Original Research

The role of work–life balance as mediation of the effect of work–family conflict on employee performance

Muzakar Isa, Nur Indrayati
SA Journal of Human Resource Management | Vol 21 | a1910 | DOI: https://doi.org/10.4102/sajhrm.v21i0.1910 | © 2023 Muzakar Isa, Nur Indrayati | This work is licensed under CC Attribution 4.0
Submitted: 14 February 2022 | Published: 30 March 2023

About the author(s)

Muzakar Isa, Department of Management, Faculty of Economic and Business, Universitas Muhammadiyah Surakarta, Surakarta, Indonesia
Nur Indrayati, Department of Magister Management, Faculty of Economic and Business, Universitas Muhammadiyah Surakarta, Surakarta, Indonesia

Abstract

Orientation: Many employees find it difficult to balance their role in family and work. For the organisation to be successful in achieving its goals, management must be fully aware of the employee’s needs as well as responsibilities towards the employee’s family.

Research purpose: This study aimed to analyse the effect of work–family conflict on work–life balance, the effect of work–family conflict on performance, the effect of work–life balance on performance and the effect of work–family conflict on employee performance through work–life balance as the intervening variable.

Research approach/design and method: The population of this study comprised all taxation civil services in The Solo Region totaling 694 participants. A sample of 254 people. The primary data was obtained through questionnaires distributed to respondents. This research employed the partial least square analysis method.

Main findings: Work–family conflict had a negative and significant effect on work–life balance and performance. Work–life balance had a positive and significant effect on employee performance. Work–family conflict showed a negative and significant effect on employee performance through work–life balance.

Practical/managerial implications: In an effort to minimise the possibility of work–family conflict, employees should remain knowledgeable in balancing the fulfilment of role demands in work and life domains. The organisation is expected to create a comfortable and supportive work atmosphere in order to avoid employee role conflicts efficiently.

Contribution/value-add: This study provides a new contribution to proving the theory of the relationship between work–family conflict, work–life balance and individual performance.


Keywords

work–life balance; work–family conflict; employee performance; working hours; individual performance

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