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Vol. 6 No. 3 (2026): September

Work-Family Conflict Directions, Psychological Well-Being, and Performance in Public Sector Employees

https://doi.org/10.35912/ahrmr.v6.n3.p131-144.2026

Abstract

Purpose: This study examines the direct and indirect effects of work-to-family conflict and family-to-work conflict on job performance through psychological well-being among employees of Statistics Indonesia.

Methodology: A quantitative explanatory design with a cross-sectional self-report survey was employed. Data were collected from 333 civil servant employees of Statistics Indonesia from January to February 2026 and analyzed using Covariance-Based Structural Equation Modeling (CB-SEM) with LISREL 8.8.

Results: Work-to-family conflict and family-to-work conflict had negative effects on psychological well-being, whereas psychological well-being had a positive effect on job performance. Family-to-work conflict negatively affects job performance. In contrast, work-to-family conflict had a positive direct effect on job performance, contrary to the hypothesized direction. Mediation analysis revealed that psychological well-being mediated both relationships. Competitive partial mediation was found in the work-to-family conflict–job performance relationship, whereas complementary partial mediation was found in the family-to-work conflict–job performance relationship.

Conclusions: Psychological well-being is an important mechanism linking interrole conflict and job performance. The findings also confirm that work-to-family conflict and family-to-work conflict should be treated as distinct constructs.

Limitations: This study is limited by its cross-sectional design, self-reported data, purposive sampling, and single organizational context.

Contributions: This study extends the work-family conflict literature by applying the Conservation of Resources theory to a strategic public-sector institution. Public organizations should manage workload, psychological support, and family responsive work arrangements to sustain employee performance.

Keywords

Conservation of Resources Theory Family-To-Work Conflict Public-Sector Human Resource Management Structural Equation Modeling Work-To-Family Conflict

How to Cite

Utama, J. P., & Martdianty, F. (2026). Work-Family Conflict Directions, Psychological Well-Being, and Performance in Public Sector Employees. Annals of Human Resource Management Research, 6(3), 131–144. https://doi.org/10.35912/ahrmr.v6.n3.p131-144.2026

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Authors

1 Julias Penata Utama
Universitas Indonesia, Depok, Indonesia
2 Fanny Martdianty
Universitas Indonesia, Depok, Indonesia

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Vol. 6 No. 3 (2026): September
Section: Articles
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