Relationship between Work Family Conflict and Organizational Citizenship Behavior: Study of Executive Employees in ABC Bank Branches in Colombo District

Abstract

This research was conducted to investigate a relationship between work-family conflict and organizational citizenship behavior of executive employees in ABC bank branches in Colombo district? Further, as a supportive criterion, five main variables have been identified as the sub parts of the organizational citizenship behaviour namely, conscientiousness/ courtesy/ altruism/ civic virtue/ sportsmanship. The survey method was used for the study.The study has been moved with a quantitative approach as an explanatory study. Initially, it used descriptive analysis to present the demographic characteristics of the respondents, and further researcher utilized inferential analysis to obtain the answers for the research questions. Hypotheses were formulated based on the nature of the relationship to be prevailed between workfamily conflict and organizational citizenship behaviour of executive employees in ABC bank branches in Colombo district. There was a significant negative relationship between work-family conflict and organizational citizenship behaviour. Accordingly, managers of the banks can get good performance and loyalty from the executive employees by identifying work-family conflicts. Therefore, this study is beneficial to banks to achieve higher achievements and a loyal and effective workforce.The interpretation of results emphasizes that flexibility in working hours and supportive supervision positively influence job performance, with job satisfaction acting as a significant mediator. Enhancing flexibility in working hours and promoting supportive supervision may contribute to higher job satisfaction, ultimately positively impacting job performance in the hospitality industry. The impact of technological integration on work-life balance, job satisfaction, and job performance is crucial, as it reflects the evolving nature of work. Employee well-being interventions, such as mental health programs, mindfulness initiatives, or flexible scheduling policies, can provide actionable insights for organizations aiming to enhance work-life balance and job performance. Other mediators and moderators, such as organizational culture, leadership styles, or personal traits, could also play significant roles.