Background of study
Although recent studies show a significant drop in the extent to which women leave the labor force to bear children (Desai & Waite, 1991; Waite, Haggstrom, & Kanouse, 1985), child care responsibilities continue to exert a significant influence on women’s labor force continuity.
Numerous social and demographic changes in the workforce include increased women’s labor force participation, the aging of the workforce, delayed childbearing, and the increased number of dual-earner couples (Moen, Robinson, & Fields, 1994), resulting in profound changes in the number and kinds of family roles that employee’s occupy (e.g., spouse, parent, and/or caregiver to aging adults).
Recently, many child care center are being implemented by employer at the workplace because many parents are busy with their jobs so there is no time to take care of their children. About 500 home-based and 26 community-based childcare centres have been set up nationwide under an initiative by Ministry of Women, Family and Community Development. Collectively, these centres can take in 5,200 children. The ministry, together with the Association of Registered Childcare Providers Malaysia, had trained 2,300 women on basic childcare so that they could start their own home-based services. Sixteen of 25 ministries and at least 140 public and statutory bodies had also set up their own daycare centres.
Since 1990, women's participation in the workforce had hovered at 44 to 47 per cent, as opposed to men's 87 per cent involvement. According to the Human Resources Ministry, Malaysia has an untapped latent workforce of 1.2 to 1.6 million in women. A study by the National Population and Family Development Board five years ago showed that more than half of the women who quit their jobs cited childcare as the reason (New Straights Times).
Therefore, parents need child care center as a place of care for their children. In addition, child care center is an opportunity for women who have not had a job working in child care center because mostly child care center workers required women. Employees who are satisfied with their work environments are assumed to be more loyalty to the organization better than those who are less satisfied. Lau and May (1998) indicated that companies, which are able to enhance the quality of work environments for members, enjoy strong growth and profitability and gain an advantage in their recruiting and retention. Excessive employee turnover rate is detrimental to organizations. It is related to direct and indirect costs; it affects morale, productivity, reputation, and survival of the organizations (Hinkin & Tracey, 2000).
By Fraenkel et al,(1988) the case studies is the problem that caused a researcher wants to study. Therefore, the research we have done this in turn can reduce the confusion and reducing the problems associated with the quality with satisfaction child care center and turnover intention.
From what is stated above, the problems that we want to examine is the relationship between satisfaction with the quality of on-site child care center and turnover intention. However, the problem in this study is that lack of a research in which to get associated with our research topic. Although the media has been intrigued by parenting in the workplace practices and top newspapers have featured articles about parents who bring their children to work, such arrangements have had little systematic study (Mary Secret, 2005). While there is an extensive literature analyzing women’s participation in the labor force and the type of child care selected by parents in the United States, little is known about parental choice of on-site center care. This is not surprising because most studies make use of cross-sectional household-level data sets and the incidence of on-site center use is still small (Rachel Connelly, Deborah S....