How Islamic work-life balance mediates work-family conflict and enhances employee performance in religious-based workplaces

Intan Ratna Wati; Anna Fatimah; Aulia Vidya Almadana; Lanita Winata

doi:10.31106/jema.v22i1.23753

Authors

Intan Ratna Wati Department of Management, Faculty of Economics and Business, Diponegoro University, Semarang
Anna Fatimah Department of Management, Faculty of Economics and Business, Diponegoro University, Semarang
Aulia Vidya Almadana Department of Management, Faculty of Economics and Business, Diponegoro University, Semarang
Lanita Winata Department of Accounting, Finance, and Economics, Griffith Business School, Griffith University, Brisbane

DOI:

https://doi.org/10.31106/jema.v22i1.23753

Keywords:

Work-Family Conflict, Islamic Work-Life Balance, Employee Performance, Religious, Human Management, Healthcare

Abstract

Work-family conflict often makes employees feel stressed and tired, which can reduce their performance at work. However, there is still a lack of studies on how Islamic work-life balance can help employees handle this problem, especially in hospitals where religious values are very important. In fact, most existing research focuses on general work-life balance, with very few studies exploring it from an Islamic perspective. This study aims to examine whether Islamic work-life balance (IWB) can mediate the negative effect of work-family conflict (WFC) on employee performance (EP). Data were collected from Islamic hospital staff and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that WFC has a strong negative effect on EP, while IWB has a positive effect on EP and can also weaken the negative effect of WFC on EP. This means that when employees have better Islamic work-life balance, they can manage work and family demands more calmly and still perform well. The more employees feel supported by Islamic work-life balance, the more they can focus on their work and achieve higher performance, even when facing strong work-family conflicts. These findings show that IWB is not only important for personal well-being but also helps improve overall organizational outcomes in religious-based workplaces.

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