Contents 1.0 Introduction 2 1.1 Introduction to the Study 2 1.2 Background of the Problem 3 1.3 Research Objectives 5 1.4 Research Questions 5 1.5 Significance of the Study 6 2.0 Research framework 7 2.1 Reviews of Related/Past Literature 7 2.2 Research Framework 13 2.3 Hypothesis 13 2.3.1 Life Role Values 14 2.3.2 Gender Role Orientation 15 2.3.3 Job Type 16 2.3.4 Work Time Commitment 17 3.0 Research Methodology 18 3.1 Research Design 18 3.1.1 Types of Study 18 3.1.2 Sources of Data 19 3.2 Measurement 20 3.3 Data Collection Procedures 21 3.3.1 Data Collection and Administration 21 3.4 Data Analysis Techniques 22 4.0 References 24

1.0 Introduction
1.1 Introduction to the Study
Nowadays, balancing work, housework, and childcare responsibilities can become strenuous which can result in work- family conflict. There are many studies that focus on the relationship between work-life and personal life, as well as the impact of one on another. People continuously get in touch with friends, relatives, organizations and colleagues in their life routine. They have different roles according to their positions in society and it is possible that they live role conflict once in a while.

Furthermore, one of the most important problems in business life is work-family conflict in the modern world. While problems such as bad relations with superiors in the workplace deeply affect family relations, family problems such as divorce also reduce the performance of the staff (Ozdevecioglu and Doruk, 2009). It is evident that an employee's work life affects and is affected by his family life, whether negatively or positively. While inflexible and extensive hours, work overload, and job stress lead to stress in family life, child care and intensive involvement with family activities limit one's career aspirations (Aminah, 2008).

Besides that, workers face challenges of managing their work and family roles, and importantly, these challenges have become more numerous and complex. The focus towards work-family issues and work-family practices in particular, has been driven by a number of major demographic changes. These include the increased employment of women, the rising number of dual-career couples and single-parent families, and the enlargement of the elderly population.

Finally, the purpose of this study is to identify how work life (job type and work time commitment) and personal life (life role values and gender) that can give impact on the work family conflict.
1.2 Background of the Problem
Purpose – The articles of other researchers had paid attention on the demographic aspect which increasingly examine from the aspect of work and personal life. Many researches were conducted in an organization are attempts to link these two areas. Nowadays, only a few studies have examined the relationship between work and personal life outcomes. A study of doctors in Malaysia related to work, family conflict revealed that at work and personal life were more likely to experience work-family conflict. Previously, the researchers were majority only focus on organization outside of Malaysia. According to Sampath Kappagoda article, we found that the article focus on teachers in Sri Lanka. A total of 325 school teachers was selected from Anuradhapura and Polonnaruwa districts using the convenience sampling technique. The other article was from Patricia Voydanoff (2014), which state that the research uses data collected for the 1977 Quality of Employment Survey by the Survey Research Center at the University of Michigan and focus on 757 married men and 270 women. Next, according to Mustafa Donmez, Haci Duru, and Orhan Bez (2013) article, the research was located in Diyarbakir and police office as their respondents. The next article is from T. Mjoli, M. Dywili and N. Dodd (2013), which making a research in South Africa and female factory as their respondents. Lastly, the article from Aminah Ahmad (2008), state that the research is done in Malaysia. All of the article is the evidence that the majority of researchers is focusing their research outside of Malaysia and no researchers make a doctor as their respondents. Therefore, we decide to make it more specific and reliable, we choose doctors in Malaysia as our respondents. We combined all the researchs done by other researchers about the work family conflict to obtain more comprehensive results.

Furthermore, based on Sampath Kappagoda article, the independent variable is the emotional intelligence of school teachers in Sri Lanka. Other than that, according to from Patricia Voydanoff (2014) article, the independent variable is work role characteristics and family structures demand. The work role characteristics contain measures of the amount and scheduling of work time and job demand. Family structure demand contains measures of time spent in family work, spouse's work hours and the age of the youngest child. According to an article from Mustafa Donmez, Haci Duru, and Orhan Bez (2013), the independent variable are job related factors which are shift work and supervisor support and individual-related factors which are age, gender, and the number of children. The next article is from T. Mjoli, M. Dywili, and N. Dodd (2013). The demographic as the independent variable of this article. The demographic variable is concerned age, marital status, number of children and age of youngest children. The last article are from Aminah Ahmad (2008), which the independent variable concerned are job-related factors(job type, work time commitment, job involvement, role overload, job flexibility), family-related factors (number of children, life-cycle stage, family involvement, child care arrangements) and individual-related factors (life role values, gender role orientation, locus of control, perfectionism).

