Impacts of Work–Family Culture on Employee Job Performance in Achieving Sustainable Development Goals

The harmonized balance between work and family is tough to reach in modern industrial societies because of increasing demands at work and in family settings. Previous studies analyzed work–family culture and its relationship with employees’ job performance without focusing on specific industries. Pa...

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Bibliographic Details
Published in:Sustainability 2022-06, Vol.14 (12), p.7003
Main Authors: A Rahim, Nurul Aisyah Awanis binti, Omar, Khatijah, Haque, Adnan ul, Muhammad, Hamizah, Saputra, Jumadil, Hulu, Fasaaro
Format: Article
Language:English
Subjects:
Careers
Climate change
Economic growth
Employees
Employment
Gender
Job performance
Job satisfaction
Motivation
Poverty
Quality of life
Statistical analysis
Statistics
Sustainable development
Workers
Working conditions
Working hours
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Summary:The harmonized balance between work and family is tough to reach in modern industrial societies because of increasing demands at work and in family settings. Previous studies analyzed work–family culture and its relationship with employees’ job performance without focusing on specific industries. Paralleled with the Sustainable Developments Goals (SDGs), this study aims to analyze the relationship between work–family culture and employees’ job performance in selected industries in Malaysia. This study surveyed 336 employees working in four industries in Peninsular Malaysia, and data were collected using a self-reported questionnaire. The collected data were analyzed using two statistical analyses, i.e., descriptive and inferential statistic multiple linear regression by assisting statistical software, namely SPSS version 26. This study found that organizational time demands, and managerial support have a significant positive relationship with employees’ job performance. Moreover, the career consequences variable does not have a significant effect on employees’ job performance. Therefore, the results provided valuable insights into the work–family culture among employees with family responsibilities. Applied implications for managers are suggested to give full support to the employees while juggling their family matters. This study also contributes to the existing work–family culture literature. After a thorough analysis of this field, the researcher believed that other factors might significantly affect employees’ job performance, such as religiosity, working environment, and integrity in the organizations.
ISSN:2071-1050
2071-1050
DOI:10.3390/su14127003