Abstract
Purpose: This study investigated the effect of job demand and job support on employees' work-family conflict. Of paramount interest was to verify whether work-family conflict differed among male and female employees in the banking sector of Ghana. Design/Methodology: This study used a descriptive survey design and a quantitative approach to collect data from banking institutions with the help of a standardized questionnaire. The independent sample t-test and multiple regression were used to analyze the data. Findings: The study results showed that job demand had a positive effect on work-family conflict while job support also had a negative effect on work-family conflict. The study also revealed no significant difference in the experience of work-family conflict among males and females in the banking sector of Ghana. Practical Implications: The study's findings indicate that for employees in the banking sector of Ghana to contribute their quota towards the competitiveness of their banks, there is the need for their work-family interface to be aligned appropriately through family-friendly policies, realistic job targets, and substantial work-resources.
Highlights
Work-family conflict (WFC) is a global concern that many organizations and employees face in this 21st century (Mansour & Tremblay, 2018)
The P-value is equal to 0.662, which is greater than alpha (α) (P > 0.05). This makes the test not significant at a 5% significant level. This implies that there is not enough evidence to support the statement that work-family conflict differs concerning gender
We failed to reject hypothesis 1 and concluded that at 0.05 significant level, work-family conflict does not differ among males and females in the banking sector of Ghana
Summary
Work-family conflict (WFC) is a global concern that many organizations and employees face in this 21st century (Mansour & Tremblay, 2018). The two domains that play a paramount role in the life of every employee are the work and family domains. These domains involve various responsibilities that demand a high level of time and energy (Martínez-León, Olmedo-Cifuentes, & Sanchez-Vidal, 2019). Available research indicates that poor organizational and family commitment, poor mental well-being, and poor job performance are some of the negative repercussions of WFC, making the quest for its control ever-pressing (Annor, 2016b; Mansour & Tremblay, 2018; Morrison, Mensah, Kpakpo, & Asante, 2020)
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