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IMPACT OF WORK LIFE CONFLICT ON EMPLOYEE PERFORMANCE
Muhammad Nabeel Siddiqui
HR Specialist Compensation, Payroll and Benefits
Arabian Gulf Manufacturers Limited Company
Jeddah, Saudi Arabia Designation
Email: [email protected]
ABSTRACT
This research determines the work life conflict and its effect on employee performance. The
technique used for data collection is structural interviews from the survey respondents residing
and employed in Jeddah. The response rate is optimum due to the accessible participants. Jeddah
is selected to have survey as its the prime location in KSA. Methodology adopted to find the
work life issues of the people of Jeddah and the effect on the employees working in different
organizations at Jeddah. Most important is that Jeddah is a part of Muslim State and mostly
people are believers of Islam and national language is Arabic. Public awareness was created by
the researchers regarding the problem prevailing in the country on how some organizations are
getting the benefits of social support work and some don’t and found out that out of many
reasons one of them is the lack of specificity and adequateness of general-ability. In this research
qualitative method is used which consists of primary as well as secondary approach for gathering
information and relevant data. Interview questionnaires were used in order to gather the primary
data. Moreover, critical evaluation and analyzing of the data was done by finding the reliability
of collected and used data which were mainly gathered from the participants or the people of
Jeddah who were employed in different organizations and were facing such kind of problems
relating to work life and performance drawbacks. This research provides enough information
about work life conflicts and its effects on the employee performance and contribution to alter
attitudes of skills. One of the illustrations of organizations in Jeddah is Arabian Gulf
manufactures LTD. Co having 24 hours production who require to expand a high stage of
flexibility and openness to all humans including their leaders, workers or clients. Very few
organizations have an affinity to grip the ethnocentric means for company decisions to establish
and for their development. Research has originate that now organizations in Saudi Arabia give
more concentration to cultural know how in global business to improve more developments and
betterments of their employees.
Keywords: Work Life Issues, Job Performance, Work Life Conflicts
Paper Type: Research Paper
INTRODUCTION
In today’s growing world, the issue relating to work life and its impact on job performance has
been considered as a very important topic to deal with. Every individual is faced with a number
of problems which he has to accept and solve. Time is considered as money because it never
stops for any one. Similarly, if an individual stops and feels that he cannot deal with the
problems then he has to face a lot of hardships in his life. The time he had wasted on thinking
can never come back. Every individual is fighting for his right in today’s scenario in order to
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achieve a reputable position and to spend his life comfortably by increasing his standard of
living. A lot of compromises are made during the journey of struggle. What an individual is
doing to earn his livelihood is not just for his personal prosperity and success, but he has to do a
lot for his family life and his own safety and privacy along with theirs.
As the trend of working women has taken a huge place all over the world, it has also increased
the need of work life balance with family and job. Three of the many concerns which were
highlighted by many pre researchers include time, energy and relationships. A woman has to deal
her husband with caress and gentle way, has to do the house keeping and support his husband in
every way, has to give her children a great upbringing, and has to manage the work life
efficiently as well. If any of the issues are not settled, then it will bring a disastrous outcome for
her. She has to maintain the balance or equilibrium between everything she is handling. The
equilibrium is really very difficult to achieve by a woman.
A survey was done on this issue of women and it was clearly stated that 95.1% women are really
concerned for their balance as they think their work life absorbs all their time and they were left
with very little time of the day to deal with the family. Most women have to sacrifice their
families in order to earn livelihood and a position. It was also stated through a research that 40.4
percent of the couples were dual-earners (Rapoport, 2002).
Purpose of the Study
The basic purpose of conducting this research on the topic work life conflicts and impact on
employee’s performance is to determine what conflicts are being faced by the people living in
Jeddah during their work life and what influence it has on their performance. Different
employees of different organizations were taken into consideration and the researcher has
covered whole Jeddah, the capital of Saudi Arabia. This study is limited to Jeddah and the people
living in Jeddah only.
Problem Statement
The government of Saudi Arabia has to face a major challenge of integrating and incorporating
the local work culture with that of the private one. The efforts made by the government of Saudi
Arabia were considered as a total failure. All the private organizations remained concentrated on
the techniques and methods they were applying in their organization before. The private
organizations did not agree in making the government their partner and in shaking hands with
them in order to give a chance to the local workers to work with them.
With the passage of time the economy started to fluctuate with the increasing percentage of
unemployment in the country. The average per annum unemployment rate of Saudi Arabia was
7.8% and on the other hand the unemployment rate of its capital that is Jeddah was 8.3% (Ferris,
2009, p. 56). There is a major setback on the employee’s turnover rate and unemployment rate
due to increase in work life conflicts. The job performance scale of the employees working in
different organizations under different environment declines sharply. The above mentioned
problems needed a serious consideration in order to control the employee’s turnover rates and
low performance in work.
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Objectives of the Study
? To establish the consequences and importance of work life conflict in Jeddah Saudi Arabia
that influences the member of staff routine performance in workplace.
? How to organize different matters of work life conflicts by employees of different
organizations in Jeddah Saudi Arabia.
