ISSN 2086-5953 organization is in a position to tap into expressed
thoughts of others, give verbal expression to their feelings, able to delegate and empower employees.
Good leadership inspires the subordinates, using vision, leader also empowers employees through
training
and development.
Hamish 2004
―leadership is not only having innovative ideas‖, but it is also getting people to follow, not just in
dragooned single file, but with pride, aflutter in their hearts and expectations. Therefore, support of
servant
behaviors of
empowerment would
meaningful for increase both perception and real adequacy of knowledge requirement of the
subordinate jobs.
4.2 Limitation and Future Research
Direction
Notwithstanding these contributions, this study also has several limitations. Although this
allows us to rule out leadership-related explanations for
the observed
findings knowledge
characteristics, it is an open question as to whether these results will generalize to other, work design
characteristics i.e. task, social and ergonomics of job characteristics. The finding or non-significant
of support of vision on few of knowledge ch
aracteristics, and leader‘s service for all knowledge characteristics, might explain in other
characteristics. Leader‘s service behaviors that tend for helping on the technical job might support on
the task or ergonomics characteristics of work design. It might because both service and task was
on the same level of practical work. Finally, although these results support our hypotheses
partially, additional research should be conducted to measure other concept of leadership such as
transformational leadership, charismatic leadership and so on. Investigate the others work design
characteristics related to each dimension of servant leadership. Also explore the mediation variables on
these relationships and observe different moderators to investigate strengthen of their relationships.
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51 ISSN 2086-5953
RELATIONSHIP BETWEEN JOB SATISFACTION AND LIFE SATISFACTION AMONG FEMALE INDONESIAN
MIGRANT WORKERS IN TAIWAN
Wayne Lee
1
, Tri Noviantoro Murad
2
,
1
Chairman, Associate Professor of Graduate Institute of Business Administration, National Chiayi University
2
PhD student of Graduate Institute of Business Administration, National Chiayi University Email: waynemail.ncyu.edu.tw
1
, s0991258mail.ncyu.edu.tw
2
ABSTRACT
The study is purposed to understand the relationship
between job
satisfaction, life
satisfaction and demographic data among female Indonesian migrant workers in Taiwan. Six
hypotheses are developed and survey methodology is adopted to test the hypotheses. Data collected
from various cities in Taiwan and gathered 284 respondents with cluster sampling as proportioned.
To measure the construct measurement, validity test by using factor analysis and reliability
test by using internal consistency Cronbach‘s Alpha were examined. Correlation analysis, one-
way ANOVA and regression analysis examined to test the hypotheses. The findings indicated that
education background is not making difference mean for each of job satisfaction, and life
satisfaction. On other hand, working period give difference mean for job satisfaction and life
satisfaction. Same with other previous studies, the correlation between job satisfaction and life
satisfaction is positive and significant. Furthermore, job satisfaction explains 18.7 of life satisfaction
and job satisfaction full mediated for working period to life satisfaction.
Keywords: job satisfaction, life satisfaction, educational background, working duration, female
migrant workers.
1 INTRODUCTION
In October
1989, Taiwan
accepted legislation allowing the importation of foreign labor
from limited number countries in order to meet the demands of planned construction projects. In 1992,
female migrants were legally acceptable to work as domestic labors and as care giving for the elderly
Chan, 1999. This legislation caused migrant workers from many countries especially from
developing countries in South East Asia came to Taiwan such as Indonesia, Philippines, Vietnam,
and Thailand. In
terms of
gender, women
are predominantly channeled into sectors that are
vulnerable to exploitation and abuse. In the category of care giving, a trend toward a
hierarchical structuring between Filipinas and Indonesians, with Indonesian women often doing
the dirtier and more demanding jobs of caring for the sick and elderly. Despite the fact that the
majority of Indonesian women workers are contracted to work as care givers, a significant
number actually work in various capacities in family businesses as well as working as maids in
the family home Loveband, 2004.