Lastly, after we read all five articles above, we decide to make work life (job type and work time commitment) and personal life (life roles values and gender) as our independent variables. For us, all the items are very comprehensive to apply for doctors in Malaysia and we trust that we can get better analysis from that.

1.3 Research Objectives
From previous section we already mention the variable that include in our research. Thus, the main research objective of the study is to determine the causes of work family conflict from the aspects of work and personal life. The specific research objectives that this study intends to achieve are as follow: * To determine the relationship between job type with work family conflict among doctors in Malaysia * To determine the relationship between work time commitment with work family conflict among doctors in Malaysia * To determine the relationship between life roles values with work family conflict among doctors in Malaysia * To determine the relationship between gender with work family conflict among doctors in Malaysia

1.4 Research Questions
Based on the research background and previous literature review, this study seeks to establish the following research questions. * Does job type affect the work family conflict among doctors in Malaysia? * Does work time commitment affect the work family conflict among doctors in Malaysia? * Do life role values affect the work family conflict among doctors in Malaysia? * Does gender affect the work family conflict among doctors in Malaysia?

1.5 Significance of the Study
This study is expected to promote better understanding of work family conflict. Besides, this study is deemed significant to researchers and UUM officers for specific reasons. First for researchers, it can assist in formulating future effective work family conflict model. Second for UUM officers, it is hoped to create awareness and reduce the impact of work and personal life in work family conflict. This understanding can also be used to achieve equilibrium between work and personal life. Hopefully, this would not only result in better quality of working life but also their daily life. One major problem, which married officers in UUM experience high work-family conflict will often face conflict between work and personal life.

2.0 Research framework
2.1 Reviews of Related/Past Literature
According to Sampath Kappagoda research, the main objective of this study was to examine the impact of emotional intelligence on work family conflict of school teachers in North Central province of Sri Lanka. In addition, the researcher investigated the relationship between emotional intelligence and two dimensions of work family conflict (work to family conflict and family to work conflict). The results of the correlation coefficient and regression analysis indicated that emotional intelligence of the teachers have significantly and negatively correlated to work, to family conflict, family to work conflict and work family conflict.

Emotional intelligence was operationalized into four dimensions self-awareness, self-management, social awareness and relationship management) for the purpose of this study. All these dimensions have significantly and negatively correlated with work family conflict. It indicated that if the person can understand their emotions and can manage their emotions well, they can balance their work and family responsibilities. In turn, if they can understand others emotions as well as they can build the positive relationship with each other, they can minimize the work family conflict. Finally, it can be concluded that the emotional intelligence plays an extremely important role in work to family conflict, family to work conflict and overall work family conflict.

In this article, the researcher only focus on the effect of emotional intelligence on work family conflict and do not include other factors like type of job and work time commitment. So, this research is still lack of focus on other factors that influence work family conflict. Moreover, this research is conducted in Sri Lanka and it only focus on school teachers only. We want to focus on workers in medical field which is doctor from the factor of emotional intelligence.
From Patricia Voydanoff (August,2014) research, the findings indicate that amount and scheduling of work time, job demands, and the presence of children in the home are related to work family conflict among men and women. Perceived control over the work situation buffers some relationships between work role characteristics and work family conflict. Work role characteristics and family structure demands contribute additively to work family conflict; family structure demands do not exacerbate relationships between work role characteristics and work family conflict. Work hours, non-day and weekend work, job demands (with the exception of enriching job demands), time spent in family work, spouse's work hours, and children under 18 in the home are expected to be positively related to work family conflict. Enriching job demands should be negatively related to work family conflict.

Among men, five work role characteristics (weekly work hours, non-day shift, workload pressure, work role conflict, and work role ambiguity) are positively related to work family conflict. Weekend work and enriching job demands do not show a relationship to work family conflict. Among the family structure demands, children of all ages in the home are positively associated with work family conflict. Weekly child care hours shows a significant negative relationship to work family conflict. Time spent in home chores and spouse's work hours are not related to work family conflict for men.

