Journal of Resources Development and Management www.iiste.
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ISSN 2422-8397 An International Peer-reviewed Journal
Vol.10, 2015
Influence of Work Life Balance on Employees Performance:
Moderated by Transactional Leadership
Muhammad Aslam
COMSAT Institute of Information Technology, Wah Cantt
Abstract
University managements have the responsibility to ensure that their employees’ work-life balance is improved,
not only for the mere compliance of laws and statutes but rather to mitigate the pitfalls of high turnover and high
health care costs associated with work-family conflicts, which are proven to be financially disadvantageous over
putting into place a healthy human resources recruitment and retention strategy. The present study investigates
the influence of work life balance on employee performance in education sector of Pakistan. The study also
investigates the moderating effect of transactional leadership on relationship between work life balance and
employee performance. The study used sample of 150 respondents from eight universities of Islamabad and
Rawalpindi. The regression and moderation analysis are performed by using the SPSS 22. The findings of study
reveal the work life balance has significant positive effect on employee performance. The results also present
that transactional leadership has significant moderating effect. The study recommends that management of
universities should consider the effect of work life balance while making polices about leave and working load
etc. The findings of study have important policy implications for policy makers and government to increase the
employee performance.
Keywords: Work Life, Performance, Pakistan, SPSS, Transactional
1. Introduction
In today’s dynamic environment, it is noticed that employees face heavy work load and long working hours and
this has significant effect on their and lives of their families. There are some questions that are not only posed by
employees but also important for employers. Is there any possibility to have life and career together? Can a
university employee balance his life and work together? University managements have the responsibility to
ensure that their employees’ work-life balance is improved, not only for the mere compliance of laws and
statutes but rather to mitigate the pitfalls of high turnover and high health care costs associated with work-family
conflicts, which are proven to be financially disadvantageous over putting into place a healthy human resources
recruitment and retention strategy (Cleveland, et al., 2007). Cleveland et al (2007) suggested that there is a
trickle-down effect on the hourly employees when managerial stress and health-related problems are addressed,
because the overall workplace climate may improve and this can be done via rolling out strategic programmes
with the use of technology.
People will enjoy perfect life in a society that is democratic, tolerate, righteousness, fair, can compete,
dynamic and has endurance that is high. In addition, create society that is independent living, peaceful and
developed with confidence on oneself, proud with what achieved and strong face various problems. Pakistan
society can be identified through effort to achieve glory, realize the all abilities, do not give in to anyone else,
and are respected by other country's people. Therefore, educational innovation is major contributor to capital
development is social and economic country. Education is also trigger creativity and generator innovation that
complement young generation with skill needed to compete in job market, and become enabling development
whole economy. In generating human capital that is knowledgeable high and have the expertise in all fields.
Governments has planned and drafting policy education policy to increase quality of human capital through
national empowerment higher education.
The resultant stress that university employees experience is associated to work and family conflicts
(Wong & Ko, 2009). The issue of work-life balance has received much attention, and the different actors and
participants in different industries are gradually becoming aware of practices for balancing work and life (Wong
& Ko, 2009). Based on the research of Thompson & Prottas (2006) as cited in Cleveland, et al (2007),
minimizing voluntary turnover will translate to lower costs in training and recruitment, and will cultivate a vast
pool of managers with more years of experience who can be groomed to be the next tier of future education
leaders. Moreover, the Cleveland et al (2007) suggested that there is a trickle-down effect on the hourly
employees when managerial stress and health-related problems are addressed, because the overall workplace
climate may improve and this can be done via rolling out strategic programmes with the use of technology.
Furthermore, the afore stated research suggests that new entrants to the hotel industry may have not carefully
thought of the ways to attain balance between family and work and this is notably precarious when hotel workers
start to have children during which there is a demand for long and unpredictable hours. The present study
investigates the influence of work life balance on employee performance in education sector of Pakistan. The
study also investigates the whether the transactional leadership style has moderating effect on this relationship or
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Journal of Resources Development and Management www.iiste.org
ISSN 2422-8397 An International Peer-reviewed Journal
Vol.10, 2015
not?
2. Literature Review
Since bursting into 21st century, the education industry has provoked vibrant workforce and economic
challenges. According to researchers, the ability of stakeholders to solve these challenges by together has major
part in success of these challenges (Bernhardt et al., 2003). The researcher also documented that dynamic tends
in early 21st century has enabled employers to reconsider their human resource strategies (Lowe, 2007). In his
Human Solution Report, he also identified and reported that an ample number of employees are suffering from
imbalanced and recessed work life quality.
Moreover, it refers to “the stability characterized by the balancing of an individual’s life complexity and
dynamism with environmental and personal resources such as family, community, employer, profession,
geography, information, economics, personality, or values” (Crooker et al, 2002). The author also intends to
build on the findings from the qualitative study on Work-Family Conflicts and Enrichment by Lovhoiden et al
(2011) on middle managers in the Norwegian hotel industry. A research questionnaire has been distributed to top
luxury hotels in the Philippines. The researcher has adopted a questionnaire based from the findings of the study
by Lovhoiden et al (2001) on Work-Family Conflicts and Work-Life Enrichment. The researcher has replicated
this study alongside incorporating the results of the research of Wong & Ko (2009), with modifications.
