The Effect of Work-Family Conflicts on Employee Well-Being: The Mediating Role of Work-Life Balance and the Moderating Role of Psychological Resources

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ID: 336733
2024
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Ranked #549 of 953 articles by views in Pakistan Social Sciences Review

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Abstract
This study examines the impact of work-family conflicts on employee well-being across eight dimensions, emphasizing the function of work-life balance as a mediator. It primarily focuses on the telecom industry in Pakistan. The research also explores how personal resources, particularly psychological capital, moderate the association between work-family conflict and employee well-being. Work-family disputes can cause stress for employees and interfere with their well-being and work-life balance, according to the available literature on the subject. Stress will eventually turn into burnout if this circumstance persists for a long time, which will impact employee and organisational performance and output. Organizations and existing literature is waiting for solutions to improve employee performance in these inescapable situations. Employees of Pakistan telecom industries are the population of this study. The sample size is 395 participants. The data has been analyzed by using Preacher and Hayes' moderation-mediation models. Hayes' (2012) bootstrapping method has been used for mediation testing. Regression analysis has been used for testing of hypothesis. The results show how important is work-life balance for improving well-being and provide information on how organizations can reduce work-family conflict and encourage a more productive, healthy workforce. The findings suggest that work-family conflict adversely impacts employee well-being, which can be reduced by high levels of psychological capital and improved work-life balance. In the light of findings, organisations should create comprehensive policies to lower work-family conflict through family-friendly and flexible work arrangements. Moreover, to reduce the negative consequences of work-family conflict, employee development initiatives should incorporate training programs that promote psychological capital, specifically hope, resilience, and self-efficacy.
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Authors Mumtaz Muhammad Khan
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Journal Pakistan Social Sciences Review
Year 2024
DOI
10.35484/pssr.2024(8-IV)47
URL
https://ojs.pssr.org.pk/journal/article/view/866
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