Among women, two work role characteristics, work hours and workload pressure, show significant positive regression coefficients for work family conflict; however, non-day shift, work role ambiguity, and enriching job demands show nonsignificant relationships in the expected direction. Weekend work and work role conflict are not related to work family conflict. The presence of children of all ages is positively related to work family conflict. Weekly child care hours and weekly home chores hours show negative nonsignificant relationships with work family conflict. Spouse's weekly work hours are unrelated to work family conflict among women.
This research explain clearly about how work role characteristics (weekly work hours, non-day shift, workload pressure, work role conflict, and work role ambiguity) and family structure demands affect the work family conflict based on gender. However, this research only focus on the relationship between work role characteristics, family structure demands, and work family conflict. It does not focus on individual factors like life role values and locus of control. Besides that, this research only focus on married people and do not consider unmarried people. So, the data is not complete. We want to focus on workers in medical field which is doctor from the factor of gender, marital status, and life role value.

According to research of Mustafa Hacı andOrhan (2013), the determinants of work and family conflict among police officers in Diyarbakir police department (Donmez, Duru and Bez, 2013), that was said that there is no relationship between gender and work and family balance. This can show at the result the relationship between work and family conflict and gender is not significant. It is also worthy of note that gender is not entered into the analyses for ranked officers since only three of the ranked officers were female and in this study, there are only 22 female officers. Therefore, it is likely that there is not enough statistical power to detect a relationship between gender and work and family conflict, if any. Next is, females were severely underrepresented in sample. Although females are underrepresented in general, the proportion of females in this sample was even smaller. It was found that the effect of gender on work and family conflict is not significant. This might be an artifact of the sample. So, this research is still lack in focus effect in gender.

Moreover, this article also was it shows that similar mechanisms about work and family conflict are in effect in Turkey as in the Western countries. And more specifically, the work and family conflict among police is also driven by similar factors as among the occupations. Thus, this research is behind work and family conflict is generalized able to Turkey, and the police in Turkey. This article was do are research in oversea that is Turkey, so because of that we want to do research inside of Malaysia.

There has no research was specific toward a medical field such as doctor to have a relationship with the work and family conflict. Another funding in this research is the shift work of worker. To sum up, shift work has a strong effect on police officers’ work and family conflict, as it is expected by the theory, since one of the main predictors of the work and family conflict is the allocation of time between the family members and work. The Turkish National Police have the authority to distribute shift work among the police officers. That is, they will decide who works for how much time. Since shift work has a strong effect on the level of police officers’ work and family conflict. The ranked officers who are available on call 24 hours a day experience more work family conflict than officers who work between 8am and 5pm. However, this research still lack because focus two stage of worker by the ranked officer and officer worker. We want to focus to one group of worker in field of medical as a doctor in the shift work.

According to t.Mjoli, M. Dywili, and N. Dodd (2013) research, they examines the relationship between work-family conflict and selected demographic variables among female factory workers in East London, South Africa. The independent variables for the study were selected demographic variables, while work-family conflict is the dependent variable. The demographic variables concerned are age, marital status, number of children and age of the youngest child. The measuring instruments were a self-designed questionnaire to measure the demographic variables and a questionnaire developed to measure work-family.
A sample of 100 female factory workers who are employed by companies in East London, South Africa was used. Age, number of children and age of the youngest child were all found to be positively correlated to work-family conflict. For marital status the findings were contrary to previous research findings, as the researcher found that marital status is not significantly positively related to work-family conflict. The population sample for this research study involves five organizations. A sample of 100 female factory workers who are employed by companies in East London, Eastern Cape Province was used. The sampling approach which has been used in this study is the non-probability purposive sampling method. Internal consistencies of scales used for rating questions on work-family conflict and occupational stress were sufficient and reliable.

