Work variables, non-work variables and quality of work life: The Malaysia hotel executives’ insights - Theory and Practice in Hospitality and Tourism Research - page 51

greater job satisfaction and better performance. He
further added that both work-specific variables and
work-family conflict affect individuals' perceptions
of career success.

were returned out of 133 questionnaires and finally
coded. This represents 38 percent response rate.
According to Baldauf et al. (1999) and Tomask-
ovic-Devey et al. (1994), surveys of organizations
typically receive substantially lower return rates
than surveys of individuals, which is with 15 per-
cent return rates sometimes reaching a level of
acceptability for organizational surveys. Besides,
Visser et al. (1996) mentioned that some studies
with low response rates, even as low as 20 percent,
are able to yield more accurate results than studies
with response rates of 60 percent to 70 percent.

2.5 Relationship between non-work variable and
quality of work life
Ballout (2008) proposed that non-work variables to
affect individuals' perceived career aspiration and
success. In particular, he expected that such demo-
graphic variables do affect the way individuals make
allocation investments to family responsibilities
and career aspirations. According to Ashforth et al.
(2000), social identity theory focuses on the choice
made by individuals in role transitions involving
home, work, and other places and postulates that
roles can be arrayed on a continuum, ranging from
high segmentation to high integration. While Ruder-
man et al. (2002) explored the benefits of multiple
roles for managerial women and found that women
managers who integrated careers with family and
other non-work roles were successful and satisfied
in engaging in both managerial and personal roles.

4.2 Cronbach's alpha reliability analysis
of study variables
In order to ensure that the gathered data were reli-
able, the measurement of each variable and its sub
scales were assessed for reliability. The Cronbach's
alpha coefficient value for all variables in the study
revealed a range of coefficient value from 0.63 to
0.66 accordingly. The dependent variable of qual-
ity of work life had a reliability coefficient of 0.65
constant with the number of independent variables.
The independent variable of work variable showed
that its dimensions of meaningfulness had a coef-
ficient value of 0.66, and non-work variable had a
reliability coefficient value of 0.63. The results also
indicated that the reliabilities of the scales used in
this study were commonly accepted and considered
to be the criterion for demonstrating the internal
consistency of a reliable scale (Hinton, Brownlow,
McMurray & Cozens, 2004).

2.6 Relationship between work variable, non-work
variable and quality of work life
As suggested by Ballout (2008), organizations that
have supportive cultures can reduce work-family
conflict of their employees by offering work-family
support programs built around flexibility, team-
work, and cooperation. Further, when employees
do experience greater conflict in the workplace that
intrudes them into the home, their disposition and
attitudes relating to career roles will be affected.
Then employees may become preoccupied by man-
aging the imbalance between work and home, if
this is the case. Lack of balance will cause a det-
rimental effect on how committed employees feel
toward their career competences.

4.3 Bootstrap / INDIRECT analysis
The objectives of this study are to examine the rela-
tionships among work variable, non work variable,
and quality of work life. The result from bootstrap
analysis is used to examine all the relationships
outlined in research objectives and to answer the
rest of the hypotheses in the study.
Bootstrap/Indirect analysis was conducted to
test the relationship between the independent
and dependent variable. It was found that by sim-
ply looking to the bootstrap result on path (a) in
Table 4.1, the result indicates that only work vari-
able has a positive and significant relationship with
quality of work life (B

3 METHODOLOGY

This research utilized self-administered question-
naires. The samples of the study consist of 133 exec-
utives that have been recruited from five stars hotels
in Kuala Lumpur. The data were later analysed to
test several hypotheses formulated for the study.

.01) . The analy-
ses support the following hypothesis:
H1: Work variable significantly influence hotel
executives' quality of work life
Results gained in this study revealed that work
variable had a positive influence on hotel execu-
tives' quality of work life. It was earlier proposed
that there was a positive influence of work variable
on executives' quality of work life and based on

= 1.194, p <

4 FINDINGS AND DISCUSSION

4.1 Response rate
Out of 24 five star rated hotels, only 19 hotels have
agreed to participate. A total of 51 questionnaires