Table 3: KMO, No. of dimensions extracted, % of variance extracted for each dimension( factor) obtained.
Construct |
KMO |
No. of dimensions |
% of variance extracted |
items retained |
Work Life Balance Job Stress Role Ambiguity Employee Performance Autonomy |
0.890 0.830 0.730 0.856 0.806 |
1
1
2
1
1
|
67.188
56.108
42.012, 31.447
67.442
77.946
|
All All RA1, RA3, RA4, RA5, RA6, RA7 EP1, EP2, EP3, EP4, EP5, EP6 All |
Table 4: Reliability coefficient computed for each dimension:
|
Construct
Work Life Balance Job Stress Role Ambiguity
Employee Performance Autonomy
|
Dimensions
Dimension1 Dimension1 Dimension 1 Dimension 2 Dimension1 Dimension1
|
WLB1 – WALB10
JS1 – JS9
RA3, RA4, RA5, RA6
RA1 _ Re, RA7
EP1-EP6
A1-A4
Variable in Dimension
|
Reliability Coefficient
0.944
0.900
0.810
0.858
0.902
0.904
|
Name of the Dimension extracted
Role Conflict
Role Ambiguity
|
4.0 DATA ANALYSIS TECHNIQUE
The SPSS 10.0 was used to analyze the data. The analysis includes factor analysis, reliability analysis, and mediation analysis. Since the reliabilities of the study variables were all greater than the inter-variable correlations, it could be concluded that they represented distinct constructs. All the test results can be viewed in the tables given above.
4.1 Mediation Analysis Result For Job Stress As A Mediator Between Work-family Balance And Employee Performance
Figure 2 between work-life balance and employee performance and the indirect links between work-life balance and Job stress and Job stress and employee performance. However, since the correlation between work-life balance and employee performance has opposite signs, hence it can be said mediation has not been achieved.
4.2 Mediation Analysis Result For Job Stress As A Mediator Between Role-ambiguity And Employee Performance
Figure 3
Job Stress
Job Stress 1.119( 0.053)/ 0.861 *
-0.407( 0.06)/-0.583 *
-. 726( 0.027)/-0.906 *-0.767(. 073)/-1.1 *
Work Life Balance
0.389( 0.32)/ 0.696 *-0.168( 0.058)/-0.3 *
Employee Performance
Discussion
When trying to establish the link between work-life balance and employee performance using the above model, it was found that statistical significance was achieved for all the three linkages: The direct path
Role Ambiguity
0.713( 0.045)/-0.786 * 0.258( 0.078)/-0.284 *
Employee Performance
Discussion
When trying to establish the link between role-ambiguity and employee performance using the above model, it was found that statistical significance was achieved for all the three linkages: The direct path between role ambiguity and employee performance and the indirect links between role-ambiguity and Job stress and Job stress and employee performance.
15