For the result, age is significantly positively correlated with work-family conflict. The research hypothesis (H1) are accepted. These findings are in line with the previous research findings. In particular, researchers have observed that in the early stages of their careers, individuals are often willing to sacrifice their personal lives in the interest of their career progression. Marital status is not significantly positively related to work-family conflict. The research hypothesis (H2) is rejected and null hypothesis (H0) accepted. These findings are in contrary to previous research findings. Prior research has found that being married leads individuals to give their personal lives priority over their work lives. The number of children is significantly positively related to work-family conflict. The research hypothesis (H3) are accepted. Research to date has established that work family conflict increases as one’s obligation to the family expands through the arrival of children. Age of the last born child is significantly positively related to work-family conflict. The research hypothesis H4 is accepted, i.e. women with children under six years of age experience more work-family conflict as compared to women with children above six years of age. Parents with children under the age of six had the highest levels of work-family conflict, followed by parents with school-age children.
Based on the article of job, family and individual factors as predictors of work-family conflict (Aminah Ahmad, 2008), this research is find examined the role overload experienced at work and its relationship with work-family conflict among Malaysian female physicians in public hospitals. Besides that, this article also said that have a study conducted on female nurses and their husbands by found that nurses experienced varying degrees of conflict in trying to meet the demands of work and family roles. About two-thirds of the nurses experienced moderate to high intensity of conflict. Significant negative relationship was found between husbands’ gender role orientation and wives’ work-family conflict. This show the female or wives have more on work family conflict than are husband or male. This article is leads and focuses to female worker than a male worker for the base of gender.

In addition, this article was research female Malaysian operators, clerks, secretaries, nurses and physicians. This we can say that the researcher was doing a research based on inside of Malaysia. However, this research still lack of information because not focus in the field of medical. That has study in two sectors such as management and medical. We just want to more focus to examine in medical field that was a doctor profession. The shift work of the worker that can find in this research is through the study found that 87.7% of the physicians experienced moderate to heavy workload which could be attributed to the relatively high frequency of on-calls and an increase in the number of outpatients to be attended as well as the increase in the number of patients in the ward leading to a high patient to physician ratio. The physicians also experienced a considerable intensity of work-family conflict and the conflict tended to increase with an increase in the workload. So, at this finding we can see the research have the same work family conflict with what we want to study in the medical field. However, this article still deficient about the content in shift work.

In conclusion we found out that the information still more lacking. We decided to search more information regarding to the level of conflict toward doctors in Malaysia. According to all articles there is nothing research about the conflict among doctors. All articles shows that their findings are among teachers and officer. However its still lack of information about the conflict among doctors in Malaysia. Their personel life usually may influence the level of stressfull for doctors. It is maybe because of their role as doctors and commitment that they have to bare in order to make sure the community among them are in good conditions. Unflexible time may influence space and time to spend with their family and its can influence to work family conflict. we know that inconsistentcy work time and on-call may effect the time spending with family.

2.2 Research Framework INDEPENDENT VARIABLES DEPENDANT VARIABLE
Personal and Family Life * Life Role Values * Gender Role Orientation

Personal and Family Life * Life Role Values * Gender Role Orientation

Work Family Conflict (WFC)
Work Family Conflict (WFC)

Work and Job Life * Job Type * Work Time Commitment

Work and Job Life * Job Type * Work Time Commitment

Figure 1: Research Framework

2.3 Hypothesis
The hypotheses developed and to be tested in analyzing the relationships among variables based on the research framework which discussed before. The hypothesis for this study is as follows:

2.3.1 Life Role Values
From cite by citation besides job-related and family-related factors, a number of individual-related factors could contribute to the experience of work-family conflict. The incorporation of individual values into the work-family conflict research is important because life role values are central to organizing meaning and action for working people (Carlson, & Kacmar, 2000). In incorporating values into work-family conflict research, Carlson & Kacmar (2000) has used three multiple perspectives, namely centrality, priority and importance.

Centrality refers to the value expression of individuals with regard to how central work or family is in their lives when compared to other life roles. Thus, the different centrality placed on the role of work or family may be helpful in explaining differences in the experience of work-family conflict. Priorities refer to the value expression of individuals with regard to how individuals prioritize their life roles. Variation in values as expressed by prioritization of life roles should lead to differing experiences of work-family conflict. Life roles can also be examined from the perspective of importance which refers to the value expression manifested in the importance an individual places on a given role. The researchers found that individuals who valued work over family experienced greater family-to-work conflict. In addition, the sources, levels, and outcomes of work-family conflict were found to differ depending on the life role values held by the individuals when expressed in terms of work centrality and importance. However, differences in the work-family conflict process were not found for individuals whose values were expressed in terms of priority or family centrality.

