Work Life Conflict, Employee Well-Being and Perceived Organizational Support

Abstract

Work-Life Conflict, Employee Well-Being and Perceived Organizational Support: A Study of Executive Level Apparel Sector Employees in Sri Lanka This quantitative study investigated the impact of Work-Life Conflict (WLC) and Organizational Support (OS) on Employee Well-Being (EWB) within Sri Lanka’s apparel industry. The research utilized a positivism philosophy, a deductive approach, and was designed to test existing hypotheses. Data were collected from a random sample of 253 employees using a structured questionnaire, which was then analyzed using SPSS, including correlation, regression, and Sobel's mediation tests. The analysis demonstrated a statistically significant overall model. Key findings supported two of the three hypotheses: 1. There is a significant negative relationship between WLC and EWB, meaning as conflict increases, employee well-being tends to decrease. 2. There is a significant positive relationship between OS and EWB, indicating that greater organizational support is linked to higher employee well-being. However, the third hypothesis was rejected, as the Sobel test revealed that Organizational Support did not significantly mediate the relationship between WLC and EWB. The regression analysis concluded that WLC and OS collectively explain 51.3% of the variation in EWB. The study is limited to the apparel sector in Colombo and its surrounding areas, suggesting a need for future research to explore other variables like job security and leadership style, and to expand the geographical scope. Keywords: Work-Life Conflict, Organizational Support, Employee Well-Being, Psychological Well-Being, Job Burnout.