Open AccessThe Effect of Globalization on Employee Psychological Health and Job Satisfaction in Malaysian Workplaces
Author(s) -
Idris Mohd Awang,
Dollard Maureen F.,
Winefield Anthony H.
Publication year - 2011
Publication title -
journal of occupational health
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.664
H-Index - 59
ISSN - 1348-9585
DOI - 10.1539/joh.11-0035-fs
Subject(s) - job satisfaction , globalization , job attitude , psychology , job design , job performance , burnout , competition (biology) , personnel psychology , social psychology , demographic economics , business , political science , clinical psychology , economics , ecology , law , biology
The Effect of Globalization on Employee Psychological Health and Job Satisfaction in Malaysian Workplaces: Mohd Awang Idris, et al. Work and Stress Research Group, Centre for Applied Psychological Research, School of Psychology, University of South Australia, Australia—Objective To examine the impact of globalization on employee psychological health and job satisfaction via job characteristics (i.e., job demands and job resources) in an emerging economy, that of Malaysia. As external factors are regarded as Influences on the working environment, we hypothesized that global forces (increased pressure and competition) would have an impact on burnout and job satisfaction via increased demands (role conflict, emotional demands) and reduced resources (supervisor support, coworkers support). Methods Data were collected using a population based survey among 308 employees in the state of Selangor, Malaysia. Participants were approached at home during the weekend or on days off from work. Only one participant was selected per household. Structural equation modelling was used to analyse the data. Nearly 54% of respondents agreed that they need to work harder, 25% agreed that their job was not secure and 24% thought they had lost power and control on the job due to global trade competition. Results Consistent with our predictions, demands mediated the globalization to burnout relationship, and resources mediated the globalization to job satisfaction relationship. Conclusions Together, these results support the idea that external factors Influence work conditions and in turn employee health and job satisfaction. We conclude that the jobs demands resources framework is applicable in an Eastern setting and that globalization is a key antecedent of working environments.