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