The influence of work-life balance, flexible work arrangements and psychological well-being on job performance among Malaysian female bank employees

Tan, Yu Xian (2026) The influence of work-life balance, flexible work arrangements and psychological well-being on job performance among Malaysian female bank employees. Master dissertation/thesis, UTAR.

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Abstract

The prioritisation of work and encouragement of overtime in the banking industry have created barriers for female employees to balance their professional and family responsibilities, leading to work-life imbalance and decreased mental and physical well-being. This imbalance can negatively affect their overall psychological well-being and job performance. Despite increasing participation of women in the banking workforce, limited research has explored how flexible work arrangements (FWA) and work-life balance (WLB) affect their psychological well-being and performance in the Malaysian context. Grounded in the Conservation of Resources (COR) theory, this study examines the influence of flexible work arrangements and work-life balance on the job performance of Malaysian female employees in the banking sector, with psychological well-being serving as a mediating variable. A quantitative research method was adopted, and survey questionnaires were distributed to female employees working in banking institutions across W.P. Kuala Lumpur and Selangor. Among 385 responses received, 375 were usable and completed. The data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) via SmartPLS 4 to assess the reliability, consistency and hypothesized relationship among the variables. The findings reveal that both flexible work arrangements and work-life balance have a positive impact on psychological well-being, which in turn enhances job performance. Moreover, psychological well-being partially mediates the relationships between work-life balance, flexible work arrangements, and job performance. These findings iii highlight the importance of adopting flexible work polices and promoting worklife balance initiatives to enhance female employees’ psychological well-being and job performance.

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