflexible work schedule, office work overload, household work, issues related to children and husbands with employees’ well-being, and (2) the role of religiosity as a moderator of work-family demands and employees’ well-being. The following hypotheses were proposed: (a) work-family demands would be negatively related with employees’ well-being; (b) religiosity would moderate the relation of work-family demands with employees’ well-being. The researchers used 135 Muslim women of academic staff as respondents, working in the University of Malaya, Kuala Lumpur, Malaysia. Their ages ranged from 30 to 60 years. The findings of the present study proved that, the hypothesis work-family demands was found to be negatively correlated with employees well being but another hypothesis was not proved as the religiosity was not moderating the relation of hypothesis work-family demands and well being. Hence, religiosity may not be effective to manage work family demands. Key words: Work-family conflict, well-being, religiosity, coping strategies, work-family demands.