The Role of Organisational Support in Employee Wellbeing and Industrial Relations in Malaysian Public and Private Sectors: A Comparative Study

Abstract

Employee wellbeing and organisational support are crucial factors that influence industrial harmony and productivity. Particularly in Malaysia's public and private sectors, sectoral differences play a significant role in shaping these dynamics. Focusing on Work-Life Balance (WLB) and managerial support, this study explores the relationship between organisational support, employee wellbeing, and industrial relations, using Social Exchange Theory and Institutional Theory as frameworks. Objective: This study aims to investigate how employee wellbeing and WLB policies contribute to industrial harmony and productivity, and how sectoral contexts influence these relationships. It also seeks to identify existing gaps in employee-centric goals and organisational performance. Methods: A qualitative, multiple-case study approach was employed, with semi-structured interviews conducted with employees from both the public and private sectors in Malaysia. Data were analysed thematically using reflexive thematic analysis to uncover key patterns and challenges. Results: The findings reveal sector-specific differences in the implementation of wellbeing and WLB policies. Public sector employees benefit from structured organisational support and formal conflict resolution mechanisms, while private sector employees experience more variability in support, particularly regarding seniority-based differential treatment. Sectoral challenges, such as rigid public sector structures and managerial inconsistencies in the private sector, were identified as barriers to achieving optimal wellbeing and productivity outcomes. Conclusion: Organisational support, including effective wellbeing initiatives and WLB policies, is essential for enhancing employee motivation and productivity. Sector-specific strategies should be tailored to address the unique needs of each sector.