According of Council of Labor Affair ROC, in the end of April 2010, there were 362,118
migrant workers from different country which work at many sectors. Compare to others, Indonesian
workers are the largest one. In the end of April 2010, the number of registered Indonesian migrant
workers was 146,189 persons. From this number, 128,294 persons or 87.76 of population are
women Table 1 and according Fact Sheet from The World Bank January, 2006 more than 90 of
female Indonesian migrant workers work in the informal sector as housemaids and as caregivers to
the elderly. The rest works in the agricultural and industrial sectors as daily labors, shop assistants,
and as waitresses.
Table 1. Foreign Workers in Productive Industries and Social Welfare by Nationality and Sex
Country Male
Female Total
Indonesia 17,895
128,294 146,189
Malaysia 10
10 Philippines
25,445 49,582
75,027 Thailand
52,968 9,462
62,430 Vietnam
35,893 42,568
78,461 Mongolian
1 1
Grand total 132,211
229,907 362,118
Source: Council of Labor Affairs, ROC April, 2010
In this case, female Indonesian migrant workers are the largest population among foreign
workers in Taiwan. However, most of them work in
ISSN 2086-5953 low skill job. In labor market, low skill jobs could
easily fill positions requiring little in the way of education, experience, or training. Besides the lack
of skills among them, in reality, migrant workers still considered as a commodity or an economic
object because with little formal education or work experience.
Robert et.al 1985 indicated a need for research examining the functional relationship
between job
satisfaction and
general life
satisfaction. Most studies have suggested that job satisfaction influence life satisfaction Ramazan
et.al , 2008; Near, 2004; Rain, Lane and Steiner,
1991; Heller, Judge and Watson, 2002. Many studies have reported significant,
positive relationships between job satisfaction and life satisfaction Rain, Lane and Steiner, 1991.
Research has established the relationship between job and life satisfaction as being significant and
positive Pearson product moments generally ranging from 0.31 to 0.44 Rode, 2004.
Researchers have argued that job satisfaction and life satisfaction should be related because of time
devoted to the work role and because work has been identified as a central life interest Dubin, 1956
thereby a
ffecting overall feelings about one‘s life. Attempting
to explain
the dynamics
underlying the relationship between these variables, the theoretical foundations derived from study of
Diener 1984 and essentially focuses on life experiences ‗bottom-up‘ argument that views life
satisfaction as the result of satisfaction with life domains such as work, family, leisure and on
dispositions ‗top-down‘ that people enjoy life experiences in a psychological sense rather than
objectively because they are happy people. Furthermore, Rode 2004 assumes that the
significant relationship between life and job satisfaction is the result of spurious correlation.
Finally, the suggestion by Brief et.al 1993 that an interaction explanation will prevail experience and
personality deserves serious consideration.
Judge, Boudreau and Bretz 1994 reported that there is significant in the job satisfaction-life
satisfaction relationship particularly. Their study included directional measures of work-family
conflict as well as job and life satisfaction, stress, etc. with result the effect of job satisfaction on life
satisfaction was significantly stronger than the effect of life satisfaction on job satisfaction. There
is some empirical evidence to support this relationship. Beutell 2006, for instance, found that
overall measure of work-family synergy was significantly related to life satisfaction.
Furthermore, the motivation of this study is to know relationship between some variables
among female Indonesian migrant workers. The variables are education background, working
period, job satisfaction and life satisfaction.
2 FRAMEWORK, CONSTRUCT,
AND HYPOTHESES
The conceptual
model and
construct measurements of research constructs such as
demographic questioner, job satisfaction questioner and life satisfaction questioner are introduced in
section.
Figure 1. The research model of this study.
Most constructsmeasures were multiple items, which required the respondent to rate items
on a scale. The social demographic variables such as age, hometown, marriage status, educational
background level, employment category, working period and work location were ascertained directly
from the questionnaire. The construct measurement of the research constructs are decrypted in the
following.
2.1 Job Satisfaction