? To improve staff performance management by resolve the work life conflict in Jeddah Saudi
Arabia.
LITERATURE REVIEW
Work Life Conflicts
In today’s growing world, the issue relating to work life and its impact on job performance has
been considered as a very important topic to deal with (Aryee, 1992; Frone, 2000; Frone,;
Thomas &Ganster, 1995). Every individual is faced with a number of problems which he has to
accept and solve. Both the positive impacts as well as the negative impacts are being
demonstrated and elaborated by the researcher so that the organization can take advantage. For
instance it has been noted that individuals have to face an inversely proportional scenario in their
life with the work life conflicts and wellbeing, it means that the work life affects the wellbeing of
an individual to a great extent. The higher the work life conflicts occur, the lower the wellbeing
of an individual would be (Aryee, 1992; Frone, 2000; Frone,; Thomas & Ganster, 1995).
The leading situation would be considered as lower level of employee satisfaction (Adams, King,
& King, 1996), the burn outs would be at their greatest, there will be excessive use of alcohols
and drugs along with poorer health and safety issues (Allen; Frone, Russell, & Barnes, 1996).
This was all reported by keeping in view the individuals who had actually faced such kind of
conflicts and had gone through such situations (Bliese, Ritzer, Thomas, & Jex, 2001; Terry,
Nielson, & Perchard, 1993).
It is noted that the social support work is spread over many dimensions and roots (Cobb, 1976;
House, 1981; Richman, Rosenfeld, & Hardy, 1993), but on the other hand few researcher have
measured it by using only one root and have made it through. It can be stated in such a way that
there are some exceptional forms of dimensions which could be used in order to eliminate the
work life conflicts on a great extend as they are really helpful in maintaining a work life balance
for individuals.
Sometimes an individual just need an emotional support and emotional stability brings a lot of
satisfaction for him than any other tangible support would bring. This means that the conflicts
majorly depend on the situations and the depth of issue which has created the feeling of anxiety
in an individual. If the reason for anxiety and worry is highlighted then people can use a variety
of options in order to reduce and eliminate his feeling and can make him feel contented and
satisfied. But it’s a very difficult task to realise what situation is making an individual react worst
(Al-Ali, 2008, p.8).
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The researcher is of the opinion that mixed findings are the reason of lack in specificity and more
of generalization ability (Bliese et al., 2001). Another researcher suggested that work life issues
and performance should both be considered equally and when the support is required then
stressor support and expected outcomes should also be associated well. Taking an example of an
experience, an individual having a lot of personal responsibilities is in need of the work support
and would be the stressor. The stress could also be due to un-satisfaction of marital status. One
of another reason could be that the supervisor who is claiming to support the individual is
actually not supporting him the way the support is required and there remains a lack of
specificity and recognisability. On the other way around it could be like that the supporter or the
supervisor is supporting the employee and thinking he might be having work life conflicts but in
reality he is not suffering from any work life issue so his support would be vague and
unnecessary (Allen T. et.al, 2000, p. 281).
Work life and Employees Performance
Many types of challenges are faced by the employees every day in their work life which consists
of shifts timing, loading and informing, number of working hours, wages and salary issues,
nature of work, time constraints and a lot more. People do have their own personality traits and
behaviour which makes them different from one another. Every individual has the capacity to
handle situations in his own different manner. He would be dealing every single situation by
himself in the manner he thinks is suitable.
Moreover, the difference of gender has a great role in defining what level of stress one can
uphold in their life. The level of stress for women would be different and the level of stress for
man would be different as well. In the following section we will be discussing the influence
which individuals have due to their work on their health and wellbeing.
Shift Configuration
Due to the shift configuration, an individual can be affected both physically and mentally. This
has become a fact after enormous researches have done research on it and proved it (Aryee,
1992).
Sleep difficulties and shift work.
Working shifts and sleep both have been taken into consideration respectively by the researcher.
All of us have been familiar with the effects of wok shift it has on sleep and it is well recognized
as well.
Several studies have found that sleep is affected by shift work and that when workers are
exposed to the night shift, this has a particularly detrimental effect on restful sleep. Disturbed
sleep can greatly affect the quality of an individual’s life. There is also some evidence that poor
sleep may be a risk factor for illness.
Gender and health outcomes related to shift work
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Several studies have found that shift work is associated with physical illness in men and women.
However, Rapoport (2002) reviewed multiple studies related to the impact of shift work on
health and observed that “shift and night work may have more specific adverse effects on
women’s health both in relation to their particular hormonal and reproductive function, and their
family roles”. For women, exposure to the night shift has been linked to increase the risk of
breast cancer, higher rates of, sub-fertility, ischemic stroke, and endometrial cancer. Men are not
immune to the deleterious effects of shift work.
Effective Performance
Effective performance has a set of manners and actions, which helping organizations and
administrations to achieve their long term plans and objectives. For a single person, effective
performance provides an individual a different ways of their job developments by giving them
different tools of appraisals and reviews to manage their work performances at their maximum
level.