Non-directional
H0 : There is no relationship between life role values with work family conflict.
H1 : There is a relationship between life role values with work family conflict.

2.3.2 Gender Role Orientation
Another individual-related antecedent of work-family conflict that has not been much studied is gender role orientation. This refers to the beliefs individuals hold about normal roles of men and women in meeting family and work responsibilities (Harris & Firestone, 1998). Conceptually, gender role orientation is seen as ranging on a continuum from traditional gender role orientation whereby the roles of men and women are seen as distinct and separate. Men who saw their roles as interchangeable with their wives’ roles tend to accept more responsibility for tasks associated with childcare, meal preparation than men who endorsed specialized roles between men and women.

A study conducted on female nurses and their husbands by Aminah Ahmad (1999) found that nurses experienced varying degrees of conflict in trying to meet the demands of work and family roles. About two-thirds of the nurses experienced moderate to high intensity of conflict. Husbands’ gender role orientation ranged from traditional to egalitarian with slightly less than three-quarters of them holding traditional to moderately egalitarian orientation and slightly more than a quarter holding egalitarian orientation. Significant negative relationship was found between husbands’ gender role orientation and wives’ work-family conflict. This indicates that women whose husbands hold more egalitarian orientation tend to experience less work-family conflict. In addition to husbands’ gender role orientation, women’s own traditional orientation or expectation of gender roles has also been studied. Cardenas, Major, and Bernas (2004) in their study of women employees consisting mainly of African American and Caucasian women, reveals that their traditional gender role expectations are positively related to family distractions experienced at work. Carnicer et al., (2004) have found that Spanish women who believe more in the traditional gender roles experience greater work-to-family conflict.

Non-directional
H0 : There is no differences between gender role orientation with work family conflict.
H1 : There is a differences between gender role orientation with work family conflict.

2.3.3 Job Type
Cite by cite says women have engaged with household duties to help to the family (Barnett and Hyde, 2001). However, this trend has changed with the dual – career households. Like other employees, teachers have to accomplish different roles simultaneously. They have to fulfil work and family roles together. When they are occupying multiple roles, they are more likely to experience inter-role conflicts (Boyar, Maertz Jr., & Pearson, 2005). Anyway, balancing work, family responsibility is a one of the challenges many employees facing nowadays.

There are many studies examining the characteristics of work domain as predictors of work-family conflict. One of the characteristics is job type. Employees in managerial and professional positions report higher levels of work-to-family conflict than those working in non-managerial and non-professional positions (Duxbury & Higgins, 2003). Among Spanish employees, Carnicer et al. (2004) found that there was a positive association between job category level and work-family conflict whereby managers experienced greater work-to-family conflict than lower category employees. Related to the job category level in the study was the employees’ education levels. Employees with a master’s or doctoral degree experienced greater work-to-family conflict and family-to-work conflict than employees with high school education. A study of female Malaysian operators, clerks, secretaries, nurses and physicians found that physicians experienced the greatest intensity of work-to-family conflict. However, operators experienced the greatest intensity of family-to-work conflict (Aminah Ahmad, 2005).

However, there is nothing information the role as doctors, we know that doctors having inflexible and inconsistence time orientation. They have to spend much more time in hospital with their service saving people, researching and many more. It mays cause time spending at home decreases. Moreover, they have to on-call any emergency that might happen in the future that need them to attend immediately without any reason.

Non-directional
H0 : There is no relationship between job role with work family conflict.
H1 : There have a relationship between job role with work family conflict.

2.3.4 Work Time Commitment
Studies suggest that work time commitment is related to the intensity of work-family conflict experienced by employees. One of the commonly measured forms of work-family conflict is time-based conflict, defined as conflict that occurs when the amount of time devoted to one role makes it difficult to fulfill the requirements of another role (Greenhaus & Beutell. 1985). Long hours could have negative consequences for families and for workers who struggle to balance the demands of work and family roles. Work-family researchers have found that time committed to work contributes to conflict between employees’ work and non-work roles (Beauregard, 2006; Grzywacz & Marks, 2000; Darcy & McCarthy, 2007; Kinnunen, Vermulst, Gerris, & Makikangas, 2003; Major, Klein, & Ehrhart, 2002; Nielson, Carlson, & Lankau, 2001)

Non-directional
H0 : There is no relationship between work time commitment with work family conflict.
H1 : There is a relationship between work time commitment with work family conflict.

