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Work-life Balance and Job Performance:The moderating effect of organizational culture

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目录

声明

CHATER 1 Introduction

1.1 Introduction

1.2 Background of the study

1.3 Objectives of study

1.4 The structure of the study

CHAPTER 2 Literature review

2.1 Work-life balance

2.2 The Quality of Work life

2.3 Work-life Conflicts

2.4 Spillover

2.5 Organizational culture

2.6 Other contextual factors

2.6 Job performance

2.7 The linkages between Work-life balance and Job performance

2.8 Research question and hypothesis of the research

CHAPTER 3 Methodology

3.1 Introduction

3.2 Research design

3.5 Data Collection

3.6 Sampling method

3.7 The detail of the questionnaire

3.8 Reliability and Validity analysis

CHAPTER 4 Findings and analysis

4.1 Descriptive statistics of respondents’ demographics

4.2 Work-life balance descriptive statistics analysis

4.3 Organizational culture descriptive statistics analysis

4.4 Other contextual factors descriptive statistics

4.5 Job performance descriptive statistics

4.6 The analysis of correlation

4.7 The analysis of Research questions and Hypothesis

4.8 Analysis

4.9 Summary of research hypothesis result

CHAPTER 5 Conclusion

5.1 Introduction

5.2 Research question conclusion

5.3 Theoretical implications:Spillover

5.4 Organizational culture:Clan and Hierarchy

5.5 Limitations

5.4 Recommendations for the future research

参考文献

APPENDIX

致谢

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摘要

Nowadays，it seems like many employees have to deal with the difficulties in order to build the balance between work and personal lives since they have to work under pressure of decision on a financial career. First of all，they realize what they demand in their life and how it will affect their life then they have better lives. In addition，rush hour and traffic also have some impacts on some employees’ decision whether they should come to the workplace early or not. Additionally，planning to avoid the heavy traffic by leaving workplace later. As a result，it is an important factor that affects their working life balance，which may cause unsatisfy of working performance,personal relationship problem，family time，unhealthy daily life. In this research，the researcher focuses on Bangkok bank employees，especially how they manage their work-life balance. Therefore，the objective of this study isto examine the employees’ work-life balance evaluation and identify the influences of organizational culture towards the relationship of work-life balance and job performance among Bangkok bank’s employees.
　　Bangkok Bank Public Company Limited is known as one of the largest regional banks in Southeast Asia with the total assets of approximately US$85 billion.According to the company’s profile，it is clearly that Bangkok bank public company is playing as the crustal role as market leader in corporate and SME banking with the country's largest retail customer base. The bank's oversea branch networks have been spanned over 14 economic growth country，including Beijing，Chongqing，Shanghai，Shanghai Free-trade Zone，Shenzhen，andXiamen.
　　There are three main elements，which are studied in this research，first factor is work-life balance，which divided into four subscales of work; work flexibility，leave arrangement，health and well-being，and financial support.All of these can be provided by the organization then affect on employees’satisfaction as the employees’ perceived，it will influence on their job performance. The second element is organizational culture，Cameron and Quinnsuggested that there are 4 types of cultures; Clan，Adhocracy，Hierarchy andMarket,which can be affected people in the organization. The last element isjob performance，which is the result from employees when they can balance their work and life with organizational culture as the moderating factor in this research.
　　Two research questions were conducted in this research in order to clarify the relationship between work-life balance and job performance，where the organizational culture is the moderator of this relationship as shown in the followings;
　　1.)Based on the work-life balance perception，Is there any relationship between work-life balance and employees’ performance in Bangkok bank and which factors is the main subscale that affects on job performance?
　　2.)Will The organizational culture moderate the relationship between work-life balance and job performance in Bangkok bank? Within the organization’s environment working，everyone in the organization takes role as employees and have to follow the organizational culture as Ioan Lazar (2010) indicated that organizational culture has not supported work-life balance yet，also，promotion，job security，and work environment are small elements of work-life balance，To clarify this element are normally provided by company that may directly effect on work performance.
　　3.)Will Hierarchy culture directly impact the job performance? The conceptual framework was created based on related literature reviews such as articles，journals，and previous research by using the quality of work and life,Spillover theory，organizational culture and job performance. Nevertheless，the Spillover has adopted only positive spillover，which influences another role positively. All explanation of concepts as below:
　　Since there is no clear definition of the term of“work-life balance”According to the review of literature from many related researchers，it can beconcluded that compensation，safety and healthy environment，development of employee capacities，advancement，social integration，constitutionalism，time management and organization pride，take the crucial role in correlated with work-life balance. As many aspects of work-life balance，this research focuses on some aspects of work-life balance. To define frequently term in order to avoid misunderstanding are explaining as the following paragraph
　　Work flexibility:work flexibility refers to time and work hours in each day，which can cause of stress if employees have long working hours and may impact on job performance.
　　Leave arrangement refers to appropriate leave and vacation，which may make employees feel fresh after their short-term vacation or asked for half-day leave to do their thing if needed.
　　Health and well-being，mental health and physical health at the workplace are also important to employees，personal health impacts their health andalso can be caused by reducing performance.
　　Financial support，financial support was ranked as the most important issue since it can minimize the stress due to debt，the expense for family members and unexpected issues in the future since it can motivate employees to work harder or reward them back in bonus payment form. Promotion，job security，and work environment were included in one of elements that may affect onwork-life balance.
　　Another concept is Spillover，which is associated with the role of work and family that can be a negative or positive relationship to another role. The research will be focused on positive Spillover，which each role is related and interface，and also，contribute to the performance. Spillover is categorized into three groups; 1) Mood spillover，2) Value spillover and 2) Behavior spillover，all of this will be mentioned in Chapter 3
　　Organizational culture，this factor is a moderator of the relationship work-life balance and job performance as Cameron and Quinn (2011) mentioned that there are four types of organizational culture;Clan，Hierarchy，Adhocracy,and Market. In this research，Clan and Hierarchy were adopted to explain the organizational cultures.
　　Job performance，completing an assignment on time is a mandatory factor of performance to show their responsibility. When employees can’t balance their work and personal life in any aspects，which mentioned above，it would impact on their ability on their working outcome，for instance，their poor health condition may have negative on the contribution of good performance.
　　The researcher employs quantitative research method to conduct the research.The questionnaire was conducted with close-ended questions and tested with 184 Bangkok bank’s employees in Bangkok and also currently work with Bangkok bank. The observations were collected by using online survey due to the limitation of time and budget，and also，respondents can complete the questionnaire anytime with non-probability method.
　　The first pilot test study will be used to check the questionnaire’s reliability by first 30 respondents. The result of reliability was computed with Cronbach's Alpha，which was an acceptable outcome and then the questions are tested in the second stage by Exploratory Factor Analysis (EFA) in order to check the factors’ internal reliability，which is validated at this stage.So,the questionnaires are released for gathering the data from target respondents.
　　The finding of the research found that there is correlation between each work-life balance factor and job performance. The organizational culture; Clan moderates the relationship and even direct and stronger to job performance.Clan has known as a collaborative culture，which influences on the relationship between work-life balance and job performance. It can be explained that Bangkok bank has a good collaborative culture in the organization，which is an advantage for those employees to have a better performance in their outcomes.For example，when the employees are stuck in the problems，there willbe other colleagues or managers，who will help to guidance and give a decision,which in turn，increase job performance. In contrast，Hierarchy culture in the organization has directly a negative correlation with job performance as expected. Even there is a friendly work environment among their colleagues,but the people in higher position always centralized their power and sometimes may put more workloads and employees need to put more their time to secure their job and being satisfied to their employer. For suggestion，the managers and employers may need to think of the best proper way to improve employees’performance to make their employees feel comfortable-like helping them and guide them，not only order them by his/her power.
　　All the result of work-life balance and job performance among employees of Bangkok bank in Bangkok is only perceived from a small proportion of employees.The data was used in this research is the answer of respondents by capturing their satisfaction. It may be changed in a short time later. Moreover,the findings of the research may provide a beneficial result and recommendation to Bangkok bank managers to adjust their organization system to help and support their employee to have a better quality of work and life.

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