Work-Life Balance and Employee Performance in Selected Manufacturing Company

Abstract

The purpose of this study is to examine the relationship between work-life balance (WLB) and employee performance. Specifically, based on Hayman's (2005) concept on WLB, the authors tested how four dimensions in WLB are correlated to employee performance. Furthermore, employee performance constructs were derived from the Individual Work Performance Questionnaire (IWPQ) developed by (Koopmans et al., 2013). Using a survey questionnaire, this research was conducted with sample of 132 employees from a selected manufacturing company in Johor, Malaysia. Data was analyzed using descriptive and inferential statistics such as mean, frequency, percentage, and coefficient correlation. The findings revealed overall WLB level and employee performance level were moderate among respondents. A weak correlation was found between WLB and employee performance in the study, but a positive correlation existed. An organization must understand that employees' ability to perform is determined by their opportunity and willingness to perform, as well as how much effort they are willing to put forth. It is less likely that individuals will be helpful at work when role conflict is increased, so organizations can benefit from practicing and promoting WLB.

Work-Life Balance, Take Home Pay and Workplace Environment: Which One has the Most Influence toward Employee Performance on Gen Z?

“…This was also confirmed by a significance t of 0.007 (in model 5) or less than 0.05 which indicates that the effect exerted by the work-life balance variable is significant on employee performance. The proof of the effect of work-life balance on employee performance in this study showed that there are results of study that are in line with various previous studies on similar topics, which stated that work-life balance has a significant and positive effect on employee performance in various industries (Shaari et al, 2022;Susanto et al, 2022;Melayansari & Bhinekawati, 2020;Ngozi & Chinelo, 2020;Victoria et al, 2019;Jackson & Fransman, 2018;Lazǎr et al, 2010).…”

“…And thus ultimately improving their health, making workers more productive at work, and resulting in fewer sick days and absences from work (Holden & Sunindijo, 2018). Even the implications of work-life balance on employee productivity or performance have also been proven in various studies which confirm that work-life balance significantly and positively affects employee performance (Shaari et al, 2022;Susanto et al, 2022;Melayansari & Bhinekawati, 2020;Ngozi & Chinelo, 2020;Victoria et al, 2019;Jackson & Fransman, 2018;Lazǎr et al, 2010). This positive influence means that with better or healthier work-life balance conditions felt by employees, in the end it will also increase the performance or productivity of employees, and vice versa.…”

Striking a Balance by Exploring the Impact of Duty Time on Life Harmony in Saudi Arabia's Manufacturing Sector

“…Previous researchers had defined the life harmony and work-life balance as the appropriate separation of time and focus between work and family (Adikaram and Jayatilake 2016). For example, association between work-life balance and gender differences was noticed within the manufacturing sector in Mumbai, India (Kshirsagar 2015). Moreover, positive relationship between life harmony and employee productivity was noticed in Pakistani banking sector (Ansari et al 2015).…”