3.0 Research Methodology
3.1 Research Design
3.1.1 Types of Study
This study is a correlation research design in order to explore the relationship in work and personal life affect the work family conflict among doctors in Malaysia. In this methods which have been used to get results, have been discussed. The design of research is a quantitative study which is a descriptive design. The quantitative research is the systematic empirical investigation of observable phenomena via statistical, mathematical or numerical data or computational techniques.

The objective of quantitative research is to develop and employ mathematical models, theories and hypotheses pertaining to phenomena. The process of measurement is central to quantitative research because it provides the fundamental connection between empirical observation and mathematical expression of quantitative relationships. In layman's terms, this means that the quantitative researcher asks a specific, narrow question and collects a sample of numerical data from observable phenomena or from study participants to answer the question. To analysis this study, the most common analytical method to analyze data is to convert the raw data to quantitative data and then compare them to each other. It is the method which has been used for analyzing in this thesis. The methods to gain the primary information beside the analyzing method have been clarified. In this process of data collection, research method is used such as survey and interview. The two of this method is included from the quantitative method.

In addition, survey research provides are comprehensive overview of work and personal life affect the work family conflict among doctors in Malaysia. For interview part, it is a collection of individuals who have been selected to formal interviews about their work and personal life that affect the work family conflict. Doctors are bound by the constraints of structured question at the time. Presenting and analyzing collected data truthfully and cross-referencing was important in order to achieve undistorted conclusions and accurate recommendations.

3.1.2 Sources of Data
The unit of analysis is based on an individual factors that can influence by workload. Granting to the consensus doctors are among the high pressure of work load. They accept to confront all the circumstances that might be taking place anytime. All criteria had been selected to identify the work load and job stress may gain to all physicians. The sample is based on individual unit where all variables gathered in one segment. We define that Hospital Besar Kuala Lumpur or HBKL is the suit place to reach the valid result in terms of their population in that region where this hospital is one of the largest and the busiest place for patients taking treatment, operating theater and so along. As the result, it will more relate to the topic that want to come up.

The techniques that we are deciding is probability sampling with simple random sampling. This is the most better finding where we establish that all docs do not have time to spend toward anything that not related with their employment. And then this probability may receive the result as could. The procedure for each element has known and equal chance of being selected. The doctors that pick randomly by the list of doctors list in Human Resources department that we found that there free operation and easier to contact at that time. It's based on the schedule by all doctors in HBKL. The probability might gain more generalizable result, easily to understand, and it's reliable population relate to the topic research.
3.2 Measurement Variable Total number of items Scales SourcesDEMOGRAPHIC 5 Mustapha, Haci & Orhan,2013 * Gender 1 Nominal ScalesExample: What is your gender? Male Female * Age 1 Example: 20-24 25-29 30-34 34-39 40 and above Ordinal Scales * Years of services 1 Ordinal Scales * Years of marriage 1 Ordinal Scales * Number of children 1 Ordinal Scales PERSONAL AND FAMILY LIFE 6 * Gender role orientation 3 Likert Scales 1-5 Cooke Rousseau, 1984Example: Women experienced more work family conflict than men. * Life role values 3 Likert Scales 1-5 Aminah Ahmad, 2008Example: Individuals who valued work overfamily experienced greater family-to-work conflict. JOB AND WORK LIFE 6 * Work time commitment 3 Likert Scales 1-5 Aminah Ahmad, 2008Example: I spend more time in work than at home. * Job type 3 Likert Scales 1-5 Duxbury & Higgins, 2003Example : Employees in professional positions report higher levels of work-to-family conflict than those working in non-professional positions.Variable Total number of items Scales SourcesWORK FAMILY CONFLICT 4 Likert Scales 1-5 Mustapha, Haci & Orhan,2013Example: I cannot fulfill my responsibilitiestoward my family because of my job. |

3.3 Data Collection Procedures
3.3.1 Data Collection and Administration
This research is of a non-experimental and quantitative nature. A survey was conducted to collect the empirical data. The research is done to explore relatively unknown areas in order to gain new insight and understanding into a phenomenon. Our research is being form to get the result of personal life and work life towards work family conflict.

