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Women and Work Commitment

Working women has an obligation to fulfill task given at work place . Hence, how committed they are at work will depends on the objective of their commitment, whether they work because they like it, or whether they scared of losing their job. John Meyer and Natalie Allen developed Three Component Model of Commitment (1991) which explained that commitment to an organization is a psychological state, and that it has three distinct components that affect how employees feel about the organization that they work for. The three components are affective commitment (affection for self-job), continuance commitment (fear of loss) and normative commitment (sense of obligation). Working women with continuance and normative commitment may feel stress, bored and unmotivated. Consequently, it will give negative implication to their behavioral action and decision such as low job satisfaction, exiting from work force and discouraging them to continue remain in a work force. The statistic fr
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Flexible Working Arrangement Practices Around the World

Many countries in the world have enacted the provision to provide the Flexible Working Arrangement at a workplace in their National policy. For example, in Austria, parents may extend two-year job-protected parental leave until the child's fourth birthday, by returning part-time. In Denmark, parents may take 32 weeks of parental leave, with an allowance, in one block, or instead of work part-time for 64 weeks with pro-rata allowance for the hours they do not work (Hegewisch & Gornick, 2008) .  In some countries, the statutory clearly include the family caregiving responsibilities for spouse and adult relative. For example, in the United Kingdom, statues were amended in 2007 to provide an adult caregiver with the same right as parents  (Berg, 2015) . In New Zealand, anyone providing caregiving for someone else irrespective familial relationship can make a statutory request to alternative work arrangement (Hegewisch & Gornick, 2008) . This can be done by offering training
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Some Fact about Flexible Working Arrangement in Malaysia

Flexible Working Arrangement is unfavorable work practice in Malaysia. Less than 30% companies in Malaysia offer  Flexible Working Arrangement practice at a workplace in Malaysia and most of the companies that practicing Flexible Working Arrangement are multinational companies that have rooted the practices from their home country (This percentage was from a study by PriceWaterhouse Coopers). There is no provision for Flexible Working Arrangement in Malaysia's Employment Act, while some countries have enacted or statutes the provision of Flexible Working Arrangement.   In a study, from 20 high-income countries,17 has laws to help parents adjust working hour, 6 help with family caregiving responsibilities for adults, 12 allow change in hour facilitate lifelong learning,   11 support gradual retirement, and 5 countries have   statutory arrangements open to all employees, irrespective of the reason seeking different work arrangement (Gornick, 2008) . However, there is incen
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Flexible Working Arrangement for Working Women : Reducing Work-Life Conflict and Achieving Work-Life Balance

Flexible Working Arrangement. Ya...that's what I always dreamt, to have some flexibility in doing my work when I was still working 5 years ago. I love when my work days were busy, and most of the time my days were busy. And I love that so much but I love my daughter too and I always have to put her on top of my priority besides my work. Sometime in between work, I was called off from work for an emergency call from my daughter's school, some other times I was always late of picking up my daughter from a daycare and cost me for overtime charges and unhappy daughter. Reached home, I still had to do house chores and monitoring my daughter did her homework. At the end of the day, I felt so stressed out and became moody and sometimes tantrum.  Those scenarios that have brought me an idea to study further the needs of flexibility at work for working women to reduce the stress at work and home, hence give a balance of working and home life. I wish that this study would be able  to
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