Pillinger (as cited in Redmond et al., 2006) declared that the term ‘work-life balance’ is more favored
because both parents and non-parents are given due consideration, with respect to their needs and experiences.
Furthermore, Pillinger elucidated theoretical framework is more progressive or an ‘out-of-the box’ approach
because it considered a whole new interpretation and description of the phenomenon of living and working, and
the different actors have come to an agreement that in reality, work-life balance encompasses “adjusting work
patterns so that everyone, regardless of age, race or gender can find a rhythm that enables them more easily to
combine work and their other responsibilities and aspirations.”
Different authors have attempted to explain and emphasized the interconnection of work and personal
life in the organization setting, namely: (1) “the compensation effect implies that employees tend to compensate
for low work or personal life satisfaction by seeking contentment in the other domain”; and (2) “the spill-over
view that indicates that job satisfaction spills over into one’s work life and vice versa.” (Bruck Allen & Spector,
2002; Gibson, Ivancevich, Donnelly & Konopaske, 2006). Gibson et al. (2006: 197-198). To reinforce this, a
study made by Manuel and Ramos (2008) on work-life balance among workers in the Business Processing
Outsourcing (BPO) in the Philippines, most of the respondents have encountered difficulties to balance their
work and life at the same time. Moreover, the study revealed that work schedules affect or obstruct appointments
for studies and family time.
According to Hechanova (2008) in her article “Work-Life Balance: The Philippine Experience in Male
and Female Roles and Leadership,” there is a growing parallelism between the changes in the structure and
nature of the family with that found in the workplace. Hechanova (2008) counters further that work-life balance
is dependent or contingent upon two salient concepts and these are flexibility and choice, regardless of how each
one would define work-life balance. According to Cooper (1994) who carried a number of academic reviews,
there is sufficient evidence to raise concerns about the risks to health and safety that long hour’s culture subjects
employees. According to the survey by( Strathmore university , 2011 ) the one thing that will bring a noticeable
change in work life balance at Kenya power is the management of overtime. The report further states that Kenya
power seems to help employees at a certain time in parenting regime –around pregnancy and birth. After the
employee returns to work the child is “forgotten “. The existence of dual career couples and staff who are in
Generation X and Y was not given considerable attention while implementing work life balance (WLB). Shift
work and work schedules falling on the weekends and holidays which is a characteristic of the hotel industry
have been somewhat blamed for marriage and childcare problems (Presser, 2004, Almeida, 2004) and this has
proven to be very difficult to resolve, in order to bring about work-life balance. Moreover, Drew, Humphreys
and Murphy (as cited in Redmond et al., 2006) suggested “that personal fulfillment is important inside work and
that satisfaction outside work may enhance employees' contribution to work” (2003:13). Hayward, Fong &
Thornton (2007) found out employers possess a positive attitude towards work-life balance and the benefits it
bring forth in the workplace and in the homes of the employees, however implementation of working practices
relating to flexibility is a major challenge for employers if minimum business disruptions are to be considered.
Work-family conflict has been the focal point of the bulk of researches that looks into the meeting points
between work and family (Barnett, 1998; Greenhaus & Parasuraman, 1999). Work-family conflict is denoted as
an inter-role conflict which arises due to the incompatibility or absence of fit, in terms of roles at work and
family. It is yet defined as “a form of inter-role conflict in which the role pressures from the work and family
domains are mutually incompatible in some respect” (Greenhaus & Beautell,1985). Aslam et al., 2011 identified
that wok family conflicts arise as a result of difference between family role and work roles.