According to Najafbeygi, (2007) RW is also keen to achieve different objectives and goals by
closely aligned manners. To handle enough workloads they have to recruits more experts. After
these new hiring’s some observations was found that 40% of these new staff performing up to
the mark than the old employees those has more experiences and fixed salaries. For more
expansion and to deliver more orders RW recruits new staff of technicians and experts.
Influence on Effective Performance
According to author (Najafbeygi, 2007) performance management system is used as an
influencer for staff in different organizations. Organizations goodwill and success depends on the
perception of their workforce about rewards and performances.
Now employees of new era have more specified and clear motto for their future betterment. They
are totally different goals from old employees .they want their development as well as their
corporate and group achievements. if they fail to achieve particular tasks in their jobs they will
leave that particular area and then go for more betterments to enhance their future career.
THEORETICAL FRAMEWORK
Different models elaborated and explained about work–life conflict. More modified and attentive
framework is role theory (Kahn, Wolfe, Quinn, Snoek, & Rosenthal, 1964).Role theory explain
about the essential explanation of work–life conflict, inter role conflicts is classified as work life
conflicts. It occurs when individual demands from different roles. It also occurs when a stress
and load of work hold up with different personal obligations. (Kopelman, Greenhaus, &
Connolly, 1983).
There are lots of researchers that understand the work life conflicts and then give different
perspectives about theories about it, especially about the open systems view (Katz & Kahn,
1966) and about the rational view structure (Greenhaus & Beutell, 1985; Greenhaus &
Parasuraman, 1986).
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Hypothesis Development
H
o
: Work-life conflicts have negative impact on employee performance
H
1
: Work-life conflict management have positive impact on employee performance
RESEARCH METHODOLOGY
This research is basically depends upon the qualitative study and its qualitative primary data is
together from different interviews to assess the work life conflict & its consequence on staff
performances and actions in the organizations in Jeddah Saudi Arabia. This research is starting
from different analysis of the presented literature.
The tactic and methodology of this research is qualitative based on primary data (Salant and
Dillman, 1994). This research used different literature reviews and its study and results based on
the explanations of interviews. The approach of this study is qualitative to observe work life
conflict & its effect on employee performance.
Sample & Respondents:
Primary data was composed from different interviews.it helps the researcher to collect different
knowledge about work life conflict & its effect on employee performance through appropriate
stakeholders. data was composed from the 10 respondents those are middle level employees from
Jeddah- Saudi Arabia, those are Saudi’s and non-Saudi’s. This sample was selected by their
personal individuality as age from (30-50), ability and education (degree level), work know-how
and experience with minimum 1 year and their performance and rewards appraisals in the
organization with minimum 1 in quantity.
Instrument & Measure:
To know about the causes, it is necessary to work life conflict & its effect on employee
performance qualitative study is best type of research to collect data. For collection of primary
data interviews was conducted from 10 people from different ages and qualifications to know
about the impact of work life conflicts on their performance.
Procedure and Analysis:
Interviews were collected with the permission from each and every person, each person were
interviewed individually. Each person has full liberty to answer about how they understand the
impact of work life conflicts on their performance
DISCUSSION AND CONCLUSION
Saudi Arabia is a state which situated in the Southwest angle of Asia. It is at the intersection of
Europe, Asia and Africa. Saudi Arabia was formed by King Abdul Aziz in 1932. According to
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the Saudi Central Department of Statistics and Information, the inhabitants of Saudis were
27,136,977 in 2010. Area of Saudi Arabia is approx.900, 000 square miles.
Jeddah is situated in the western coast of the Red Sea. And this study and research is covered at
this place. Jeddah is the business center of Saudi Arabia and serves as a doorway to whole
country. The language is Arabic and religion is Islam (Hamdan, 2005). Saudi Arabia is an
Islamic kingdom.
FIGURE – 1: DISTRIBUTION OF SAUDI LABOR FORCE
Source: Central of Department of statistics and Information
Motivation is more important factor consider by the Employees of Saudi Arabia. They also
consider superior work-life stability to be significant for the levels of inspiration, for this one
survey that is an “Employee Motivation in the MENA” this is Middle East’s quantity on
employment location, and YouGov, a research and consulting association, showed Tuesday.
This statement showed that 54 percent of KSA persons declare that their corporation help and
support them to improve their progress. This result found that 75% of employees leave their jobs.
it also found that 6 out of 10 workers in KSA (58 percent) perceive that either they are highly
motivated employees those are in (28 percent) or just motivated those are in (30%) for their tasks
which they perform.75% of KSA respondents that are three-quarters of whole consider that a
high-quality work-life stability is a very main starting position of motivation, in which 55
percent argue that their existing association support them to attain this (3%).
In work-life stability, the foremost motivators for staff are crossways from the Middle East and
North Africa (MENA) area are identification of employment and achievements that is75%.;
guidance and progress opportunities (45 percent); the prospect for profession improvement (42
percent); being capable to experience that their occupation has an force (40 percent); personal
accomplishment (39 percent), and opportunities for enduring profession development (39
percent). Also grade extremely high in decision making (37 percent); the respondent’s social
group and job atmosphere (34 percent); the environment of their everyday tasks (31 percent), and
being capable to locate and attain goals (31 percent).
