The Moderating Effect of Work-Life Balance on Job Satisfaction
Keywords:
Job satisfaction, workforce, work-life balance, flexible work arrangements, employee performance
Abstract
In emerging cultures, job satisfaction and work-life balance are ongoing factors in gaining the ultimate competitive advantage for organizations. Work-life balance is a core ingredient for job satisfaction and for quality work performance, and employees need to have a sense of commitment to their jobs. The study attempts to determinethe extent to which work-life balance has a moderating effect onjob satisfaction in a call centre organization. The approach for the study was quantitative, and a self-developed questionnaire was the research instrument. The sample was107 employees and, both descriptive and inferential statistics were utilized. A probability random sampling technique was chosen. As evidenced in the study, room for improvement was required with both job satisfaction and work-life balance and; the validity and reliability for the study were high. The hypothesis for the study was partially accepted. In addition to a significant relationshipthat exists between the main constructs, work-life balance does have a moderating effect onjob satisfaction. The results and recommendations provide anecdotal evidence to call centre managers and policy makers to reach new levels of operations in order to meet their strategic intent and goal attainment.
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References
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Singh, A. (2013). Female employees’ perceptions of work-life balance at a banking institution in the Durban Region. Unpublished Master’s thesis, University of KwaZulu-Natal, Durban, South Africa. Tasnim, M., Hossain, M. Z. & Enam, F. (2017). Work-Life Balance: Reality Check for the Working Women of Bangladesh. Journal of Human Resource and Sustainability Studies, 5, 75-86. Tomazevic, N., Kozjek, T. & Stare, J. (2014). The Consequences of a Work-Family (Im) Balance: From the Point of View of Employers and Employees. International Business Research, 7, 83-100. Tayfur, O. & Arslan, M. (2013). The role of lack of reciprocity, supervisory support, workload and work–family conflict on exhaustion: Evidence from physicians. Psychology, Health & Medicine, 18(5), 564-575. Therkelsen, D. & Fiebich, C. (2003). The supervisor: the linchpin of employee relations. Journal of Communications Management, 4, 120-129. Umar, A. (201). Effect of wages, motivation, and job satisfaction on the performance of workers in the manufacturing industry in the city of Makassar. Journal Aplikasi Manajemen, 10(2), 406-408. Van Gils, W. & Kraaykamp, G. (2008). The emergence of dual-earner couples: A longitudinal study of the Netherlands. International Sociology, 23(3), 345-366. Yadav, R. K. & Dabhade, N. (2014). Work Life Balance and Job Satisfaction among the Working Women of Banking and Education Sector – A Comparative Study.International Letters of Social and Humanistic Sciences, 21, 181-201. Zeytinoglu, I. U., Cooke, G. B. & Mann, S. L. (2009). Flexibility: Whose Choice Is It Anyway? Relations Industrielles / Industrial Relations, 64(4), 555-574.
Published
2018-05-19
How to Cite
Gounder, S., & Govender, P. (2018). The Moderating Effect of Work-Life Balance on Job Satisfaction. Journal of Economics and Behavioral Studies, 10(2(J), 63-73. https://doi.org/10.22610/jebs.v10i2(J).2217
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Research Paper
Copyright (c) 2018 Simone Gounder, Patsy Govender
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