In the cold winter month of January 2012, two post graduate students from the Department of Community Health, Universiti Kebangsaan Malaysia (UKM), went on a two weeks field attachment with the Division of International Health (Public Health), Niigata University Graduate School of Medical & Dental Sciences (NU). This report is an account of our first hand learning experience about the public health system and culture in Niigata, Japan. Famously known as the ‘Snow Country’, Niigata prefecture is approximately 350 kilometers north of Tokyo, in the middle of the west coast of Honshu island, facing the Sea of Japan. It borders on the east with Fukushima prefecture, which was badly affected by the great tsunami disaster in March 2011. Niigata has a population of two and a half million, of which 21.3% is above the age of 65. Niigata University is located in Niigata City, the capital of Niigata prefecture. This attachment was under the UKM-Global Student Mobility Programme (Outbound) and it was taken as an opportunity to improve the memorandum of understanding between UKM and NU. The objectives were to gain knowledge and experience in various public health issues in a developed nation like Japan. Specifically, we were interested to learn about the local public health programmes, the influenza surveillance system, public health programmes for the elderly population, the Geographical Information System (GIS) and the Japanese culture in general.
Public Health ; Japan

Background: Work-family conflict has received increasing attention in recent decades in the area of workplace stressors, which can affect employees’ health. However, the dimensionality of the work–family conflict construct among the Malay-speaking population has not been clarified. In order to do so, it is crucial to use an instrument that is appropriate and valid for the Malay-speaking population. As such, the goal of this study was to validate and test the dimensionality of the Malay version of the Work-Family Conflict Questionnaire. Methods: The present study conducted exploratory factor analysis, confirmatory factor analysis, discriminant validity, convergent validity, and internal consistency, using Cronbach’s alpha, of the work–family conflict construct among 332 working women in Malaysia. Results: The results supported the existence of four dimensions in the Work-Family Conflict Questionnaire that distinguish between time based and strain-based work-family conflict and family-work conflict. The discriminant validity, convergent validity, and internal consistency of this construct are adequately supported. Conclusion: The findings of this study supported the existence of discriminant and convergent validity, as well as adequate reliability, for the construct. Thus, the Work–Family Conflict Questionnaire is a valid and reliable instrument among Malay-speaking working women.

Purpose of the present study was to assess effect of work-family conflict (along with its four dimensions) on physical health status. In particular, we examined the mediating role of health related behaviors on the linkage between all dimensions of work-family conflict and physical health status. The current cross-sectional research was conducted among 567 women who were working in the public departments of Malaysia. Self-administrated questionnaire was used for data collection. Our findings showed that work-family conflict (along with its four dimensions) significantly and negatively correlated with physical health status. The findings from mediational analysis showed that all dimensions of work-family conflict indirectly deteriorate physical health status via increasing the chance of not using food strategies. However, our results did not support the mediating function of physical activity on the proposed relationship. Results of the current study indicated that women with greater level of work-family conflict are more likely to suffer from poor physical health status. Having multiple strategies for managing food and eating reduce the adverse effect of work-family conflict on physical health. Organizations may benefit from Family Friendly Policies (FFP) that can alleviate level of conflict and eventually avoid or decrease rate of engagement in unhealthy behavior that have detrimental effect on health status.

Family satisfaction is referred to the extent in which family members feel happy and fulfilled with each other. However, there has been lack of evidences on the family satisfaction scale within the Malaysian context. Therefore, the aim of this study was to assess validity of the Malay version of the Olson’s Family Satisfaction Scale. This is to allow Malaysian researchers to bring family satisfaction in line with the different field of studies. This study was conducted among 567 Malaysian working women. Data were collected using self-administrated questionnaires. This study conducted exploratory and confirmatory factor analysis, convergent validity and internal consistency using Cronbach’s alpha. The findings of this study support the uni-dimensionality of the Malay version of the family satisfaction scale. The 10 items of the scale account for 68.1% of the total variance and the un-rotated factor loadings ranged from 0.76 to 0.87. Confirmatory factor analysis was run and supported the structure of family satisfaction scale. The results of confirmatory factor analysis using AMOS 21 in the current study reported the following indices: RMSEA= 0.06, CFI= 0.94, NFI= 0.94, TLI= 0.93. The convergent validity (average variance extracted= 0.65) and the internal consistency (Cronbach’s alpha= 0.94) of this construct were adequately supported. The findings support the factor structure, convergent validity and the internal consistency of the examined construct. Therefore, Malay version of the family satisfaction scale is a valid and reliable instrument among Malaysian working women.​

Background: The workplace environment has a great influence on employees’ health. Job dissatisfaction has been widely recognised as a workplace stressor that can influence employees’ psychological and physical health statuses. However, job satisfaction is a multi-dimensional concept, and it is necessary to investigate its different facets and their unique consequences. Therefore, the aim of this study was to assess the relationship between the nine facets of job satisfaction and psychological health and somatic complaints (i.e., sleep disorders, headache, gastro-intestinal and respiratory problems). Methods: This cross-sectional study was conducted among 567 Malaysian women working in the public sector. Data collection was conducted using a series of self-administered questionnaires. Results: The results of this study show that there is a link between job satisfaction and psychological distress as well as four somatic complaints. Satisfaction with the nature of work was the strongest predictor for psychological distress, sleep disorders, headaches and gastro-intestinal problems. Conclusion: From the results of this study, we conclude that there is a link between job satisfaction and the health status of employees. In addition, job satisfaction levels vary across different dimensions and can even differ from an individual’s feelings of global job satisfaction. Policies and practices should focus on improving working conditions to enhance the fit of the job and the employee.