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Abstract
Purpose: The main purpose of the study was to investigate the effect of work-life balance on affective commitment and in-role performance and to explore the mediating role of affective commitment to link work-life balance and in-role performance in the Korean context.
Design/methodology/approach: Through the literature review, the hypothesized model and hypotheses were developed. Using data gathered from 293 Korean workers, the current study tested hypotheses using structural equation modeling (SEM) and regression analysis.
Findings: The results showed no direct effect of work-life balance on in-role performance. However, it was found that employees' experience of work-life balance increases affective commitment and that affective commitment has a positive influence on in-role performance.
Originality/value: Despite favorable outcomes of work-life balance and the increased interest in this topic, less attention has been made on what effect work-life balance has on employees' attitudes and behaviors. Indeed, most of the studies to date on work-life balance have been conducted in Western countries, not in Asian countries. Thus, this study sought to understand work-life balance in Asian countries, especially in Korea, and to compare the results with those from studies conducted in Western countries. The findings of this study could be useful for Korean organizations to understand the role of work-life balance in employees' personal and work life.
Keywords: Work-Life Balance, Affective Commitment, In-Role Performance, S. Korea
Paper Type: Research Paper
Introduction
Individuals experience more conflict between work and personal life as they continue to pursue the quality of life that they need (Casper et al., 2011). Thus, successfully balancing work and family life is one of the major challenges facing current individual workers (Halpern, 2005).
Historically, work-life balance issues have been considered personal issues (Emslie & Hunt, 2009), and employers have just responded to their employees' needs by providing additional benefits such as on-site childcare service and paid maternity leave in the workplace. However, with environmental shifts and value changes of employees, employees' desire for work-life balance has increased and employers have begun to offer more active support of their employees' work-life balance (Thornthwaite, 2004). In its list of the 100 best companies to work for, Fortune magazine identifies organizations that make an effort to assist employees in managing the duties of work and family (Muse et al., 2008)....