Relationship of personality, high performance work practices, and work stress with work-life balance: Mediating role of work-family conflict

The purpose of this research was to identify the relationship of personality, high performance work practices, work stress, and work-family conflict with work-life balance, along with considering the work-family conflict as a mediator. Other than work-life balance, all variables were divided into their sub constructs for a comprehensive statistical analysis. 1050 Self-administered structured questionnaires were distributed to those bank employees who were either: married, divorced, or separated; had children; and work experience of at least one year in that bank. Final data set was based on 726 employees of 277 banks in South Punjab. Results revealed that work-life balance is not just the absence of conflict, it is a separate construct. Results further revealed that personality Type B behavioral patterns, performance management and evaluation practices, and family to work conflict enhance work-life balance, and work to family conflict reduce work-life balance. Moreover, personality Type A behavioral patterns, and work related stress increase work to family conflict, and personality type B behavioral patterns, and career management practices reduce work to family conflict. However, Personality Type B behavioral patterns, and career management practices, and work environment related stress increase family to work conflict, and team working and communication practices reduce family to work conflict. Results further revealed that work to family conflict mediates the relationships of personality Type A and Type B behavioral patterns, career management practices, and work related stress with work-life balance. However, Family to work conflict mediates the relationships of personality Type B behavioral patterns, team working and communication practices, career management practices, and work environment related stress with work-life balance. These results have various pivotal organizational and social implications. If government and banks will consider these implications, they can not only enhance banks performance, but can also improve personal lives of bank employees through enhanced work-life balance.