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Motivation, Time Management and Work Performance Among Female Workers in Malaysia

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Motivation, Time Management and Work Performance Among Female Workers in Malaysia International Journal of Advanced and Applied Sciences, 4(12) 2017, Pages: 273-280 Contents lists available at Science-Gate International Journal of Advanced and Applied Sciences Journal homepage: http://www.science-gate.com/IJAAS.html Motivation, time management and work performance among female workers in Malaysia Siti Nor Adawiyah Azzahra Kamaruddin 1, Khatijah Omar 1, *, Mohd Shaladdin Muda 1, Jumadil Saputra 2, Siti Aishah Ismail 1 1School of Maritime Business and Management, Universiti Malaysia Terengganu, 21030 Kuala Terengganu, Terengganu, Malaysia 2School of Social Development and Economic, Universiti Malaysia Terengganu, 21030 Kuala Terengganu, Terengganu, Malaysia ARTICLE INFO ABSTRACT Article history: In Malaysia, it is a fact that cannot be denied that female workers have Received 23 December 2016 subsidized to the development of the national economy. Realizing that fact, Received in revised form the government keeps on putting efforts to increase the women participation 1 September 2017 in the labor workforce with the hope to boost the economic growth of the Accepted 3 October 2017 nation. Many factors were found to have influenced female employees’ work performance. However, this paper aims to investigate the relationship Keywords: between motivation, time management and job performance among the Work performance female workforce in Malaysia. The sample comprised a total of 218 female Motivation workers from the manufacturing, education, hospitality and health sectors in Time management Malaysia. The sampling technique used was simple random sampling. A Female workers survey questionnaire was utilized to collect the data. Analysis of the data was Malaysia performed by using the Statistical Analysis System (SAS-Studio) and the techniques employed to analyses the data were descriptive statistics, factor analysis (specifically principal component analysis) and multiple-linear regression (ordinary least squares) analysis. The results of the analyses show that time management and motivation have a significant, positive relationship with job performance among female workers in Malaysia. © 2017 The Authors. Published by IASE. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). 1. Introduction performance is high when he or she is well motivated and manages time effectively (Selamat et *The challenges of work performance are a matter al., 2013). of concern for many organizations and in many fields like management, occupational health, 1.1. Background of the study organizational behavior and organizational psychology as well (Koopmans et al., 2011). It is undeniable that female employees have Organizations are very concern about continuous contributed a lot to national economic development performance because through performance, in recent years. In fact, it is believed that Malaysia organizations are able to grow and expand which can be transformed into a high income nation more later reflects the economic growth of a nation. Until quickly if more women join the labor force (Mohd today, employees’ work performance remains to be a and Rameli, 2014). Achieving an increase in number topic of choice among researchers. In fact, past of the female workforce is important for the growth research revealed that there are many factors that of the manufacturing and service sectors, as well as can influence employees’ job performance; personal the health, education and hospitality sectors. factors, organizational factors and environmental factors. However, this study focuses on two variables 1.2. Problem statement that can influence employees’ job performance which are motivation and time management. A Female workers are contributors of economic number of studies have found that an employee’s job development globally in the future and for this reason, they are important especially in the * Corresponding Author. manufacturing and service sectors (Bakar and Email Address: [email protected] (K. Omar) Abdullah, 2007). In Malaysia, women are important https://doi.org/10.21833/ijaas.2017.012.046 contributors to the nation’s economic growth 2313-626X/© 2017 The Authors. Published by IASE. This is an open access article under the CC BY-NC-ND license through their participation in the labour force. (http://creativecommons.org/licenses/by-nc-nd/4.0/) However, their participation especially in 273 Kamaruddin et al/ International Journal of Advanced and Applied Sciences, 4(12) 2017, Pages: 273-280 management positions is still low. Mohd and Rameli job performance, this study only focuses on two (2014) stated that the participation of women in the variables namely motivation and time management. labour force in Malaysia still has not exceeded 50% in the last 30 years. As reported in Pengarang 2.2. Motivation (2015), the latest figures show that female participation stands at 46%. This issue has become The word motivation is not easy to understand crucial as female participation is not rising that much and different people have different definition about even though the number of women enrolling in motivation (Javed and Javed, 2013). Several studies education is increasing. An important reason given have been undertaken to investigate the relationship for women’s low participation in the workforce is between motivation and employees’ job that they cannot perform well in a job due to their performance. Some of them produce mixed results. shouldering of multiple-responsibilities. These Results of a study by Awosusi and Jegede (2011) issues have motivated the researcher to undertake a suggest that the level of job performance and job study to identify the determinants that could be satisfaction among nurses under study was low. influencing job performance among women workers They also found that the level of motivation among in Malaysia (Uddin, 2010). those nurses was low and there was a negative relationship between motivation and job 1.3. Research question performance. The results of a study by Salleh et al. (2011) show that there is no significant difference This research attempts to answer two main between job motivation and job performance, which questions: implies that employees who have low or high motivation show the same level of performance. A 1) Is there a significant relationship between study by Aacha (2010) also concludes that motivation and job performance among female motivation still contributes to the level of workforce in Malaysia? performance of a primary school teacher. It also 2) Is there a significant relationship between time found that there is a positive significant relationship management and job performance among female between both intrinsic and extrinsic motivation and workforce in Malaysia? job performance among teachers in the Kimaanya- Kyabakuza division in Uganda. 1.4. Research objective 2.3. Time management The purpose of this research is to determine the relationship between motivation, time management According to Pehlivan (2013), time management and job performance among female workforce in is about a person’s capabilities, actions and other Malaysia. activities that enable him or her to use his or her time effectively. Past studies that use time 2. Literature review management to predict job performance show that there is a positive influence between time 2.1. Job performance management and job satisfaction. However, many people do not realize about the importance of time Work performance is identified as essential to management. Njagi and Malel (2012) explain that if gain competitive advantage and achieve greater people refer to the theories about time management productivity in an organization (Shaffril and Uli, postulated in the literature they will be able to 2010). Specifically, job performance refers to understand the importance of time management. It people’s actions towards their job that can also claim that in order for time management to have contribute to organizational goals and it is under the a favorable impact on job performance the amount of power of the individual (Rotundo and Rotman, control time that is desirable and needed is 2002). Berghe (2011) defined job performance as important to consider. Previous studies have found the effort that a person put into performing his or that a positive relationship exists between time her tasks or job. Research has found that there are management and job performance. For example, various factors that can contribute to job Abduljabbr et al. (2012) show that there is a positive performance. Bashir and Ramay (2010) reveal that relationship between time planning and time there is a negative, significant relationship between attitude with job performance. However, Tehrani et job stress and job performance. Boon et al. (2012) al. (2013) revealed that there are negative links also found that the significant factors that influence between time management and job stress among employees’ job performance are work-family factor employees in a sports organization. and personality. Organizational culture also directly influences employee performance (Resubun et al., 2.4. Research framework 2013). Other researchers also reveal that there is a positive relationship between job involvement and Based on the literature review of prior studies, a job performance (Hussain et al., 2012). Even though research framework was developed for this study the literatures suggest that various factors influence which is illustrated in Fig. 1. 274 Kamaruddin et al/ International Journal of Advanced and Applied Sciences,
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