Publication History
Submitted: March 03, 2023
Accepted: March 20, 2023
Published: April 01, 2023
Identification
D-0043
Citation
Wiranya Gupta (2023). A study of employee performance with moderating role of support at home and support at work through the mediating role of work-life balance. Dinkum Journal of Economics and Managerial Innovations, 2(04):209-221.
Copyright
© 2023 DJEMI. All rights reserved
209-221
A study of employee performance with moderating role of support at home and support at work through the mediating role of work-life balanceOriginal Article
Dr. Wiranya Gupta 1
- National University, Bangladesh; wiranya-gupta2@gmail.com
* Correspondence: wiranya-gupta2@gmail.com
Abstract: As a result of the shifting employment patterns, organisations in both the public and commercial sectors are implementing new procedures, and there is a greater emphasis placed on new features of employment, specifically adaptability, teamwork, competitiveness, and increasing responsibility. A lack of excitement on the part of employees and organizational. The banking industry of Bangladesh places a significant emphasis on performance as one of its primary concerns. This study investigated the problem of employee enthusiasm and performance in different commercial banks in Bangladesh by looking at the relationship between Support at Home and Support at Work via the mediating influence of Work-Life Balance. A method based on surveys was utilised to collect data from a total of 1,800 staff employees of various banks, each of whom had a different rank. In order to verify the hypothesis, the Smart-PLS programme was utilised. The research revealed significant information on employee performance, including the moderating role of support at home and the supporting role of support at work, as well as the mediating role of work-life balance. According to the findings of the study, there is a considerable connection between support received at home and support received at work and employee performance, with the function of work-life balance serving as a mediator. This study would be an important contribution to the existing body of research on the topic of the relationship between an employee’s performance and their work-life balance.
Keywords: Work-life Balance, employee enthusiasm, Support at Home, and Support at Work
- INTRODUCTION
Because of the shifting employment patterns, organisations in both the public and commercial sectors are implementing new processes, and there is a greater emphasis placed on new features of employment, including adaptability, teamwork, competition, and increasing responsibility [1]. The term “work-life balance,” or WLB, refers to an individual’s capacity, regardless of their gender or age, to successfully juggle the demands of their professional and personal lives simultaneously. Both men and women have experienced similar disruptions to their ability to maintain a healthy work-life balance as a result of shifting work requirements and patterns [2]. The prevalent work environment is quite stressful for everyone, but it is especially unpleasant for women because they play such an important role in the management of the household. Achieving and sustaining a healthy work-life balance is a significant challenge for families in which both members are employed full-time. It has been established that “work” is the realm of men, whereas “family and kids” is considered to be a woman’s responsibility [3].Employee enthusiasm can be defined as a state of mind that is active, dedicated, and engrossed, and which results from an experience that is satisfying for the individual [4]. An engaged employee is someone who is driven and is completely aware of the goals of the organisation. They also inspire the rest of the staff to work towards the accomplishment of the organization’s objectives [5]. Recent studies have concluded that human resource management (HRM) practices like achievable work goals and reduced job demands have impacted employee enthusiasm positively [6]. Organizations all over the world are now more employee focused [7] and hence have introduced flexible worktime arrangements for their employees. The immediate results show that productivity is positively affected [8], and the employee displays more energy and dedication [9]. The study will focus on commercial banks in Bangladesh since, in the past, only a limited amount of research has been done to analyse employee enthusiasm and how it is affected by Support at Home (SH), Support at Work (SW), and also with the work-life balance. The study will target commercial banks in Bangladesh because prior research has been restricted. Over the course of the past decade, this industry has experienced phenomenal expansion. Both public and private universities are home to significant numbers of staff members. As a result, it is of the utmost importance to investigate so that proper policies can be devised to make the most of the contributions made by academicians. Since the level of employee enthusiasm is of the utmost significance to any company, the purpose of this research is to investigate the nature of the connection that exists between the WLB and EE. The primary objective is to identify the primary ways in which organisations may assist employees in maintaining a healthy work-life balance through the implementation of supporting policies. There is also a comprehensive analysis that contrasts the effects that SH and SW have on WLB. After that, a comprehensive investigation into the consequences of the help received both at home and at work is carried out. The findings will be analysed in order to gain a deeper comprehension of the situation as it currently stands in Bangladesh.
