WORK–LIFE CONFLICT AND ITS CONSEQUENCES FOR JOB PERFORMANCE: A MEDIATED–MODERATED MODEL OF EMPLOYEE WELL-BEING AND SOCIAL SUPPORT

Abstract

Purpose To investigate the impact of work-life conflict on job performance, examining the mediating role of employee well-being and the moderating role of social support. The study aims to understand how these factors interact to influence employee productivity and satisfaction. Methodology A quantitative, cross-sectional study design using a survey-based approach. Data will be collected from employees of healthcare sector especially nurses. Structural Equation Modeling (SEM) will be employed to analyze the relationships among work-life conflict, employee well-being, social support, and job performance. Findings The study is expected to show that work-life conflict negatively impacts job performance, while employee well-being mediates this relationship. Social support is anticipated to moderate the effects, buffering the negative impact of work-life conflict on both well-being and performance. Originality This study contributes novel insights into the mechanisms by which work-life conflict affects performance and emphasizes the dual roles of well-being and social support. It provides an integrated perspective, highlighting under-researched areas in organizational support dynamics. Practical Implications The findings will help organizations understand the importance of supporting employee well-being and providing social support to improve performance. Practical strategies will be suggested for organizations to minimize work-life conflict and enhance support systems for employees