Relationship Of Work Life Fusion With Work Engagement: Mediating Role Of Satisfaction With Work Family Balance (SWFB)

• Main Author: Pravina Sri, Jayaseelan
• Format: Final Year Project Report
• Language: English; English
• Published: Universiti Malaysia Sarawak (UNIMAS) 2020
• Subjects: H Social Sciences (General); HQ The family. Marriage. Woman
• Online Access: http://ir.unimas.my/id/eprint/32485/1/Relationship%20Of%20Work%20Life%20Fusion%20With%20Work%20Engagement%20-%2024%20pgs.pdf; http://ir.unimas.my/id/eprint/32485/4/Pravina%20Sri.pdf; http://ir.unimas.my/id/eprint/32485/

The purpose of this research is to investigate the Satisfaction with Work Family Balance (SWFB) that mediates the relationship between work life fusion and work engagement. The data collection for this study was collected from a public organization, a service oriented local authority which is located in Sibu, Sarawak. The quantitative research methodology was used in order to collect data for this study where 92 questionnaires were successfully collected from the respondents. The data were analysed using both the descriptive and inferential statistics, where the demographic part of the questionnaire were analysed using the descriptive statistics by Statistical Packages for Social Sciences (SPSS), while the PROCESS Macro version 3.4v by Hayes (2013) were used to test the mediation effects of all the hypotheses. The results of the analysis shows that the Satisfaction with work Family Balance (SWFB) mediates significantly and positively the relationship of Work Life Fusion on Work Engagement. The overall findings shows that the Satisfaction with work Family Balance (SWFB) partially mediates the relationship of Work Life Fusion on Work Engagement for all the hypotheses. Thus, this study shows that when there is increase in the Work Life Fusion (Social Media Usage and Email Usage) it will increase the Satisfaction with work Family Balance (SWFB) of an employee which will eventually increases the Work Engagement (Vigor, Dedication and Absorption) of an employee. Thus, this study implies that the technology usage during working hours should not only be seen as a barrier for work performances but it also must be seen as an enhancer for promoting satisfaction with work family balance and work engagement. So, the organization can practice the infusion of technology into the workplace as work life fusion as this method of allowing their employees to use the technologies to stay connected to their family to draw satisfaction with work family balance other than promoting flexible working hours as both results the same impact.