- LITERATURE REVIEW
The phrase “work-life balance” refers to a method of coping with the stress that emerges when people try to juggle the various areas of their lives, such as their family, health, friends, and work [10]. When an individual is able to keep a healthy balance between his or her home life and work life, that employee has feelings of calm and happiness [11]. Work-life balance can be difficult to achieve in households with two working adults. Nevertheless, the possibility of flexible working hours provides better control to manage work commitments, non-work activities, and caring responsibilities, particularly for women [12]. Both the employee and the employer benefit from the arrangement, making it a win-win scenario. There is a reduction in employee absenteeism and costs, as well as an improvement in productivity and employee retention, which is noticed by employers. The employees report a higher level of happiness [13]. Recent studies have shown that when women are unable to successfully juggle their personal and professional lives, they opt out of working for large corporations and instead pursue opportunities in the realm of entrepreneurship. This provides individuals with a greater degree of autonomy over the management of their time [14]. It has been noted that over the course of time, there has been a consistent rise in the number of working women as a percentage of the total workforce. On the other hand, there has not been an increase of the same percentage in the amount of time that dads have started engaging in the responsibility of child care. As a result, women are more likely to feel anxious about striking the right balance in their lives [15]. Both men and women in every region of the world are currently dealing with the WLB issue [16]. Recent studies conducted in the United States reveal that attitudes towards gender have already evolved over the course of the past 20 years. Women are now more determined than ever to pursue jobs, while males are spending more time with their families and children than in the past and are consequently struggling to find a healthy work-life balance [17]. Another study has shown that the gendered views of professional men still believe flexibility to be an option that is essential for working women because their primary responsibility is to support their husbands’ professions and care for their children. In addition, an organisation may provide flexibility for the advantage of both men and women; yet, in practise, more women make use of the work-life balance policy [18]. Everyday practises relating to WLB need to be modified so that they conform to the individual and collective standards of society. This must be done while keeping the gender and racial inequalities that are common in society in mind. Women in Bangladesh confront a variety of obstacles, including familial and societal conventions as well as pre-defined gender roles, according to study that was conducted in Bangladesh and yielded comparable results. They came to the conclusion that the phrase “work-life balance” can have a variety of various connotations for different people [19]. A study conducted in France regarding the shortened work week and flexible time option revealed that the majority of people who selected for these were women. These individuals were not only content with their lives, but they were also able to do more chores around the house and had a better overall balance in their lives. The shifting patterns of labour in Europe have put a great deal of stress on both individuals and the partners of those individuals [20]. Men depend more on their spouses, and working women face further pressure regarding childcare as the family units are quite weak. Previous research has also shown that family support is essential for managing the children and household if women are working on International assignments, and only then a positive spillover can be expected [21]. Employee enthusiasm is dependent on a number of factors, like the environment, the line managers’ attitude, and the nature of the employee. An individual can become an engaged employee due to the positive supporting factors, and the same individual may be disengaged in a different environment or with a different manager. In Bangladesh, some organizations where employees are required to put in more hours have HR personnel to take care of the employee’s family needs and arrange recreational activities; others have introduced flexible work time arrangements. Another study about the effects of flexible work arrangements or the work-from-home option concluded that women experienced reduced stress and could manage time for leisure activities with family. Household tasks could also be easily managed. Employee enthusiasm can be defined as the state in which the employee exhibits traits like dedication and enthusiasm and loses track of time when engrossed at work. As reported by a study, the employees in an organization are not engaged in the Global economy. At the same time, 18% of the workforce is actively disengaged [22]. As a direct consequence of this, annual lost production amounts to almost $7 trillion. Employee engagement is at its highest level when they spend between 60 and 80 percent of their time working off-site or from their homes. whereas children are cited as the primary reason for not working by 54% of women who do not currently have jobs. The benefits that an organisation receives as a result of enthusiastic employees increase dramatically. The most important advantage is the rise in productivity and decrease in employee turnover, which leads to cost savings. Next, there is an increase in both customer satisfaction and employee loyalty, both of which are beneficial to the organisation [23]. According to the findings of a study that was conducted in Bangladesh on the topic of the effects of stress brought on by the Work-Life conflict and its effects on turnover among marketing executives, businesses should place more of an emphasis on effective policy-making regarding work schedules, realistic targets, and periodic respite as an absolute necessity for better WLB. As a result, employees will experience less stress, and organisations will reap the benefits of lower employee turnover. When the consequences of work-life conflict are researched in relation to job satisfaction, the results demonstrate that job satisfaction can only be attained with a limited amount of interference from either work to family or family to work in both directions. This is the only way that job satisfaction can be accomplished. Nevertheless, in order to obtain job satisfaction, it is necessary to have some degree of job autonomy as well as the support of the organisation [24]. Another study was carried out in Bangladesh on IT professionals. This study discusses the effects of work-family-friendly policies, job characteristics, and career opportunities on organisational commitment. The findings of this study show that IT professionals were able to achieve significant organisational commitment with the assistance of work-family-friendly policies and good job prospects. The findings of the study also brought to light the distinct cultural differences that exist between public and private organisations. Following an examination of the published material, it has been determined that there is a hole in the coverage of an investigation of the relationship between work-life balance and employee performance in the context of Bangladesh. Even if a few other industries have been studied in the past, there hasn’t been much done in terms of research on commercial banks in Bangladesh. Following is a list of hypotheses that have been formed based on the literature review that was presented before.
