Effect of Work-family Role Conflicts on Employees’ Commitment and Organizational Performance: A Study of Aklad Interlink Concept, Nigeria

Abstract

Morinsola J. Oladejo & Olawumi D. Awolusi

The commitment of workers in their place of work is some worth dependent on their marital status. Owing to the above statement, this study examines the effect of work-family role on the level of employees’ commitment and organizational performance in AKLAD Interlink concept, Ibadan, Nigeria. The research design adopted was a survey type, based on a population of 1047. A total of 155 employees was subsequently selected using stratified random sampling techniques. A pilot study was performed to test the validity and reliability of the instrument (questionnaire). Consequently, validity and reliability were ascertained and confirmed via face, content, Cronbach alpha, average variance extracted and composite validity. The six (6) hypotheses of the study were tested using both multiple and simple linear regression, and the analysis of variance. The result of the study reveals a significant influence of work-family role conflicts on both employee commitment and organizational performance. In addition, the mediating influence of employees’ commitment in prediction organizational performance as a result of workfamily role conflicts was also validated by our findings. Moreover, work-family role conflict also had significant influence on gender. Lastly, the independent variable (work-family role conflict) also significantly influenced both married and single employees, as well as, the difference between the job commitment of both male and female staff of the organisation. The study therefore concludes that work-family conflicts affect the organizational performance and effectiveness of the organisation. Thus, our study strongly recommended strict adherence to balanced social lives, by organizational leaders and that special attention should be given to gender and marital issues of their employees so as to balance their family-work relationship. This study, therefore, contributes to extant literature, by showing the nexus between work-family conflict and workers commitment and organizational performance. The study also validated the theoretical framework.

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