Building on conservation of resources theory and social exchange theory, the author examined the relationship between supervisor support and organizational commitment through work–family conflict, work–life balance, and the job satisfaction of employees working in the financial sector in Australia. The study comprised 305 employees recruited through an online survey. Results indicate that supervisor support is negatively related to work–family conflict. In turn, work–life balance and job satisfaction are negatively linked to work–family conflict. The results further show that both work–life balance and job satisfaction are positively related to organizational commitment. Theoretical and practical implications, as well as limitations, are discussed.
Purpose
The purpose of this paper is to investigate the relations between supervisor support (SS), work-life balance (WLB), job attitudes and performance of employees in the Australian financial sector. More specifically, the study explore the impact of SS, WLB and job attitudes on employees’ job performance (JP).
Design/methodology/approach
Using an online panel, the data comprised 305 employees working in financial organisations to test a model with structural equation modelling. A list of survey items was tested that replicated extensively in work-life research in the past.
Findings
The research contributed to the existing literature by identifying a significant mechanism through which SS was linked to WLB that influenced job satisfaction, life satisfaction and organisational commitment and JP given the paucity of such research in the Australian financial sector.
Originality/value
The study would guide employers, employees and managers involved in the financial sector to implement policies which aim to augment JP and promote balance between work, home and life.
Drawing on the job‐demands resources model, we investigated the relationship between supervisor support and employee performance and the mediating effects of work‐life balance (WLB), job and life satisfaction, and organizational commitment in a sample of 305 financial‐sector employees in Sydney, Australia. Results reveal that supervisor support is positively related to employee performance, WLB, job and life satisfaction, and organizational commitment. In turn, WLB, job and life satisfaction, and organizational commitment are positively linked to employee performance. The findings indicate a significant mediation between supervisor support and employee performance only through WLB and organizational commitment. Implications for theory and practice are discussed.
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