Exploring the impact of work-life balance on HR proactivity and adaptability among Malaysian women employees - A pilot study
List of Authors
  • Juraifa Jais , Mahiah Said

Keyword
  • HR Proactivity, HR Adaptability, women, work-life balance, Malaysia

Abstract
  • This study aims to explore the impact of Work-Life Balance (WLB) on HR Proactivity and Adaptability among women employees. Given the increasing importance of work-life integration in modern workplaces, understanding these relationships can provide valuable insights for both academic research and practical HR management. A pilot study was conducted with 44 women employees from various sectors. Data were collected using a structured questionnaire with a 5-point Likert scale to measure WLB, HR Proactivity, and HR Adaptability. Multivariate regression analysis was performed using SPSS to assess the impact of WLB on the dependent variables. The results indicate that WLB significantly impacts HR Proactivity (F(17, 26) = 2.037, p = 0.05), explaining 57.1% of the variance (adjusted R^2 = 0.291). Similarly, WLB shows a significant impact on HR Adaptability (F(17, 26) = 2.003, p = 0.05), accounting for 56.7% of the variance (adjusted R^2 = 0.284). These findings suggest that better WLB practices can enhance women's proactivity and adaptability in the workplace. Due to the pilot nature and small sample size of the study, the findings may not be widely applicable. Future research should include a larger and more diverse sample to confirm and expand upon these results. Organizations can benefit from promoting WLB to improve employee outcomes such as proactivity and adaptability. Implementing flexible work arrangements and supportive policies can create a more conducive environment for women employees to balance their work and personal lives effectively. This study contributes to the limited literature on the specific impact of WLB on HR outcomes among women employees. It provides empirical evidence supporting the theoretical framework of Conservation of Resources (COR) theory, emphasizing the importance of resource management in enhancing workplace behavior and performance. Future researchers should conduct large-scale, longitudinal studies to empirically validate the framework, ensuring its robustness across diverse populations and over time.

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