Impact Of Family-Work Conflict On Performance Of Nurses With A Mediating Role Of Organizational Commitment: Perspective From Public Hospitals In KP, Pakistan

Abstract

This study aimed to examine the relationship among family-work conflict, commitment and employees’ performance. Furthermore, the mediating role of organizational commitment in the relationship between family-work conflict and employees’ performance is also tested. 484 nurses (response rate=71%) working in government hospitals of Khyber Pakhtunkhwa, Pakistan were selected using purposive sampling technique. Data were collected using organizational commitment scale (Meyer, Allen, & Gellatly, 1990), job performance scale (Goodman & Svyantek, 1999) and family-work conflict scale (Haslam, Filus, Morawska, Sanders, & Fletcher, 2015). Employee performance was shown to be adversely and significantly correlated with family-work conflict (r = -0.612). Likewise, a significantly negative connection (r = -0.727) was established between family-work conflict and employees’ commitment. Nonetheless, it was shown that there was a positively significant correlation (r =0.668) between commitment and employees' performance. Through structure equation modeling (SEM), organizational commitment showed a partial mediation in the relationship between family-work conflict and employees’ performance. The findings offer valuable insights for organizations seeking to create supportive environments that improve commitment and performance while addressing challenges related to work-life balance. Organizations should consider implementing employee support programs or flexible work arrangements to mitigate family-work conflict, promoting a healthier work-life balance.