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According to study which conducted In Jeddah-Saudi Arabia, and there are four classifications of
Work life conflicts (Ferris, 2009):
1. Role-overload: This type of conflict comes from work and individual own life, when the
whole load of occasion and power connected with the performance to perform the roles
easily.
2. Intervention of employment with relative’s time: This form of intervention arises when
employment load and responsibilities create more difficult to give time to family members.
3. Interference of family in work routines: This sort of role intervention arises when
employment demands and family household tasks create hard to apply qualified everyday
jobs (e.g. non-attendance due to sickness of a kid or other family member that affects the
concentration of work).
4. Pressure on the caregiver: according to author (Wharton, Blair, 2006) this is explained in
situation of “burdens” facing the everyday care-provider, and every day meetings to others.
In general the whole response of the respondents is concise under, on the topic of the work life
conflict & its effect on employee performance in organizations (Jeddah- Saudi Arabia).
Causes of Conflict
The whole response of the participant’s suggest that there are a small number of reasons of
conflict which are conflict creation, character conflicts and conflict of attention in companies of
Jeddah. Conflict creation is mostly occurring in organizations. Low-ranking employees clash
with higher employees: operational methods obsolete, advanced thinking, lack of accepting,
refused to settle in organizations in Jeddah.
Character conflicts is consists from beliefs, nature, public and cultural standards are factors to
generate stress.
To motivate employees there are some main points:
1. Give staff more rewards and credits .if the worker done great work gives them more rewards
and recognition in front of whole staff. And it really motivates the employees and then they
perform better.
2. Give them bonuses and incentives every year or half or quarter in the year based on their
presentation objectives. Continuously rewarding helps them to improve quality of work.
3. Conducting training programs and workshops to revitalize and boost their motives again and
again.
CONCLUSION
Finally, it can be said that to resolve conflicts become integral part to improve organization
health and safety programs in the workplace. Initiatives are a main component of an active
strategy of health and safety or they also make detailed guidelines to provide whole policy of the
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company's human resources. To fulfil the basic need of staff, top level must make more
appropriate strategies and polices to tailor the corporate culture and employee’s needs.
To establish different health and safety programs this includes a system of assessment and
response.
In the end it is concluded the analysis that organizations in Jeddah should logically align its inner
atmosphere with the external environment. It should to work on support to establish and achieve
customer faithfulness and contentment. In any corporation, clientele and workers is essential
ingredient of the company’s administration mechanisms. Both are important without them
company can never be survive.
RECOMMENDATIONS
After the comprehensive study of the concept of work life conflict and its effects on employee
performance in the organizations in Jeddah-Saudi Arabia, the researcher in Jeddah first they must
find and resolve the work life- conflicts and also its impact on employee performance to know
more knowledge and authentic information. At the end researcher gives the subsequent
recommendations.
To avoid conflicts and achieve success in the company must motivate them. All intelligent
administrations should understand their employee’s capabilities and they also know how to
encourage them and how to resolve conflicts between them in Jeddah. this conflicts can be
overcome by salaries ,good job environment and by security and performances.
These are all the maintenance factors which can improve an organizations in Jeddah and other
organization in Saudi Arabia to overcome work life conflicts through the policies ,the survival
method; interpersonal associations with manager; interpersonal associations with peers;
interpersonal dealings; salary; security in the place of work; working circumstances and
designations.
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APPENDIX – A
QUESTIONNAIRE
1. In your opinion what are the causes of work life conflict in organizations in Jeddah?
2. How Workforce engagement can reduce the work life conflict and improve its
performance?
3. How Motivation & Inspiration can enable the workforce for avoiding Work life conflicts?
4. How Work life Conflict effect the performance of the employees in your organization?
5. How Shift Work effect the life of employees and their Families?
6. How Shift Work effect the life of employees and their marital relationship?
7. How Shift Work effect the life of employees and their parent-child relationship and child
well-being?
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APPENDIX – B
INFORMED CONSENT FORM FOR INTERVIEWS
Purpose of the study:
The purpose of the study is to determine Work Life Conflict & it's effect on employee
performance, For this study the researcher has narrowed his focused and on one organization and
highlighted the work life conflict and its effect on employees performance in BK Gulf LLC.
Explanation of procedures:
If you decide to take part in this study, you will be asked to give your opinion regarding the
research topic in the form of an interview. The interview will take approximately 15-20 minutes
to complete.
No potential risks:
The study does not involve any physical or psychological risks. The study does not cause
personal discomfort, stress, or personal risks to participants in this research.
Confidentiality:
Everything you answer in the questionnaire is strictly confidential to the extent provided by law.