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Journal of Resources Development and Management www.iiste.org
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Vol.10, 2015
3. Research Methodology
The present study was conducted among the employees of education sector. The eight universities were selected
from twin cities of Pakistan i.e. Rawalpindi and Islamabad. The convenient sampling technique was used to
gather the primary data from respondents. The sample size consists of 150 respondents. The primary data is
collected by using the adapted questionnaires. The questionnaire consists of work life balance 7 point Likert
scales (e.g. not at all, sometimes) adapted from Hayman, J. (2005). The transactional leadership is measured by
using 5 point Likert scale from strongly agree to strongly disagree. This scale is adapted from AKHIGBE, O. J.et
al., (2014). The employee performance is also measured using 5 point Likert scale strongly agree to strongly
disagree adapted from Kamau, J. M., et al., (2013). Furthermore, a quantitative data collection technique has
been adopted in order to gather empirical evidence as well as an insight into the education sector of Pakistan
existing Work-Family balance and employee performance. The questionnaires were in printed form, which
contain informed consent stating the privacy and confidentiality of all the personal data gathered from the
participants. The researcher found this format to be the most suitable and convenient method to collect data in
consideration of salient issues on the availability of computer and internet accesses of the target respondents,
either in their workplaces or at their homes, and to minimize any possible disruption on their respective time
availabilities, among others, opposite to the internet distribution of an electronic format of the questionnaire. In
the planning stage, an initial contact via telephone and site visits were coordinated with the prospective hotel
participants and an overwhelming consensus favored the printed questionnaires, to be manually distributed and
collected over the electronic format distributed via email or URL link to ensure that the participants would
answer the questionnaires upon receipt from the human resources personnel, within an allowable time period,
when they have availability at their respective work stations or during their work breaks. Moreover, the less
preferred strategy of electronic distribution will involve collecting personal information, such as the email
addresses of the target respondents, which the hotel administration will need extended consideration time as
necessary approval from the director will be required and this may prove to be taxing and may lead to
unnecessary delays. In the process of seeking the cooperation of the employees in order to get hold of target
respondents, the human resources directors, and head of Education institutes have been contacted via face-to-
face meeting, email or phone, in order to provide clear explanations on the nature and the purpose of the
research, the roles that they are supposed to assume for the proper administration of the procedures in the
distribution and collection of the questionnaires. Official communications have also been previously sent to
human resources directors and head of departments, who were considered as co-operators of this research, were
given a reasonable amount of time to respond. The SPSS 22 software is used to conduct the analysis. The
advance econometric techniques like regression and moderation employed.
4. Results and Discussion
This section presents the results of regression analysis. The results of ANOVA and coefficients are also
presented in this section.
Table 1.0 Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .968a .958 .952 .10914
a. Predictors: (Constant), Avg_WIPL, Avg_PLIW, Avg_WPLE
Table 1.1 ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 106.639 3 34.465 2922.554 .000b
Residual 2.936 249 .012
Total 106.332 252
a. Dependent Variable: Avg_EP
b. Predictors: (Constant), Avg_WIPL, Avg_PLIW, Avg_WPLE
Table 1.2 Coefficientsa
Model Unstandardized Coefficients Standardized Coefficients t Sig.
B Std. Error Beta
1 (Constant) -.626 .065 -9.681 .000
Avg_WIPL .668 .012 .753 54.276 .000
Avg_PLIW .310 .017 .267 18.685 .000
Avg_WPLE .187 .017 .123 11.124 .000
a. Dependent Variable: Avg_EP
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Journal of Resources Development and Management www.iiste.org
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Vol.10, 2015
In the above tables, the influence of work life balance on employee performance is presented. The table 1.0
presents that 95.8 % change in employee performance is due to work life balance and remaining 4.2% change is
due to other variables that are not presented here. The penalization of any addition of extraneous variable in
model is present in adjusted R2 which is 95.2. The table 1.1 presents the results of ANOVA. The value of
regression, residual and total is 106.639, 2.936 and 106.332 respectively, which looks the breakdown of variance
in outcome variable. The degree of freedom is 3. The Regression degrees of freedom correspond to the number
of coefficients estimated minus .The value of mean squares is 34.465 and .012 which is Sum of Squares divided
by their respective DF. The value of F statistics is 2922.554 and hence more than 20; it shows the fitness of
model. The value of p is 0.000 which is less than 0.05; it means there is significant relationship between
variables. The value of beta in table 1.2 is 0.626; it means that effect of explanatory variables is 62.6 times. The t
stats and p values show the significant relationship between Work/personal life enhancement (WPLE), Personal
life interference with work (PLIW) work interference with personal life (WIPL) and employee performance
(EP). The result of moderation analysis shows that transactional leadership has negative significant effect of on
relationship between work life balance and employee performance.
5. Limitations and Future Research
Limitations on the methodology will be considered in terms of the current situation of the education sector in
Pakistani context, the representativeness of the sample taken and the season during which the survey will be
conducted. The study can be extended to other sectors to get generalize results. The sample size can be
increased. Moreover, future researchers can conduct the factor analysis.
6. Conclusion & Recommendations
The findings of present study reveal that flexible work arrangement influence employee performance at
education sector of Pakistan; the study also reveals that an increase in flexible work arrangement would
positively influence employee performance. Thus the study concludes that flexible work arrangement influence
employee performance. Moreover, the study also finds the transactional leadership has moderating effect on
relationship between work life balance and employee performance. The study establishes that personal life
influences employee performance. The study found that reduced work option positively influence employee
performance at education sector of Pakistan.
From the findings and conclusion the study recommends that there is need for organization to enhance
their flexible of work schedule strategies as it was found that an increase in flexible work arrangement would
positively influence employee performance. There is need for education sector to provide child care facilities to
parenting employees, this will in turn improve the employee performance. There is a need for the management of
education sector to design polices that will enhance leaves among their employees as it was found that an
increase in family leaves positively influence employee performance.
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