Moderating effects of gender and family responsibilities on the relations between work–family policies and job performance

Abstract

This study analyzes the impact of work-family policies (WFP) on job performance, and the possible moderating role of gender and family responsibilities. Hypothesis testing was performed using a structural equation model based on a PLS-SEM approach applied to a sample of 1511 employees of the Spanish banking sector. The results show that neither the existence nor the accessibility of the WFP has a direct, positive impact on performance, unlike what we expected, but both have an indirect effect via the well-being generated by these policies. We also find that neither gender nor family responsibilities have a significant moderating role on these relations, contrary to what we initially expected.

Keywords:

• Work–family conflict
• work–family policies
• work–family balance
• family-friendly policy
• job performance
• employee well-being
• gender
• family responsibilities
• human resource management
• HRM

Acknowledgments

This publication and research has been partially granted by INDESS (Research Universitary Institute for Sustainable Social Development), Universidad de Cádiz, Spain.