The results of your participation will be kept anonymous and there will be no means of
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Your participation is totally voluntary and you may withdraw from the study at any time for any
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doc_729246591.pdf
26
IMPACT OF WORK LIFE CONFLICT ON EMPLOYEE PERFORMANCE
Muhammad Nabeel Siddiqui
HR Specialist Compensation, Payroll and Benefits
Arabian Gulf Manufacturers Limited Company
Jeddah, Saudi Arabia Designation
Email: [email protected]
ABSTRACT
This research determines the work life conflict and its effect on employee performance. The
technique used for data collection is structural interviews from the survey respondents residing
and employed in Jeddah. The response rate is optimum due to the accessible participants. Jeddah
is selected to have survey as its the prime location in KSA. Methodology adopted to find the
work life issues of the people of Jeddah and the effect on the employees working in different
organizations at Jeddah. Most important is that Jeddah is a part of Muslim State and mostly
people are believers of Islam and national language is Arabic. Public awareness was created by
the researchers regarding the problem prevailing in the country on how some organizations are
getting the benefits of social support work and some don’t and found out that out of many
reasons one of them is the lack of specificity and adequateness of general-ability. In this research
qualitative method is used which consists of primary as well as secondary approach for gathering
information and relevant data. Interview questionnaires were used in order to gather the primary
data. Moreover, critical evaluation and analyzing of the data was done by finding the reliability
of collected and used data which were mainly gathered from the participants or the people of
Jeddah who were employed in different organizations and were facing such kind of problems
relating to work life and performance drawbacks. This research provides enough information
about work life conflicts and its effects on the employee performance and contribution to alter
attitudes of skills. One of the illustrations of organizations in Jeddah is Arabian Gulf
manufactures LTD. Co having 24 hours production who require to expand a high stage of
flexibility and openness to all humans including their leaders, workers or clients. Very few
organizations have an affinity to grip the ethnocentric means for company decisions to establish
and for their development. Research has originate that now organizations in Saudi Arabia give
more concentration to cultural know how in global business to improve more developments and
betterments of their employees.
Keywords: Work Life Issues, Job Performance, Work Life Conflicts
Paper Type: Research Paper
INTRODUCTION
In today’s growing world, the issue relating to work life and its impact on job performance has
been considered as a very important topic to deal with. Every individual is faced with a number
of problems which he has to accept and solve. Time is considered as money because it never
stops for any one. Similarly, if an individual stops and feels that he cannot deal with the
problems then he has to face a lot of hardships in his life. The time he had wasted on thinking
can never come back. Every individual is fighting for his right in today’s scenario in order to
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achieve a reputable position and to spend his life comfortably by increasing his standard of
living. A lot of compromises are made during the journey of struggle. What an individual is
doing to earn his livelihood is not just for his personal prosperity and success, but he has to do a
lot for his family life and his own safety and privacy along with theirs.
As the trend of working women has taken a huge place all over the world, it has also increased
the need of work life balance with family and job. Three of the many concerns which were
highlighted by many pre researchers include time, energy and relationships. A woman has to deal
her husband with caress and gentle way, has to do the house keeping and support his husband in
every way, has to give her children a great upbringing, and has to manage the work life
efficiently as well. If any of the issues are not settled, then it will bring a disastrous outcome for
her. She has to maintain the balance or equilibrium between everything she is handling. The
equilibrium is really very difficult to achieve by a woman.
A survey was done on this issue of women and it was clearly stated that 95.1% women are really
concerned for their balance as they think their work life absorbs all their time and they were left
with very little time of the day to deal with the family. Most women have to sacrifice their
families in order to earn livelihood and a position. It was also stated through a research that 40.4
percent of the couples were dual-earners (Rapoport, 2002).
Purpose of the Study
The basic purpose of conducting this research on the topic work life conflicts and impact on
employee’s performance is to determine what conflicts are being faced by the people living in
Jeddah during their work life and what influence it has on their performance. Different
employees of different organizations were taken into consideration and the researcher has
covered whole Jeddah, the capital of Saudi Arabia. This study is limited to Jeddah and the people
living in Jeddah only.
Problem Statement
The government of Saudi Arabia has to face a major challenge of integrating and incorporating
the local work culture with that of the private one. The efforts made by the government of Saudi
Arabia were considered as a total failure. All the private organizations remained concentrated on
the techniques and methods they were applying in their organization before. The private
organizations did not agree in making the government their partner and in shaking hands with
them in order to give a chance to the local workers to work with them.
With the passage of time the economy started to fluctuate with the increasing percentage of
unemployment in the country. The average per annum unemployment rate of Saudi Arabia was
7.8% and on the other hand the unemployment rate of its capital that is Jeddah was 8.3% (Ferris,
2009, p. 56). There is a major setback on the employee’s turnover rate and unemployment rate
due to increase in work life conflicts. The job performance scale of the employees working in
different organizations under different environment declines sharply. The above mentioned
problems needed a serious consideration in order to control the employee’s turnover rates and
low performance in work.
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Objectives of the Study
? To establish the consequences and importance of work life conflict in Jeddah Saudi Arabia
that influences the member of staff routine performance in workplace.
? How to organize different matters of work life conflicts by employees of different
organizations in Jeddah Saudi Arabia.
? To improve staff performance management by resolve the work life conflict in Jeddah Saudi
Arabia.
