Work–family balance and individual performance in Iraq: the mediating roles of intrinsic motivation and life satisfaction

What the paper says

Purpose This study examines the relationships among work-family balance (WFB), intrinsic motivation (IM), life satisfaction (LS), and individual work performance (IWP), along with the mediation roles of IM and LS in the relationship between WFB and IWP. It also investigates the influence of age, experience, position, and educational level on WFB, LS, and IWP, with the goal of improving employee transitions between work and family, autonomy, competence, creativity, well-being, and effectiveness within Iraq's telecommunications, education, and hospitality industries. Design/methodology/approach A stratified random sampling method was used to collect data from 323 employees in Iraqi businesses. The approach comprised descriptive statistics, data validation, structural equation modeling (SEM), and analyses of mediation and moderation. Findings The results indicate a strong positive link between WFB and IM, LS, and IWP, with IM and LS serving as mediators between WFB and IWP. Additionally, while age has a positive effect on WFB, experience ruins it but enhances LS. Job position significantly affects IWP, and education level (EL) moderates the connection between WFB and IWP. Research limitations/implications This study uses cross-sectional, self-reported survey data collected from employees in selected Iraqi industries. The causal inference is limited, and the findings may not be applicable to many industries or regions. The results broaden WFB and self-determination perspectives by showing how motivational and well-being mechanisms convert WFB into performance outcomes. Practical implications In practice, the findings suggest that organizations can improve performance by supporting WFB through gender-sensitive and family-friendly practices, digital human resource management (HRM) and IT systems, peer support, work-family conflict awareness, stress management, empathy, compensation, incentives, empowerment, and job enrichment that enhance employees' IM and LS. Future research should use longitudinal or multi-source designs and evaluate the model across broader sectors and cultural settings. Originality/value This study adds evidence from Iraq, an underrepresented context in the work-family literature, by describing how WFB affects performance via IM and LS, while taking demographic factors into account as a potential boundary condition. The suggested model provides an integrated perspective on balance, motivation, well-being, and performance in emerging-market businesses.