Nexus between Work-Life Balance Practices and Affective Organizational Commitment: The Mediating Role of Transformational Leadership Style

Abstract

This study assessed the relationship between Work-Life Balance (WLB) practices and Affective Organisational Commitment in relation to the mediating effect of Transformational Leadership Style. The study was based on data drawn from The Tanzanian Health Sector employees. A sample of 341 employees from four Regional Referral Hospitals in Tanzania was adopted for the study. Structural Equation Modelling (AMOS 21) tool for data analysis was applied in the analysis of the study findings. The study findings revealed that Work-Life Balance practices have a significant positive relationship with Affective Organisational Commitment. Moreover, the study discerned that Transformational Leadership Style has a significant mediation effect on the relationship between Work-Life Balance practices and Affective Organisational Commitment. Theoretically, this study contributes to the understanding of the relationship between Work-Life Balance practices and Affective Organisational Commitment to employees in Tanzania by anchoring it within the Social Exchange Theoretical backing. Moreover, the study tests and proposes a measurement model which can be applied in future research and it may also be applied in the development of a statistical generalization model of Work-Life Balance practices, Transformational Leadership Style and Affective Organisational Commitment. The practical implications of the study findings include the aspect that it may enable HR specialists to understand specific HR practices that enhances Affective Organisational Commitment to employees. Furthermore, the study suggests that, work Organizations should promote humane and friendly policies to avoid organizations applying policies that cause interference between employee work roles and employee family roles. It is also suggested that Transformational Leadership Style should be embraced as it has been proven from the study findings, that it is positively related to employees’ positive behavioral outcome such as Affective Organisational Commitment.