LITERATURE REVIEW
Work Life Conflicts
In today’s growing world, the issue relating to work life and its impact on job performance has
been considered as a very important topic to deal with (Aryee, 1992; Frone, 2000; Frone,;
Thomas &Ganster, 1995). Every individual is faced with a number of problems which he has to
accept and solve. Both the positive impacts as well as the negative impacts are being
demonstrated and elaborated by the researcher so that the organization can take advantage. For
instance it has been noted that individuals have to face an inversely proportional scenario in their
life with the work life conflicts and wellbeing, it means that the work life affects the wellbeing of
an individual to a great extent. The higher the work life conflicts occur, the lower the wellbeing
of an individual would be (Aryee, 1992; Frone, 2000; Frone,; Thomas & Ganster, 1995).
The leading situation would be considered as lower level of employee satisfaction (Adams, King,
& King, 1996), the burn outs would be at their greatest, there will be excessive use of alcohols
and drugs along with poorer health and safety issues (Allen; Frone, Russell, & Barnes, 1996).
This was all reported by keeping in view the individuals who had actually faced such kind of
conflicts and had gone through such situations (Bliese, Ritzer, Thomas, & Jex, 2001; Terry,
Nielson, & Perchard, 1993).
It is noted that the social support work is spread over many dimensions and roots (Cobb, 1976;
House, 1981; Richman, Rosenfeld, & Hardy, 1993), but on the other hand few researcher have
measured it by using only one root and have made it through. It can be stated in such a way that
there are some exceptional forms of dimensions which could be used in order to eliminate the
work life conflicts on a great extend as they are really helpful in maintaining a work life balance
for individuals.
Sometimes an individual just need an emotional support and emotional stability brings a lot of
satisfaction for him than any other tangible support would bring. This means that the conflicts
majorly depend on the situations and the depth of issue which has created the feeling of anxiety
in an individual. If the reason for anxiety and worry is highlighted then people can use a variety
of options in order to reduce and eliminate his feeling and can make him feel contented and
satisfied. But it’s a very difficult task to realise what situation is making an individual react worst
(Al-Ali, 2008, p.8).
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The researcher is of the opinion that mixed findings are the reason of lack in specificity and more
of generalization ability (Bliese et al., 2001). Another researcher suggested that work life issues
and performance should both be considered equally and when the support is required then
stressor support and expected outcomes should also be associated well. Taking an example of an
experience, an individual having a lot of personal responsibilities is in need of the work support
and would be the stressor. The stress could also be due to un-satisfaction of marital status. One
of another reason could be that the supervisor who is claiming to support the individual is
actually not supporting him the way the support is required and there remains a lack of
specificity and recognisability. On the other way around it could be like that the supporter or the
supervisor is supporting the employee and thinking he might be having work life conflicts but in
reality he is not suffering from any work life issue so his support would be vague and
unnecessary (Allen T. et.al, 2000, p. 281).
Work life and Employees Performance
Many types of challenges are faced by the employees every day in their work life which consists
of shifts timing, loading and informing, number of working hours, wages and salary issues,
nature of work, time constraints and a lot more. People do have their own personality traits and
behaviour which makes them different from one another. Every individual has the capacity to
handle situations in his own different manner. He would be dealing every single situation by
himself in the manner he thinks is suitable.
Moreover, the difference of gender has a great role in defining what level of stress one can
uphold in their life. The level of stress for women would be different and the level of stress for
man would be different as well. In the following section we will be discussing the influence
which individuals have due to their work on their health and wellbeing.
Shift Configuration
Due to the shift configuration, an individual can be affected both physically and mentally. This
has become a fact after enormous researches have done research on it and proved it (Aryee,
1992).
Sleep difficulties and shift work.
Working shifts and sleep both have been taken into consideration respectively by the researcher.
All of us have been familiar with the effects of wok shift it has on sleep and it is well recognized
as well.
Several studies have found that sleep is affected by shift work and that when workers are
exposed to the night shift, this has a particularly detrimental effect on restful sleep. Disturbed
sleep can greatly affect the quality of an individual’s life. There is also some evidence that poor
sleep may be a risk factor for illness.
Gender and health outcomes related to shift work
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Several studies have found that shift work is associated with physical illness in men and women.
However, Rapoport (2002) reviewed multiple studies related to the impact of shift work on
health and observed that “shift and night work may have more specific adverse effects on
women’s health both in relation to their particular hormonal and reproductive function, and their
family roles”. For women, exposure to the night shift has been linked to increase the risk of
breast cancer, higher rates of, sub-fertility, ischemic stroke, and endometrial cancer. Men are not
immune to the deleterious effects of shift work.
Effective Performance
Effective performance has a set of manners and actions, which helping organizations and
administrations to achieve their long term plans and objectives. For a single person, effective
performance provides an individual a different ways of their job developments by giving them
different tools of appraisals and reviews to manage their work performances at their maximum
level.
According to Najafbeygi, (2007) RW is also keen to achieve different objectives and goals by
closely aligned manners. To handle enough workloads they have to recruits more experts. After
these new hiring’s some observations was found that 40% of these new staff performing up to
the mark than the old employees those has more experiences and fixed salaries. For more
expansion and to deliver more orders RW recruits new staff of technicians and experts.
