The Moderating Effect of Work-Life Balance on Job Satisfaction

Abstract

In emerging cultures, job satisfaction and work-life balance are ongoing factors in gaining the ultimate competitive advantage for organizations. Work-life balance is a core ingredient for job satisfaction and for quality work performance, and employees need to have a sense of commitment to their jobs. The study attempts to determinethe extent to which work-life balance has a moderating effect onjob satisfaction in a call centre organization. The approach for the study was quantitative, and a self-developed questionnaire was the research instrument. The sample was107 employees and, both descriptive and inferential statistics were utilized. A probability random sampling technique was chosen. As evidenced in the study, room for improvement was required with both job satisfaction and work-life balance and; the validity and reliability for the study were high. The hypothesis for the study was partially accepted. In addition to a significant relationshipthat exists between the main constructs, work-life balance does have a moderating effect onjob satisfaction. The results and recommendations provide anecdotal evidence to call centre managers and policy makers to reach new levels of operations in order to meet their strategic intent and goal attainment.

The relationship between work–life balance and job satisfaction: moderating role of training and development and work environment

“…Extant research on WLB focused on the antecedent conditions (Alegre and Pasamar, 2018;Delanoeije et al, 2019;Gounder and Govender, 2018;Nizam and Kam, 2018), but the research focusing on the consequences of WLB is scant. Further, to the best of our knowledge, the moderating role of working conditions in the organization and training and development programs conducted in organizations is not examined.…”

“…The present study focuses on four important variables viz., job satisfaction, job commitment, job stress, work environment, and training and development. Extant research has studied the WLB concerning WFCs, FWCs, turnover, job satisfaction and job performance (Emslie and Hunt, 2009; Gounder and Govinder, 2018; Hon and Chan, 2013; Johari et al , 2018). Previous researchers did not consider the consequences of WLB except in one study by Johari et al (2018) who found that WLB is positively associated with job performance.…”