Please use this identifier to cite or link to this item: https://ir.swu.ac.th/jspui/handle/123456789/29231
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dc.contributor.authorKantachote K.
dc.contributor.otherSrinakharinwirot University
dc.date.accessioned2023-11-15T02:08:11Z-
dc.date.available2023-11-15T02:08:11Z-
dc.date.issued2023
dc.identifier.urihttps://www.scopus.com/inward/record.uri?eid=2-s2.0-85165111382&doi=10.1016%2fj.heliyon.2023.e17679&partnerID=40&md5=193f73e1fc14c19b451d00f8e8be7eb1
dc.identifier.urihttps://ir.swu.ac.th/jspui/handle/123456789/29231-
dc.description.abstractBased on 30 in-depth interviews with employers in Singapore, this article examines how and why employers engage in micromanagement of foreign workers. The results suggest that government laws and regulations influence employers’ exercise of power of the workers. The S$5000 security bond and the day-off regulation shift the responsibility of policing the foreign domestic worker from the state onto the employers. Although some employers may choose to refrain from micromanaging their domestic workers, most employers perceive micromanagement as their legal entitlement. Employers who micromanage their domestic workers tend to engage in micromanagement of three key areas of worker life: their daily routine, social circle, and movement. Therefore, micromanagement is a tool that employers frequently use to guarantee that their S$5000 security bond will not be forfeited. © 2023 The Author
dc.publisherElsevier Ltd
dc.subjectEmployers
dc.subjectForeign domestic workers
dc.subjectKafala system
dc.subjectMicromanagement
dc.subjectSingapore
dc.titleMicromanagement of foreign domestic workers in Singapore: The influence of state regulations and laws
dc.typeArticle
dc.rights.holderScopus
dc.identifier.bibliograpycitationHeliyon. Vol 9, No.7 (2023)
dc.identifier.doi10.1016/j.heliyon.2023.e17679
Appears in Collections:Scopus 2023

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