Influence on Effective Performance
According to author (Najafbeygi, 2007) performance management system is used as an
influencer for staff in different organizations. Organizations goodwill and success depends on the
perception of their workforce about rewards and performances.
Now employees of new era have more specified and clear motto for their future betterment. They
are totally different goals from old employees .they want their development as well as their
corporate and group achievements. if they fail to achieve particular tasks in their jobs they will
leave that particular area and then go for more betterments to enhance their future career.
THEORETICAL FRAMEWORK
Different models elaborated and explained about work–life conflict. More modified and attentive
framework is role theory (Kahn, Wolfe, Quinn, Snoek, & Rosenthal, 1964).Role theory explain
about the essential explanation of work–life conflict, inter role conflicts is classified as work life
conflicts. It occurs when individual demands from different roles. It also occurs when a stress
and load of work hold up with different personal obligations. (Kopelman, Greenhaus, &
Connolly, 1983).
There are lots of researchers that understand the work life conflicts and then give different
perspectives about theories about it, especially about the open systems view (Katz & Kahn,
1966) and about the rational view structure (Greenhaus & Beutell, 1985; Greenhaus &
Parasuraman, 1986).
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Hypothesis Development
H
o
: Work-life conflicts have negative impact on employee performance
H
1
: Work-life conflict management have positive impact on employee performance
RESEARCH METHODOLOGY
This research is basically depends upon the qualitative study and its qualitative primary data is
together from different interviews to assess the work life conflict & its consequence on staff
performances and actions in the organizations in Jeddah Saudi Arabia. This research is starting
from different analysis of the presented literature.
The tactic and methodology of this research is qualitative based on primary data (Salant and
Dillman, 1994). This research used different literature reviews and its study and results based on
the explanations of interviews. The approach of this study is qualitative to observe work life
conflict & its effect on employee performance.
Sample & Respondents:
Primary data was composed from different interviews.it helps the researcher to collect different
knowledge about work life conflict & its effect on employee performance through appropriate
stakeholders. data was composed from the 10 respondents those are middle level employees from
Jeddah- Saudi Arabia, those are Saudi’s and non-Saudi’s. This sample was selected by their
personal individuality as age from (30-50), ability and education (degree level), work know-how
and experience with minimum 1 year and their performance and rewards appraisals in the
organization with minimum 1 in quantity.
Instrument & Measure:
To know about the causes, it is necessary to work life conflict & its effect on employee
performance qualitative study is best type of research to collect data. For collection of primary
data interviews was conducted from 10 people from different ages and qualifications to know
about the impact of work life conflicts on their performance.
Procedure and Analysis:
Interviews were collected with the permission from each and every person, each person were
interviewed individually. Each person has full liberty to answer about how they understand the
impact of work life conflicts on their performance
DISCUSSION AND CONCLUSION
Saudi Arabia is a state which situated in the Southwest angle of Asia. It is at the intersection of
Europe, Asia and Africa. Saudi Arabia was formed by King Abdul Aziz in 1932. According to
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32
the Saudi Central Department of Statistics and Information, the inhabitants of Saudis were
27,136,977 in 2010. Area of Saudi Arabia is approx.900, 000 square miles.
Jeddah is situated in the western coast of the Red Sea. And this study and research is covered at
this place. Jeddah is the business center of Saudi Arabia and serves as a doorway to whole
country. The language is Arabic and religion is Islam (Hamdan, 2005). Saudi Arabia is an
Islamic kingdom.
FIGURE – 1: DISTRIBUTION OF SAUDI LABOR FORCE
Source: Central of Department of statistics and Information
Motivation is more important factor consider by the Employees of Saudi Arabia. They also
consider superior work-life stability to be significant for the levels of inspiration, for this one
survey that is an “Employee Motivation in the MENA” this is Middle East’s quantity on
employment location, and YouGov, a research and consulting association, showed Tuesday.
This statement showed that 54 percent of KSA persons declare that their corporation help and
support them to improve their progress. This result found that 75% of employees leave their jobs.
it also found that 6 out of 10 workers in KSA (58 percent) perceive that either they are highly
motivated employees those are in (28 percent) or just motivated those are in (30%) for their tasks
which they perform.75% of KSA respondents that are three-quarters of whole consider that a
high-quality work-life stability is a very main starting position of motivation, in which 55
percent argue that their existing association support them to attain this (3%).
In work-life stability, the foremost motivators for staff are crossways from the Middle East and
North Africa (MENA) area are identification of employment and achievements that is75%.;
guidance and progress opportunities (45 percent); the prospect for profession improvement (42
percent); being capable to experience that their occupation has an force (40 percent); personal
accomplishment (39 percent), and opportunities for enduring profession development (39
percent). Also grade extremely high in decision making (37 percent); the respondent’s social
group and job atmosphere (34 percent); the environment of their everyday tasks (31 percent), and
being capable to locate and attain goals (31 percent).
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According to study which conducted In Jeddah-Saudi Arabia, and there are four classifications of
Work life conflicts (Ferris, 2009):
1. Role-overload: This type of conflict comes from work and individual own life, when the
whole load of occasion and power connected with the performance to perform the roles
easily.
