Also, the correlation between role-ambiguity and employee performance has similar signs, hence it can be said that mediation has been achieved. 4.3 Mediation Analysis Result For Job Stress As A Mediator Between Role Ambiguity And Employee Performance Under Moderation Effect Of Autonomy
Figure 4
. 389( 0.082)/ 0.447 *
Role Ambiguity
The above figure holds for summated Autonomy values more than median value 16.
Discussion
When trying to find the mediation analysis for chain 2 taking the moderation effect of autonomy under consideration, it was found that one of the indirect linkages: the one between job stress and employee performance is not statistically significant, hence it was established that mediation has not occurred.
4.4 Mediation Analysis Result For Job Stress As A Mediator Between Work-family Balance And Employee Performance Under Moderation Effect Of Autonomy
Figure 5
1.309( 0.074)/ 0.914 *
Work Life Balance
Job Stress
-0.225(. 095)/-0.242 *-0.200( 0.107)/-0.215
Job Stress
0.873(. 048)/-0.916 * 0.281( 0.088)/-0.295
-0.063( 0.123)/-. 059
Employee Performance
-0.453( 0.61)/-. 680 *
Employee Performance
The above relation holds true for summated Autonomy values less than median value 16. The outcome of the mediation strength was about 0.502.
Discussion
When trying to establish the mediation analysis between work-life balance and employee performance using the above model, this time under the moderation effect of autonomy, it was found that statistical significance was achieved for all the three linkages: The direct path between work-life balance and employee performance and the indirect links between work-life balance and Job stress and Job stress and employee performance.
Also, the correlation between work-life balance and employee performance has similar signs; hence it can be said that mediation has been achieved.
4.5 Summated Mediation Analysis Results
! It was found out that Job Stress was not a mediator and Work Family Balance significantly impacts employee performance positively
! It was also found that Job Stress was a partial mediator when Autonomy was less than median with a strength of 0.502
! It was found out that Job Stress was not a mediator when Autonomy was more than median
5.0 FINDINGS 5.1 Emergent Model
On the basis of the above results, the model that was hypothesized at the beginning of the research has been modified. The emergent model can be found in Figure 6 below:
Figure 6
Work-family Balance
Role conflict / ambiguity
H1(-)
H2(+)
Job Stress
Autonomy
Employee Performance
5.2 Discussion
The results of the above mediation analysis has not been able to justify the acceptance of the first hypothesis that is work-family balance has a significant negative influence on job stress i. e. more the work-family balance, lesser the impact of job stress and lesser the work-family balance, more the impact of job stress. The reason behind the rejection of the hypothesis can prove to be a further scope of study.
The second hypothesis that role conflict / ambiguity has a significant positive influence on job stress, has been accepted as per the analysis.
The implication of this finding is important in today ' s organizations because people might not be aware of the fact that certain conflicts and ambiguities are causing stress. The role conflicts may involve interpersonal dynamics that are covert in nature and hence difficult to understand or point out. People may find themselves in role conflict / ambiguity situations but might not even be aware of the fact that it is the description or expectations of their roles that is causing the problem.
H3(-)
16