Influence of organizational commitment on work–life balance and organizational performance of female construction professionals

Abstract

Purpose The purpose of this paper is to evaluate the mediating role of organisational commitment in the relationship between work‒life balance (WLB) and organisational performance of female construction professionals in the Nigerian construction industry. Design/methodology/approach The study empirically examined WLB of female professionals in medium- and large-sized Nigerian construction organisations. The data collected were analysed using partial least square structural equation modelling (PLS-SEM). Findings The findings revealed that there is a positive relationship between WLB and organisational commitment, and that organisational commitment mediates the impact of WLB on organisational performance. Research limitations/implications One of the limitations of this research is the cross-sectional nature of the study and the nature of data collected, which is related to female gender. Efforts should, therefore, be made to further this study by examining the impact of WLB on both male and female professionals in construction. Originality/value This paper presents an empirical research on the significance of family-friendly initiatives within construction organisations in Nigerian context, and the results of the study have implications for industry practitioners and academics.

Algilanan Örgütsel Destek İle Örgütsel Bağlilik İli̇şki̇si̇nde İş-Yaşam Dengesi̇ni̇n Aracilik Rolü Üzeri̇ne Bi̇r Araştirma

“…W the relationship between work-life balance and organizational commitment is examined, it is seen that work-life balance positively affects organizational commitment. These results are consistent with the literature (Vatansever, 2008;Sakthivel and Jayakrishnan, 2012;Gupta and Gupta, 2013;Azeem and Akhtar, 2014;Korkmaz and Erdoğan, 2014;Nayak and Sahoo, 2015;Dhammika, 2016;Wijaya ve Dewi, 2017;Oyewobi et al, 2019;Hutagalunga, Soeltonb and Octavianic, 2020;Kesumayani et al, 2020;Wardana et al, 2020). Again, according to the findings of the study, it is seen that work-life balance is sufficient on emotional, normative and continuation commitment.…”

Exploring the relationship between Job autonomy and employee engagement in turbulent times

“…The results indicate that Integrated motivation had a positive significant direct effect on Physical, Emotional and Cognitive engagement. These findings are marginally consistent with those of (Saks, 2006;Oudeyer et al, 2008;Rich et al, 2010;Malinowska et al, 2018). Finally, the results of the direct effects indicated that Method and Scheduling Autonomy had a positive significant direct effect on Emotional engagement, but no significant effect on neither Physical nor Cognitive engagement, thereby supporting the results of (Andrew & Sofian, 2012).…”

“…The Four types of regulatory processes that represent extrinsic motivation are integrated motivation, identified regulation, interjected regulation, and external regulation; all differ in the level of internalization of extrinsic motivation (Fernandes, 2020). It has been shown that in comparison to extrinsic motivation, intrinsic motivation is related to many positive aspects of well-being, such as higher work enjoyment and work engagement (Malinowska et al, 2018), lower level of fatigue and burnout (Rich et al, 2010), lower level of anxiety (Oudeyer et al, 2008), and physical symptoms (Saks, 2006). The function of intrinsic work motivation is emphasized by (Chung & Jeon, 2020), who indicate that it is fundamental for the development of work engagement.…”

The effect of philanthropic organizations’ culture on employee performance through organizational commitment and organization citizenship behavior as intervening variables

“…The effect of organizational commitment on performance is explained by the research of Oyewobi et al (2019), Chiu et al (2019), and Imamoglu et al (2019) who use structural equation modeling (PLS-SEM) as an analytical tool. Franco and Franco (2017) found that in family SMEs, affective commitment has a positive influence on contextual performance.…”

“…Research on organizational culture on commitment is explained by Al-Sada (2017), Raharjo et al (2018), Shim (2015) and Jain (2015) which explain that organizational culture has a positive influence on employee organizational commitment. An empirical study of the relationship between organizational commitment and performance is shown by research by Oyewobi et al (2019), Chiu et al (2019), Franco and Franco (2017).…”