2. Intervention of employment with relative’s time: This form of intervention arises when
employment load and responsibilities create more difficult to give time to family members.
3. Interference of family in work routines: This sort of role intervention arises when
employment demands and family household tasks create hard to apply qualified everyday
jobs (e.g. non-attendance due to sickness of a kid or other family member that affects the
concentration of work).
4. Pressure on the caregiver: according to author (Wharton, Blair, 2006) this is explained in
situation of “burdens” facing the everyday care-provider, and every day meetings to others.
In general the whole response of the respondents is concise under, on the topic of the work life
conflict & its effect on employee performance in organizations (Jeddah- Saudi Arabia).
Causes of Conflict
The whole response of the participant’s suggest that there are a small number of reasons of
conflict which are conflict creation, character conflicts and conflict of attention in companies of
Jeddah. Conflict creation is mostly occurring in organizations. Low-ranking employees clash
with higher employees: operational methods obsolete, advanced thinking, lack of accepting,
refused to settle in organizations in Jeddah.
Character conflicts is consists from beliefs, nature, public and cultural standards are factors to
generate stress.
To motivate employees there are some main points:
1. Give staff more rewards and credits .if the worker done great work gives them more rewards
and recognition in front of whole staff. And it really motivates the employees and then they
perform better.
2. Give them bonuses and incentives every year or half or quarter in the year based on their
presentation objectives. Continuously rewarding helps them to improve quality of work.
3. Conducting training programs and workshops to revitalize and boost their motives again and
again.
CONCLUSION
Finally, it can be said that to resolve conflicts become integral part to improve organization
health and safety programs in the workplace. Initiatives are a main component of an active
strategy of health and safety or they also make detailed guidelines to provide whole policy of the
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34
company's human resources. To fulfil the basic need of staff, top level must make more
appropriate strategies and polices to tailor the corporate culture and employee’s needs.
To establish different health and safety programs this includes a system of assessment and
response.
In the end it is concluded the analysis that organizations in Jeddah should logically align its inner
atmosphere with the external environment. It should to work on support to establish and achieve
customer faithfulness and contentment. In any corporation, clientele and workers is essential
ingredient of the company’s administration mechanisms. Both are important without them
company can never be survive.
RECOMMENDATIONS
After the comprehensive study of the concept of work life conflict and its effects on employee
performance in the organizations in Jeddah-Saudi Arabia, the researcher in Jeddah first they must
find and resolve the work life- conflicts and also its impact on employee performance to know
more knowledge and authentic information. At the end researcher gives the subsequent
recommendations.
To avoid conflicts and achieve success in the company must motivate them. All intelligent
administrations should understand their employee’s capabilities and they also know how to
encourage them and how to resolve conflicts between them in Jeddah. this conflicts can be
overcome by salaries ,good job environment and by security and performances.
These are all the maintenance factors which can improve an organizations in Jeddah and other
organization in Saudi Arabia to overcome work life conflicts through the policies ,the survival
method; interpersonal associations with manager; interpersonal associations with peers;
interpersonal dealings; salary; security in the place of work; working circumstances and
designations.
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APPENDIX – A
QUESTIONNAIRE
1. In your opinion what are the causes of work life conflict in organizations in Jeddah?
2. How Workforce engagement can reduce the work life conflict and improve its
performance?
3. How Motivation & Inspiration can enable the workforce for avoiding Work life conflicts?
4. How Work life Conflict effect the performance of the employees in your organization?
5. How Shift Work effect the life of employees and their Families?
6. How Shift Work effect the life of employees and their marital relationship?
7. How Shift Work effect the life of employees and their parent-child relationship and child
well-being?
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APPENDIX – B
INFORMED CONSENT FORM FOR INTERVIEWS
Purpose of the study:
The purpose of the study is to determine Work Life Conflict & it's effect on employee
performance, For this study the researcher has narrowed his focused and on one organization and
highlighted the work life conflict and its effect on employees performance in BK Gulf LLC.
Explanation of procedures:
If you decide to take part in this study, you will be asked to give your opinion regarding the
research topic in the form of an interview. The interview will take approximately 15-20 minutes
to complete.
No potential risks:
The study does not involve any physical or psychological risks. The study does not cause
personal discomfort, stress, or personal risks to participants in this research.
Confidentiality:
Everything you answer in the questionnaire is strictly confidential to the extent provided by law.
The results of your participation will be kept anonymous and there will be no means of
association between your responses and your identity by the principal investigator.
Withdrawing participation:
Your participation is totally voluntary and you may withdraw from the study at any time for any
reason without penalty. In the case of deciding to withdraw, the information you provided, to the
extent it can be identified as yours, will be returned to you and removed from research records or
destroyed.
If you have any questions regarding this study you may contact
Name: -------------------------------------------------------------
Contact # -----------------------------------------
I have read a copy of this consent form, I am an adult (age18 or older) and voluntarily agree to
participate in the study
Participant Name: _____________________ Signature: _________________
Principal Investigator: __________________ Date:______________________
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