IMPACT OF ORGANIZATIONAL ROLE STRESS AND WORK FAMILY CONFLICT ON JOB SATISFACTION AMONG FEMALE IT PROFESSIONALS IN SRI LANKA

Abstract

The study investigates the impact of organizational role stress and work-family conflict on job satisfaction among female IT professionals in Sri Lanka. As the IT sector continues to grow, female professionals face unique challenges, including high levels of organizational role stress and difficulties in balancing work and family responsibilities. These factors can significantly affect their job satisfaction, which is critical for employee retention and organizational success.The research aims to explore the relationships between these variables and provide actionable insights for organizations to improve workplace conditions. A quantitative approach was adopted, using a structured questionnaire to collect data from 207 female IT professionals working in Colombo district IT companies. The questionnaire was designed to measure organizational role stress, work-family conflict, and job satisfaction, drawing on established scales. The data were analyzed to examine the relationships between these variables and to test the mediating role of work-family conflict in the relationship between organizational role stress and job satisfaction.The findings revealed a negative relationship between organizational role stress and job satisfaction, indicating that higher stress levels lead to lower job satisfaction. Additionally, organizational role stress was found to positively influence work-family conflict, as employees struggled to manage competing demands. Work-family conflict, in turn, had a negative impact on job satisfaction, highlighting its mediating role.These results emphasize the need for organizations to address both organizational role stress and work-family conflict to enhance job satisfaction among female IT professionals. The study concludes with practical recommendations, such as implementing flexible work arrangements, providing stress management programs, and fostering a supportive workplace culture. These measures can help reduce stress and work-family conflict, ultimately improving job satisfaction and employee retention.The research also contributes to the theoretical understanding of these relationships, particularly in the context of female professionals in developing countries. However, the study is limited by its focus on Colombo district and reliance on self-reported data, suggesting the need for broader, longitudinal research in the future.