Relationship between work-family balance, employee well-being and job performance
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arXiv
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| Auteurs principaux: | , , |
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| Format: | Preprint |
| Publié: |
2023
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| _version_ | 1866910307631235072 |
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| author | Medina-Garrido, Jose Aurelio Biedma-Ferrer, Jose Maria Ramos-Rodriguez, Antonio Rafael |
| author_facet | Medina-Garrido, Jose Aurelio Biedma-Ferrer, Jose Maria Ramos-Rodriguez, Antonio Rafael |
| contents | Purpose: To assess the impact of the existence of and access to different work-family policies on employee well-being and job performance.
Design-methodology-approach: Hypothesis testing was performed using a structural equation model based on a PLS-SEM approach applied to a sample of 1,511 employees of the Spanish banking sector.
Findings: The results obtained demonstrate that the existence and true access to different types of work-family policies such as flexible working hours (flexi-time), long leaves, and flexible work location (flexi-place) are not directly related to job performance, but indirectly so, when mediated by the well-being of employees generated by work-family policies. In a similar vein, true access to employee and family support services also has an indirect positive impact on job performance mediated by the well-being produced. In contrast, the mere existence of employee and family support services does not have any direct or indirect effect on job performance.
Originality-value: This study makes a theoretical and empirical contribution to better understand the impact that of the existence of and access to work-family policies on job performance mediated by employee well-being. In this sense, we posited and tested an unpublished theoretical model where the concept of employee well-being gains special relevance at academic and organizational level due to its implications for human resource management. |
| format | Preprint |
| id |
arxiv_https___arxiv_org_abs_2401_13683 |
| institution | arXiv |
| publishDate | 2023 |
| record_format | arxiv |
| spellingShingle | Relationship between work-family balance, employee well-being and job performance Medina-Garrido, Jose Aurelio Biedma-Ferrer, Jose Maria Ramos-Rodriguez, Antonio Rafael General Economics Economics Purpose: To assess the impact of the existence of and access to different work-family policies on employee well-being and job performance. Design-methodology-approach: Hypothesis testing was performed using a structural equation model based on a PLS-SEM approach applied to a sample of 1,511 employees of the Spanish banking sector. Findings: The results obtained demonstrate that the existence and true access to different types of work-family policies such as flexible working hours (flexi-time), long leaves, and flexible work location (flexi-place) are not directly related to job performance, but indirectly so, when mediated by the well-being of employees generated by work-family policies. In a similar vein, true access to employee and family support services also has an indirect positive impact on job performance mediated by the well-being produced. In contrast, the mere existence of employee and family support services does not have any direct or indirect effect on job performance. Originality-value: This study makes a theoretical and empirical contribution to better understand the impact that of the existence of and access to work-family policies on job performance mediated by employee well-being. In this sense, we posited and tested an unpublished theoretical model where the concept of employee well-being gains special relevance at academic and organizational level due to its implications for human resource management. |
| title | Relationship between work-family balance, employee well-being and job performance |
| topic | General Economics Economics |
| url | https://arxiv.org/abs/2401.13683 |