Moderated Mediation between Work Life Balance and Employee Job Performance: The Role of Psychological Wellbeing and Satisfaction with Coworkers

Abstract

In response to growing health and productivity problems resulting from employees' lack of work-life balance, many organizations are taking serious steps to reduce conflict in their employees' work and family roles (Fapohunda, 2014; Working Families, 2017). This has led to increasing researchers' and managers' interest in this area of study. Organizations not permitting work-life flexibility tend to negatively impact their employees' job performance, whereas enhancing work-life balance may benefit both employees and organizations (Kelly et al., 2014). A recently published report in Forbes (an American business magazine) suggests that work-life balance matters much for higher creativity, productivity, and performance (Kruse, 2017). A variety of studies have delineated a strong relationship between work-life balance and employee job performance (Kim, 2014; Smith, Smith, & Brower, 2016). Despite researchers' growing interest in examining the relationship between work-life balance and employee job performance, little work has described the mechanisms which explain this relationship. Outside of Kim's (2014) study supporting the mediating role of employee's affective commitment h t t p : / / j o u r n a l s. c o p m a d r i d. o rg / j wo p

Work-Life Balance, Employee Job Performance and Satisfaction Among Doctors and Nurses in Malaysia

“…flexibility in working hours and supportive supervision) and employee job performance. ISSN 2162-3058 2019 These findings support previous studies by Mendis and Meerakkody (2017) and Haider et al (2017) which revealed that the better WLB practices will improve employee job performance and satisfaction. The mediation analysis also demonstrated that, in terms of explanatory power, the inclusion of job satisfaction in step 2 explained 30.0% of the variance in the dependent variable (job performance).…”

“…H2: There is a significant relationship between supportive supervision and job performance Haider et al (2017) studied the influence of psychological well-being and satisfaction in the relationship between WLB and employee job performance. Their study suggested that psychological well-being mediates the relationship between WLB and job performance.…”

“…Furthermore, a formal WLB policy could mitigate this issue but it could be very costly for most organisation (Haider et al, 2017). But, a flexible working arrangement can be established because the Malaysian working culture appreciates group cooperation and harmony, dependence besides empathetic collegiate relations (Abdullah, 1996;Hassan et al, 2010;Keshavarz & Baharudin, 2009).…”

A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills

“…PLS-SEM estimates were obtained from the latest version of SmartPLS 3 (3.2.7) software (Ringle, Wende, & Becker, 2015). The PLS approach to SEM is a component based procedure of estimation with iterative algorithms of least squares regressions (Haider, Fernandez-Ortiz, & de Pablos Heredero, 2017;Haider, Jabeen, & Ahmad, 2018;Hair, Hult, Ringle, & Sarstedt, 2014). Hypotheses are tested based on resampling method-bootstrapping.…”

COVID-19 and Work-Life Balance: What about Supervisor Support and Employee Proactiveness?

“…Work-life balance is a concept gaining accelerated importance and realization amongst individuals (Bouzari & Karatepe, 2020;Kelliher et al, 2019;Barber et al, 2019). Work-life balance has a significant role in boost quality of work (Bhende et al, 2020), satisfaction, and psychological well-being (Haider et al, 2018), employee commitment (Hofmann & Stokburger-Sauer, 2017), social life (Ola et al, 2019) and so forth. Importantly, scholars have identified the scarcity of research on the topic of work-life balance (e.g., Haar et al, 2019) whereby, limited studies have attempted to investigate how to predict WLB during the times of crisis such as COVID-19 Pandemic.…”