H1: Support at Home is positively associated with Work-Life Balance.
H2: Support at work is positively associated with Work-Life Balance.
H3: Work-Life is positively associated with employee enthusiasm.
H4: support at home is positively associated with employee enthusiasm.
H5: support at work is positively associated with employee enthusiasm.
The conceptual framework of the research is shown in Figure 1. It is comprised of 4 latent variables, namely WLB, SH, SW, and EE. The SH and SW are the independent variables, WLB is the mediating variable, and EE is the dependent variable. Initially, the effects of SH and SW will be studied on the WLB. The combined effects of Support at Home and Support at Work will be studied on the dependent variable EE, with the mediating effect of WLB. Lastly, we shall also see how the SH and SW affect EE directly.
Figure 01: Conceptual Framework
Table 01 is the list of all the variables along with the indicators used in the study. The abbreviations are also mentioned for the variables and indicators.
- MATERIALS AND METHODS
This type of research is quantitative. The participants in the study come from eight different commercial banks in Bangladesh [25]. The size of the sample was determined by utilising a sample calculator (26), starting with a population of N=1800 staff members, and calculating from there. The sample was analysed with a margin of error of five percent and a confidence interval of ninety-five percent. Only members of the permanent staff were included in the sample. In order to meet the criteria necessary for exclusion from the study, personnel participants had to have a total work experience of less than one year and be single. Only four of the respondents were in the age range of 20 to 25 years old, despite the fact that the overall range of ages was from 20 years old to over 40 years old. The bulk of the respondents had reached the age of 35 or were older. 166 out of the total respondents have a spouse that is employed. And there are children in the household for 216 of the respondents. Everyone who responded to the survey is quite qualified. The instrument that has been utilised for the purpose of data collecting is the questionnaire. The survey was designed on a seven-point Likert scale, with responses including Entirely Disagree, Mostly Disagree, Somewhat Disagree, Undecided, Somewhat Agree, Mostly Agree, and Agree. In addition to this, the instrument for the research was evaluated for its validity and reliability. A further subdivision of the structural equation model results in the formation of two models: the measurement model, also known as the outer model, and the structural model, also known as the inner model. The measurement model will specify the nature of the relationship that exists between the constructs and the variables that are used to monitor them. The structural model’s predictive power for further interpretation can be determined by the route coefficients. This ability can be used to further understand the model. In accordance with this, the path models are also being examined. The separate components of the measurement model and their dependability were evaluated in order to validate the overall accuracy of the model. In addition to this, both the convergent and the discriminant validity of the constructs are investigated. In the beginning, the relationship between the latent variables SH, SW, WLB, and EE is displayed in Figure 2, along with the coefficients and factor loadings. These may all be found in the same place. When attempting to assess the reliability of the factors, it is necessary to first check the dependability of the factor loadings on their respective latent constructs [27].
