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

Abstract

PurposeThe purpose of this study is to investigate the relationship between work–life balance (WLB) and job stress, job commitment and job satisfaction. Further, the role of work environment and training and development as moderators in the relationship between WLB and its consequences is investigated.Design/methodology/approachUsing a structured survey instrument, this paper gathered data from 331 respondents working in a transportation company in southern part of India. After checking the psychometric properties of the structured survey instrument, the authors analyzed data using hierarchical regression and structural equation modeling.FindingsThe hierarchical regression results indicated that WLB is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to job satisfaction, and (2) job commitment is positively related to job satisfaction. The results also support that work environment is a moderator in the relationship between (1) WLB and job stress, and (2) WLB and job satisfaction. Results also documented that training and development is a moderator in the relationship between (1) job stress and job satisfaction, and (2) job commitment and job satisfaction.Research limitations/implicationsSince the present research is based on self-report measures, the limitations of common method bias and social desirability are inherent. However, the authors have taken sufficient care to minimize these limitations. The research has implications for managers in work organizations.Practical implicationsThis study contributes to both literature on human resource management and practicing managers. The study suggests that employers need to be aware of the importance of WLB and invest moneys into training and development programs. Results also suggest maintaining congenial work environment to help employees maintain balance between work and life.Social implicationsThe study is expected to contribute to the welfare of the society in terms of identifying the consequences of WLB.Originality/valueThis study provides new insights about the consequences of WLB through moderating role of training and development and work environment. To the authors’ knowledge, this is a conceptual model developed and tested and first of its kind in India.

Recognition and rewards as moderators in the relationships between antecedents and performance of women teachers: evidence from India

“…As several studies found that communication (vertical, horizontal and downward) plays a vital role in enhancing productivity and performance, our results are not surprising. Third, this study found that WLB is significantly and positively associated with performance (hypothesis 3), which supports the findings from the literature (Aruldoss et al. , 2022; Huang et al.…”

“…, 2001, p. 49). Literature search reveals that some researchers see WLB in terms of minimizing conflict between work and non-work, whereas others see it in terms of effectiveness and satisfaction (Aruldoss et al. , 2022; Casper et al.…”

“…WLB is concerned with the "degree to which an individual can simultaneously balance the temporal, emotional and behavioral demands of both paid work and family responsibilities" (Hill et al, 2001, p. 49). Literature search reveals that some researchers see WLB in terms of minimizing conflict between work and non-work, whereas others see it in terms of effectiveness and satisfaction (Aruldoss et al, 2022;Casper et al, 2018).…”

Employee retention through effective human resource management practices in Maldives: Mediation effects of compensation and rewards system

“…In terms of the moderating effect of T&D on the relationship between CD and ER, our finding is similar to Imna and Hassan (2015) but contradicts some studies, such as Kodwani and Prashar (2019), Abdulhabib and Al-Dhaafri (2019) and Aruldoss et al (2021), who found T&D has a significant moderating effect on the relationship between CD and employee outcomes, such as innovation, commitment, and performance. Therefore, H7 could not be supported.…”

“…Similarly, T&D had a positive and significant moderating effect on the relationship between foreign technology licencing and innovation (Nguyen-Van & Chang, 2020). Another study showed that T&D significantly moderated the relationship between talent management and job satisfaction (Aruldoss, Kowalski, Travis, & Parayitam, 2021). They also found that serviceoriented training moderated the relationship between talent management and organizational commitments (Aruldoss et al, 2020), such as employee turnover intention.…”