The experience of work‐life balance for women doctors and nurses in Malaysia

This paper explores how a specific context supports or hinders work‐life balance (WLB) experiences focusing on women doctors and nurses in Malaysia. WLB and gender formed the conceptual basis of a qualitative study using in‐depth, semi‐structured interviews. The 26 participants were employed across...

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Bibliographic Details
Published in:Asia Pacific journal of human resources 2022-04, Vol.60 (2), p.362-380
Main Authors: Dousin, Oscar, Collins, Ngan, Kler, Balvinder Kaur
Format: Article
Language:English
Subjects:
doctors
East Malaysia
Health care industry
Nurses
women
work‐life balance
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Summary:This paper explores how a specific context supports or hinders work‐life balance (WLB) experiences focusing on women doctors and nurses in Malaysia. WLB and gender formed the conceptual basis of a qualitative study using in‐depth, semi‐structured interviews. The 26 participants were employed across public and private healthcare sectors. A systematic multi‐step data analytical procedure produced three key themes which contribute to the contemporary debate on WLB. In Malaysia, contextual factors exert a strong influence on WLB experiences for women doctors and nurses. Due to gender norms, women carry the burden of dual responsibilities for both professional and familial duties which disrupts WLB. Notably, collegiality at work facilitates WLB but is an informal mechanism rooted in a collectivist society. Finally, staff shortages in the healthcare sector also impede WLB. Based on the key themes, recommendations are made for a sustainable workforce in the Malaysian healthcare industry. Key points WLB experiences for women doctors and nurses in Malaysia are influenced by the contextual environment (gender norms, collectivist work culture and workforce situation). A collectivist work culture supports WLB experiences, but gender norms and staff shortages impede WLB. WLB experiences for women doctors and nurses are supported by an informal institutional structure which exists in the Malaysian healthcare system. HR policy needs to formalise informal practices to support a sustainable workforce.
ISSN:1038-4111
1744-7941
DOI:10.1111/1744-7941.12282