- RESULTS AND DISCUSSION
4.1 Reliability and Validity
The questionnaire has been adopted and amended according to the requirements [28] to make sure the content validity of the research instrument. The research has been analyzed through multi-item constructs for each factor, which has been further analyzed by the item and the factor analysis. Table 4 depicts the results of the reliability tests. The factor loadings of any single construct to its latent variable determine the reliability of that construct [29]. A higher value of the loading means that there is more shared covariance between the latent variable and the construct; a lower value indicates an error variance. The accepted value of 0.70 or higher is a preferred value [30]. In exploratory research, a value of 0.4 or higher may also be considered acceptable [31]. However, the value of 0.7 may not be found in real-life data. Thus the value has to be interpreted in the light of the theory being tested and not by the generalized cutoff level [32]. The study showed factor loadings from the range of 0.631 to 0.835, as all the values are above 0.7 except 2 values, which are 0.631 and 0.692, and may also be accepted. In Table 4, the factor loadings and the Composite reliability by the method presented forth by Fornell and Larcker [33] and the value of the Average Variance Extracted have been shared. The Fornell and Larcker measure of composite reliability is considered more appropriate than Cronbach’s alpha, as it presents a better-estimated value of the shared variance of the indicators [34]. The value of 0.7 has been suggested to be the qualifying standard value for composite reliability, as has been recommended by Fornell and larcker in 1981. The composite reliability values range from 0.797 to 0.827. The Composite reliability and also the Average Variance Extracted have been shown in Table 2 below:
Table 02: Factor Loadings, Composite Reliability & Average Variance Extracted
4.2. Convergent validity
The degree of agreement among the measure of the same construct is convergent validity. The convergent validity can be analyzed by calculating the variance for each factor. The accepted standard value should be higher than 0.5. The results for the factor loadings for this study fall under the range of 0.568 to 0.614. Hence it shows that the convergent validity of the variables SH, SW, WLB, and EE are accepted.
4.3 Discriminant validity
The individual differences between the constructs represent the discriminant validity (Carmines & Zeller, 1979). The pairwise correlation factors are compared with the variance extracted for each possible pair occurring. The test to measure the discriminant validity has been recommended by Fornell and Larcker. The standard acceptable value is 0.5 and higher.
Table 03: Discriminant Validity
The discriminate validity is confirmed if the diagonal values are significantly higher than the off-diagonal values. These values are, in fact, the square root of the Average Variance Extracted (AVE) of the SH, SW, WLB, and EE. The values are shown in Table 3 above.
4.4 Structural Model
The structural model, along with the hypotheses, is to be tested by calculating the path coefficient (β). As the normally distributed data is not required in the PLS, so the R2has been calculated for the analysis of the latent dependent variables [35] as well as average Variance [36]. The result showed that SH, SW, and WLB are putting 34% impact on employee enthusiasm, and SH and SW are putting an impact of 30% on WLB. For the R square, the values are 0.347 for the EE and 0.309 forth WLB. The level of predictive acceptance for R square can be explained as 10% being small, 25% being medium, and 36% being larger. Therefore the results for R square fall in the medium to the larger range for the acceptable predictive value [37].
Table 04: R Square
Figure 02: Algorithm Result
4.5 Endogenous variable variance
The coefficient of determination value for Employee Engagement (EE) is 0.347, which is the endogenous latent variable. The latent variables of SW, SH, and WLB impact EE by a predictive acceptance range of moderate to substantial impact. This means that the latent variable explains 34.7% of the variance in EE. Whereas SH and SW explain 30.9% of the variance of the WLB.
4.6 Path Coefficient of the Inner Model
- The inner model explains that SW has the strongest impact of 0.342on WLB. Next, SH affects the WLB with an impact of 0.315. Then the SW directly affects EE with an impact of 0.305. The WLB impacts EE by 0.273. Followed by the impact of 0.149 from SH to EE directly. Hence the relationship between WLB and EE is statistically significant.
- The SW also has a strong impact (0.342) on WLB directly. And also, SW has a statistically significant relationship with EE (0.315).
- SH also has a significant relationship with WLB (0.315). However, the SH has an impact of .0149 on EE directly, which is not statistically significant.
- Thus, it can be stated that SH and SW are both strong predictors of WLB and then of EE. However, the SW can also be a moderately strong predictor of EE directly.
- It can also be stated that WLB is also a moderately strong predictor of EE.
