BMC psychology · 2025
Investigating the attitudinal and behavioral consequences of work-life balance considering the mediating role of psychological contract violation among english language teachers.
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Niazi Eesa, Arabmofrad Ali, Bagheri Ramin, Shamsabadi Amir Hassan
Аннотация
BACKGROUND: This study investigates the attitudinal and behavioral consequences of Work-Life Balance (WLB) among teachers, focusing on the mediating role of Psychological Contract Violation (PCV).
METHODS: An applied, descriptive-correlational survey design was employed. The target population included all English language teachers in Golestan Province (N = 598), from which a simple random sample of 234 was selected. A total of 152 usable responses were obtained. The measurement model was assessed for internal consistency using composite reliability, and for convergent validity using Average Variance Extracted (AVE). Discriminant validity was evaluated through the Fornell-Larcker criterion. Descriptive statistics were analyzed using SPSS, and Structural Equation Modeling (SEM) was performed using SmartPLS.
RESULTS: WLB was negatively associated with PCV (β = - 0.209) and turnover intention (β = - 0.386), and positively associated with job performance (β = 0.252) and tardiness (β = 0.322). PCV significantly mediated the relationships between WLB and turnover intention (β = 0.366), tardiness (β = 0.325), and job performance (β = - 0.339).
CONCLUSION: Improving WLB and strengthening the psychological contract can reduce negative outcomes such as turnover intention and performance decline. However, the positive link between WLB and tardiness highlights the need for culturally responsive policy design.
METHODS: An applied, descriptive-correlational survey design was employed. The target population included all English language teachers in Golestan Province (N = 598), from which a simple random sample of 234 was selected. A total of 152 usable responses were obtained. The measurement model was assessed for internal consistency using composite reliability, and for convergent validity using Average Variance Extracted (AVE). Discriminant validity was evaluated through the Fornell-Larcker criterion. Descriptive statistics were analyzed using SPSS, and Structural Equation Modeling (SEM) was performed using SmartPLS.
RESULTS: WLB was negatively associated with PCV (β = - 0.209) and turnover intention (β = - 0.386), and positively associated with job performance (β = 0.252) and tardiness (β = 0.322). PCV significantly mediated the relationships between WLB and turnover intention (β = 0.366), tardiness (β = 0.325), and job performance (β = - 0.339).
CONCLUSION: Improving WLB and strengthening the psychological contract can reduce negative outcomes such as turnover intention and performance decline. However, the positive link between WLB and tardiness highlights the need for culturally responsive policy design.