Data is collect by using quantitative design method. Data collection method we will use to collect data from our respondents is questionnaire design method. The reason why we choose questionnaire method to collect data is because we can obtain data more efficiently in terms of researcher time, energy, and costs. Besides that, we knows how to measure the variable of interest.

The respondents will be choose from the doctors who work at Hospital Besar Kuala Lumpur. We will choose 100 respondents to involve in our research. The doctors we choose are include both Muslims and non-Muslim doctors. The questionnaire will be personally administrated. This is because we will get the permission from the Hospital Besar Kuala Lumpur to conduct our research by distributing the questionnaire to the doctors. So, we can collect the data we want in a short period, maybe within several hours.

We will distribute the questionnaire to the respondents by hand. We will go to Hospital Besar Kuala Lumpur and distribute the questionnaire to our respondents. After that, we will stay at there for some hours to wait the respondents to answer the questionnaire. When the respondents has some questions about the questionnaire, or they do not understand what is the question ask, we can explain to them on the spot.
We will make sure that we will not face some problems when collect our data. So, to be secure in term of to get adequate sampling, we will print extra questionnaire and distribute to the doctors. Throughout this questionnaire design method, the objective to know the personal and work life towards work family conflict will get more accurately and reliable result.

3.4 Data Analysis Techniques
We will use descriptive statistical tools to analyse our data. Descriptive statistics will help us to show or summarize data in a meaningful way such that, for example, patterns might emerge from the data. However, descriptive statistics do not allow us to make conclusions beyond the data we have analysed or reach conclusions regarding any hypotheses we might have made.

From the questionnaire we prepare, we can obtain the frequency of each categories for each part, like job and work life scale and work and family conflict scale, the response categories include strongly disagree, disagree, neutral, agree, strongly agree. So, we can know the number of times the categories occurs. We will arrange the result of questionnaire in a table, and we also will be displays it by using bar charts, histograms, or pie chart.

We will also do the measure of central tendency which include mean, median, and mode. Mean offer a general picture of data without unnecessarily inundating one with each of the observation in our data set. The median is the middle score for a set of data that has been arranged in order of magnitude. The median is less affected by outliers and skewed data. The mode is the most frequent score in our data set. We can consider the mode as being the most popular option. We will also do measure of dispersion which include variance and standard deviation.

We will also use inferential statistical tools to analyse our data. We will more focus on this inferential statistical tools in analyse our data. Inferential statistics tool are techniques that allow us to use our samples to make generalizations about the populations from which the samples were drawn.

The process of achieving this is called sampling. Inferential statistics arise out of the fact that sampling naturally incurs sampling error and thus a sample is not expected to perfectly represent the population. We will use inferential statistical tools to determine what is the factors that cause the work family conflict the most. It can help us to clustering or classification of data points into groups.

We also use correlation technique to indicate the relationships among all the variables that we want to measure. We want to see the relationship between life role values with work family conflict, relationship between job role with work family conflict, relationship between work time commitment with work family conflict, and differences between gender role orientations with work family conflict.

4.0 References
Ahmad, A. (June 2008). Job, Family and Individual Factors as Predictors of Work-Family Conflict. The Journal of Human Resource and Adult Learning Vol. 4, No 1, 57-65.
DÖNMEZ, M., DURU, H., & BEZ, O. (2013). THE DETERMINANTS OF WORK AND FAMILY CONFLICT AMONG POLICE OFFICERS IN DIYARBAKIR POLICE DEPARTMENT. Diyarbakır Emniyet Müdürlüğü’nde Çalışan Polislerin Yaşadıkları İş-Aile Çatışmasını Belirleyen Faktörler, 135-156.
Kappagoda, U. S. (n.d.). Emotional Intelligence as a Predictor of Work - Family Conflict among School Teachers in North Central Province in Sri Lanka. Senior Lecturer Department of Business Management, Faculty of Management Studies, Rajarata University of Sri Lanka, Mihintale, Sri Lanka., 1-10.
Mjoli, T., Dywili, N. M., & Dodd, N. (February 2013). Demographic Determinants of Work-Family Conflict among Female Factory Workers in South Africa. Journal of Economics, Business and Management, Vol. 1, No. 1, 39-41.
Voydanoff, P. (08 OCTOBER 2014). Work Role Characteristics, Family Structure Demands, and Work/Family Conflict. Journal of Marriage and Family, Vol. 50, No. 3, 749-761.