Work-Family Conflict and Employee Performance in Ghanaian Universities: A Multivariate Analysis of Mediating and Moderating Variables

This study examines the impact of work-family conflict on employee performance in Ghanaian universities, exploring mediating and moderating factors. Three mediating variables (affective commitment, family-related factors, and work-related factors) and one moderating variable (sex) were examined concerning the impact of work-family conflict on employee performance. A simple random sampling technique was used to select a sample of 310 respondents from the senior staff of the University of Cape Coast. The questionnaire was used to gather data, which was analysed using the Partial Least Squares-Structural Equation Modelling (PLS-SEM). Key findings revealed that family-related and work-related factors fully mediate the work-family conflict-staff performance relationship. Hence, to ensure optimal employee performance, the University of Cape Coast should encourage workers to effectively balance their work-related and family-related factors. Additionally, the moderating role of sex in the work-family conflict-performance link indicates that work-family conflict affects female senior staff performance at the university than their male counterparts. This study highlights novel mechanisms (family-related factors, work-related factors, sex) through which work-family conflict impacts employee performance. The study recommends that organisations should adopt balanced approaches to reduce work-family conflict. This study contributes to understanding work-family conflict's impact on employee performance, emphasizing the need for balanced work-life approaches in Ghanaian universities. By addressing work-family conflict, organisations can promote optimal employee performance and gain a competitive advantage.