Impacts of Work–Family Culture on Employee Job Performance in Achieving Sustainable Development Goals

Abstract

The harmonized balance between work and family is tough to reach in modern industrial societies because of increasing demands at work and in family settings. Previous studies analyzed work–family culture and its relationship with employees’ job performance without focusing on specific industries. Paralleled with the Sustainable Developments Goals (SDGs), this study aims to analyze the relationship between work–family culture and employees’ job performance in selected industries in Malaysia. This study surveyed 336 employees working in four industries in Peninsular Malaysia, and data were collected using a self-reported questionnaire. The collected data were analyzed using two statistical analyses, i.e., descriptive and inferential statistic multiple linear regression by assisting statistical software, namely SPSS version 26. This study found that organizational time demands, and managerial support have a significant positive relationship with employees’ job performance. Moreover, the career consequences variable does not have a significant effect on employees’ job performance. Therefore, the results provided valuable insights into the work–family culture among employees with family responsibilities. Applied implications for managers are suggested to give full support to the employees while juggling their family matters. This study also contributes to the existing work–family culture literature. After a thorough analysis of this field, the researcher believed that other factors might significantly affect employees’ job performance, such as religiosity, working environment, and integrity in the organizations.

Factors Influencing Employee’s Well-Being and Job Performance: The Perspective of State-Owned Enterprise Employee

“…According to the findings of their research, Hoque et al (2022) highlighted that work-life balance improves employee performance. Rahim et al (2022) agree that the work-family culture, as part of the work-life balance, has a favorable impact on personnel job performance. H4: Work-life balance has a positive effect on job performance.…”

“…Organizational performance, which is the accumulation of individual performance, can be negatively affected by negative relationships in its implementation process and positively affected by the process of achieving organizational goals. A substantial amount of research has been performed to understand the factors affecting job performance, including the effects of excessive technology use that can lead to technostress (Singh et al, 2022;Spagnoli et al, 2020), perceived organizational support (POS) (Jeong & Kim, 2022;Zhang et al, 2022), worklife balance (Abdirahman et al, 2020;Rahim et al, 2022), and total reward systems (TRS) that are obtained from work (Gbande, 2016;Rai et al, 2019;Tarigan et al, 2022).…”

“…Remote work has become normal, work and family matters cannot be separated. Maintaining a healthy work-life balance is another critical aspect influencing employees by fostering a work-life balance culture, SOEs can empower their employees to achieve optimal performance while promoting overall well-being (Hoque et al, 2022;Rahim et al, 2022).…”

Beyond Work: The Role of “Family-Friendly” Practices in the Subjective Well-Being of Teleworkers and On-Site Workers in the COVID-19 Pandemic

“…Hence, as previous perspectives have suggested, participative and supportive management, encouraging employee engagement, is sufficient for the emergence of flexible and life-enhancing work arrangements in the current context, where two prevalent types of work arrangements (i.e., in-person and telework) co-exist within the same organisation [9,40]. Some authors argue that organisations lacking a work-family culture have negative impacts on their employees, such as emotional fatigue, leading to stress and impacting their well-being, ultimately affecting their job performance [41][42][43][44][45][46].…”

Determining Factors of Job Satisfaction in TVET Organizations towards Work Productivity in Achieving SDGs

“…Research interest in job satisfaction has been significant, drawing attention from numerous scholars across various organizational sectors (Olubiyi, 2023;Bilderback, 2023;Westerman et al, 2022;Lawal et al, 2022;A Rahim, 2022;Ghasemy, Rosa-Díaz, & Gaskin, 2021;Silva et al, 2020;Khan et al, 2014). This interest is fuelled by its long-term impact, particularly in the pursuit of Sustainable Development Goals (SDGs).…”