Work-Family Conflicts And Employee Job Performance: The Moderating Role Of Openness

Abstract

The purpose of this research is to explore how openness affects the relationship between work-family conflict and job performance. The research used a cross-sectional methodology, and 281 workers were chosen using random and stratified approaches (i.e., senior staff University of Cape Coast). Data were collected via a questionnaire, and the PLS-SEM was utilized to analyze the outcomes. The report's outcomes demonstrated that staff members were aware of the problem of work-family conflict and how it affected how well they did their jobs. Even if workers have alternative means of dealing with Work-Family Conflict (WFC), it was also discovered that openness had an impact on the association between job and household friction and staff work output. The research eventually concluded that work-family conflict affects workers' overall degree of output even while openness moderates the link and workers often use various coping mechanisms. The study then recommended that the human resource directorate and management of the University of Cape Coast should adopt policies and measures that would reduce conflict due to balancing one’s job and household duties. This can be achieved by ensuring that employees adhere to the leave policy of the university and take their leave when it is due. The management of the University of Cape Coast should create flexible work schedules and implement team-building activities to reduce workplace conflicts and foster commitment among employees in the University.