Employee Satisfaction Toward on-Site Child Care Centre
CHAPTER I
INTRODUCTION
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,
INTRODUCTION
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,