The influence of religious coping, workplace social support and work-life conflict on career motivation of government administrators in Putrajaya

Abstract

Most studies on the relationship between social supports and career motivation only consider the relationship of man to man (i.e. social support) to help them to cope with stress and difficulties. This research highlights the importance to consider the relationship of man to Allah (i.e. religious coping) as well as the relationship to man (i.e. social support) as influences to career motivation. Consequently, the researcher had examined the role of both religious coping and workplace social support on career motivation as well as work-life conflict. Furthermore, the researcher examined the relationship between work-life conflict and career motivation. The work-life conflict was investigated as a mediator and gender as a moderator in this research. The research was conducted among 155 Muslim Administrative and Diplomatic Officers (ADOs) in Putrajaya, using the systematic sampling method, who are currently serving the government sector. A survey was conducted using an online questionnaire. The results were analysed using SmartPLS, a tool using structural equation modeling (SEM). Thirteen hypotheses were developed in this study based on previous research as well as theories, namely London’s Career Motivation Theory, Clark’s Border Theory and Al-Ghazali’s Thought on Hope and Fear. The results of this study showed that supervisor support is vital to influence career motivation as well as work-life conflict, but co-worker supports influence work-life conflict only and does not influence the enhancement of career motivation. Religious coping is also found to be a contributor to career motivation enhancement but did not contribute towards the decline of work-life conflict. Career motivation level was found to be the same for both men and women ADOs but work-life conflict level was different for men and women of this group which shown men ADOs experienced a higher level of work-life conflict than their women counterparts. Interestingly, work-life conflict was found to be positively and significantly associated with career motivation. The mediator and moderator of the study were found not significant in this research. The findings of this study contributed towards new knowledge of the association between the variables in the study of human resource management. It proved that both habl-min-Allah and habl-min-an-naas are important in the enhancement of career motivation. Also, the findings revealed new information about career motivation, work-life conflict, religious coping as well as workplace social support among government officers, particularly among ADOs. The findings contributed towards the knowledge to improve career motivation programs for the government officers in Malaysia.