The moderating role of supervisor support on the relationship between workload and work-life balance
This study examines the moderating role of supervisor support in the relationship between workload and work-life balance (WLB) within the Malaysian manufacturing sector, where employees often face heavy workloads, long hours, and limited flexibility, threatening their ability to maintain a healthy p...
| Main Author: | |
|---|---|
| Format: | Thesis |
| Language: | English English |
| Published: |
2025
|
| Subjects: | |
| Online Access: | https://etd.uum.edu.my/11895/1/permission%20to%20deposit-grant%20the%20permission-s832140.pdf https://etd.uum.edu.my/11895/2/s832140_01.pdf https://etd.uum.edu.my/11895/ |
| Abstract | Abstract here |
| Summary: | This study examines the moderating role of supervisor support in the relationship between workload and work-life balance (WLB) within the Malaysian manufacturing sector, where employees often face heavy workloads, long hours, and limited flexibility, threatening their ability to maintain a healthy personal–professional balance. Grounded in the Job Demands–Resources (JD-R) and Social Exchange Theory (SET) frameworks, supervisor support emotional, instrumental, and practical—was explored as a potential buffer against workload’s negative effects. A quantitative approach was adopted, using a structured questionnaire distributed across various departments, yielding 237 valid responses. Data were analysed with SPSS Version 26, employing descriptive statistics, exploratory factor analysis, reliability testing, normality assessment, correlation, multiple regression, and moderation analysis. Results revealed a significant negative relationship between workload and WLB, supporting JD-R theory’s proposition that excessive job demands erode well-being. Supervisor support showed a significant positive direct effect on WLB; however, its moderating role produced an unexpected negative interaction, suggesting the protective influence diminishes under intense workload and may be more effective as a direct resource. This finding challenges SET’s assumption of reciprocal support under pressure, indicating that in high-demand contexts, support may be perceived as micromanagement or constrained by organizational culture. Theoretically, the study refines JD-R and SET applications by highlighting the complexity of support mechanisms under strain. Practically, it underscores the need for workload management strategies, regular assessments, and targeted supervisor training in empathy, communication, and emotional intelligence. These insights offer both theoretical contributions and actionable guidance for fostering sustainable employee well-being in demanding manufacturing environments. |
|---|