||The relationships between Work-life Conflict, Work-life Balance and Job performance of older workers, Moderated by Personality The Case study of Taiwan Industries: CSC and CSBC
||Department of Business Administration
Demographic changes like ageing workforce raised questions about work–life balance and productivity among older workers. This study proposes a research in constructing Work-Life Balance as a major link between Work-Life Conflict and Job Performance of older workers. Specifically, it uses Personality as a moderator, because the attitude toward work or life is dependent on one’s personality or his or her point of view about job or personal life. Employee with positive affectivity may pay no regard to stress created by conflict between work and personal life. A survey was conducted within 2 weeks. Main respondents are 55-64 age blue-collar workers and their supervisors from two Taiwan industries: China Steel Corporation and China Shipbuilding Corporation. The sample size is 153. Results demonstrate that Work-Life Balance has a significant effect on Job Performance of older workers, and two types of Work-Life Conflict (time-based and strain-based) have a negative effect on Work-Life Balance of older employees. It is interesting that time-based conflict and strain-based conflict have no direct impact on Job Performance. However, Work-Life Conflict is negatively related to Job Performance through reduced Work-Life Balance. Also, there was no moderating effect of Personality on the relationship between Work-Life Conflict and Work-Life Balance. Despite research limitations, this study still provides some significant results and future research suggestions.
TABLE OF CONTENTS
TABLE OF CONTENTS IV
LIST OF TABLES VII
LIST OF FIGURES VIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation. 1
1.2 Research Objective. 8
CHAPTER TWO LITERATURE REVIEW 9
2.1 Work-Life Conflict (WLC). 9
2.2 Work-Life Balance (WLB) of older workers. 10
2.3 Job Performance (JP) of older workers. 12
2.4 Relationship between WLC and JP of older workers. 13
2.5 Relationship between WLC and WLB of older workers. 15
2.6 Relationship between WLB and JP of older workers. 17
2.7 WLB as a Mediator of the relationship between WLC and JP of older workers. 17
2.8 Personality (P) as a Moderator of the relationship between WLC and WLB.
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 20
3.1 The conceptual framework. 20
3.2 Summary of Hypotheses. 21
3.3 The questionnaire design. 22
3.4 Construct measurement. 22
3.4.1 Work-Life Conflict. 22
3.4.2 Work-Life Balance of older workers. 23
3.4.3 Job Performance of older workers. 24
3.4.4 Personality. 25
3.4.5 Personal Basic Information. 26
3.5 Data collection procedures. 27
3.5.1 Sample. 27
3.5.2 Procedures. 29
3.6 Method of data analysis. 29
3.6.1 Descriptive Analysis. 30
3.6.2 Confirmatory Factor Analysis and Reliability test. 30
3.6.3 Structure Equation Modeling. 30
3.6.4 Hierarchical Regression Analysis. 31
CHAPTER FOUR RESEARCH RESULTS 32
4.1 Data Collection. 32
4.2 Descriptive Statistics. 32
4.2.1 Characteristics of Respondents. 32
4.2.1 Descriptive Analyses for Questionnaire Items. 34
4.3 Confirmatory Factor Analysis and Reliability test. 36
4.3.1 CFA and Reliability test of Work-Life Conflict. 36
4.3.2 CFA and Reliability test of Work-Life Balance. 38
4.3.3 CFA and Reliability test of Personality. 39
4.3.4 CFA and Reliability test of Job Performance. 40
4.3.5 Overall CFA. 40
4.3.6 The correlation matrix. 42
4.4 Structural Equation Modeling. 44
4.4.1 Hypotheses Testing of TWLC. 44
4.4.2 Hypotheses Testing of SWLC. 46
4.5 Hierarchical Regression analysis. 49
4.5.1 Hypotheses Testing of Moderating Effect of Personality on relationship between TWLC and WLB. 49
4.5.2 Hypotheses Testing of Moderating Effect of Personality on relationship between SWLC and WLB. 52
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 56
5.1 Research Conclusion and Discussion. 56
5.2 Research Contribution and Managerial Implications. 60
5.3 Limitation and Future Research Suggestions. 61
Appendix 1: Questionnaire in English. 68
Appendix 2: Questionnaire in Chinese 74
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