Abstract
Balancing work and family demands presents challenges for employee well-being and job performance. Continuous skill development is also crucial for career success in today’s changing workplace. However, few research studies have looked into the role of self-directed learning behaviour (SDLB) in managing work-family conflict (WFC). The current study aimed to investigate the relations between WFC, job satisfaction (JS), organizational commitment (OC) and SDLB and whether SDLB mediates the relation between WFC and JS. A sample of 157 employed adults aged 18-65 years completed self-report measures of WFC, JS, SDLB, OC and demographic variables. SEM analysis was performed to examine the proposed relationships. Results showcased a significant direct negative effect of WFC on JS (β = -0.438, p < 0.001) but no indirect effect through SDLB (β = -0.012, p > 0.05). Moderated mediation analyses were also performed with gender as a moderator which revealed no significant conditional indirect effects. The findings suggest WFC directly impacts employees’ job attitudes, but SDLB may not buffer these effects as hypothesized. Implications and limitations are discussed. The study’s findings carry significant implications for organizations striving to enhance employee performance and well-being amidst evolving workforce trends.
Keywords: Job Satisfaction, Organizational Commitment, Self-Directed Learning Behaviour, Work-Family Conflict.