Figure 03: Boot Strapping Result
From Table 5 given below, it is evident that Beta is 0.149 for the SH over EE. This means that there is only a 14.9 % effect of the SH on EE. The value of “t” is 2.251, which is greater than 1.96 (table value 1.96 at 5 %). This means that there is a significant impact of SH on EE at a 5% confidence interval. However, there is a 31.5 % impact of SH on WLB, as the beta value stands at 0.315. The “t” value for the 5.287 is greater than 2.576 (table value 2.576 at 1 %), which means that SH has a significant impact on WLB with a 1% confidence interval. However, the beta value for the SW on WLB is 0.342, meaning that support at work impact work-life balance by 34.2%. The “t” Value is 5.320, which is greater than 2.576 (table value 2.576 at 1 %), showing the significant impact of SW on WLB. Whereas the beta value is 0.305 for the SW over the EE. This means that support at work affects employee enthusiasm by 30.5%. The “t” value is 4.659, which is greater than 2.576 (table value 2.576 at 1 %), showing the significant impact of SW on EE. The combined effect of SH and SW on WLB further impacts EE by 27.3%, as the beta value is 0.273. The “t” value is 4.364, which is also greater than 2.576 (table value 2.576 at 1 %), showing the significant impact of the WLB on EE.
* Significance at 10% (1.645), ** Significance at 5% (1.96), *** Significance at 1% (2.576)
Table 05: Hypothesis Testing
- CONCLUSIONS
The research is aimed at establishing the relationship between Support at Home and Work, Work-Life Balance, and employee enthusiasm. The path coefficient beta has been analyzed, and it has been established that there is a significant correlation between SW and WLB and also between SH and WLB. Whereas SW also has a significant impact on EE directly. Also, we have seen that there is a positive correlation between WLB and EE. However, there is an insignificant impact of SH on EE directly. To test the hypotheses, the coefficient of determination (R2) has been applied. After the analysis of the measurement and the structural model, it has been concluded that the relationship between SH and WLB is significant, with a 0.315 path coefficient and t value of 5.287. This very clearly indicates that if there is a 100% change in SH, the same will bring about a change of 31.5% in WLB. The SW also has a significant relationship with WLB with a path coefficient of 0.342 and the t value of 5.320. This indicates that if there is a 100%change in SW, this will bring a change of 34.2%in WLB. The relationship between WLB and EE is also significant, with a path coefficient value of 0.273 and the t value of 4.364. This means that a 100%change in WLB will bring about a change of 27.3% in EE. The relationship between SH and EE is also significant as the path coefficient value is 0.149, and the t value is 2.251. This means that a 100%change in SH will bring about a change of 14.9% in EE only. The relationship between SW and EE is also significant as the path coefficient value is 0.305 and the t value is 4.659; this means that if there is a 100%change in the SW, it will bring a change of 30.5% in EE. After a detailed study, it has been concluded that any changes in the SW and SH will impact the WLB of the individuals and will initially improve the WLB, and then the organizations will benefit in the form of increased EE. However, as the main objective of the universities is to increase EE, hence the foremost step should be taken by the universities in the form of policy-making toward flexible work and time arrangements. There are other supportive arrangements like short/ full day leaves in case of emergencies etc. which the Universities should devise policies about so that they save on the cost incurred by absenteeism, turnover, etc., to increase the engagement of the employees. The SH is also of utter importance to any individual, as close-knit family setups are popularly prevalent in our culture. The WLB of academicians is based on, firstly, SW, which in turn helps them to manage their family affairs easily and on time. When the family receives the due share of time and attention that is when the family also actively helps and supports them. This is how the engagement of academicians increases towards the university. The work-life balance of any individual is dependent upon the support they receive from their respective families and organizations. A healthy work-life balance, if achieved, positively impacts employee enthusiasm of that individual. The organizations will benefit greatly from the increased employee enthusiasm, as it has been previously reported that in the global economy, about 67% of the employees are “Not Engaged,” and resultantly, $7 trillion is lost in productivity each year. Organizations from all economic sectors can greatly enhance EE with a few supportive policies. The research is highly beneficial for Bangladesh, as it has been conducted here. This research highlights the benefits of the supportive policies which all organizations can implement to save on production costs and missed days at work. A larger number of women are also employed in the active workforce in Bangladesh; there is about a 52% refined activity rate for women working in Bangladesh in the years 2020-2022. There has been found to be a lag in the implementation of supportive policies in Universities in Bangladesh. The study has proved that the factors of employee enthusiasm, like engagement, taking the initiative, and ownership, will be positively affected, and hence the overall productivity will increase and operational cost will decrease.
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Publication History
Submitted: March 03, 2023
Accepted: March 20, 2023
Published: April 01, 2023
Identification
D-0043
Citation
Wiranya Gupta (2023). A study of employee performance with moderating role of support at home and support at work through the mediating role of work-life balance. Dinkum Journal of Economics and Managerial Innovations, 2(04):209-221.
Copyright
© 2023 DJEMI. All rights reserved