Work-Family Conflict and Job Performance: The Role of Guilt and the Limits of Gender Role

Abstract

This research investigates the intricate relationship between work-family conflict and job performance, with particular attention to the mediating influence of work-family guilt. It also examines whether gender role orientations and decisions to reduce work hours moderate this mediated relationship. The study addresses notable gaps in existing literature by drawing on two foundational frameworks: role dynamics theory and the source attribution perspective. Empirical findings indicate that work-family conflict has a detrimental effect on job performance and that work-family guilt serves as a significant psychological mechanism through which this effect occurs. However, contrary to expectations, neither gender role orientations nor the act of reducing work responsibilities were found to moderate the indirect relationship. The study highlights the pivotal role of emotional processes, particularly feelings of guilt in explaining how inter-role conflict in the family and workplace impacts employee effectiveness. This research makes a valuable contribution to the field of organizational behavior by underscoring the emotional pathways through which work-family tensions impair performance outcomes. From a practical perspective, the findings stress the need for organizations to implement strategies that reduce work-family conflict and offer emotional support systems to employees. The conclusions drawn from this study also provide a basis for further inquiry, especially within culturally specific settings such as Pakistan, where conventional gender roles significantly influence both professional and domestic responsibilities.