Job Stress, Psychological Capital, and Work-Life Balance in Married Working Women

Abstract

The current study explores the relationship between job stress, psychological capital, and work-life balance in married working women. A correlational research study design was implemented in the current research. It was hypothesized that: Job stress is likely to have a negative relationship with work-life balance and psychological capital in married working women, Psychological capital is likely to have a positive relationship with work-life balance in married working women, Psychological capital is likely to moderate the relationship between job stress and work-life balance in married working women, There is likely to be a significant difference in job stress (Time stress), and psychological capital (efficacy, hope, and resilience) between nuclear and joint family systems. The sample of 210 married working women from different public and private organizations in Lahore, Pakistan. The mean age for the sample was 32.25 with a standard deviation of 5.69. For assessment, Job Stress Scale (JSS), Psychological Capital Questionnaire (PCQ), and Work-Life Balance Questionnaire (WLBQ) were used. Pearson product-moment correlation and moderation analysis using the Hayes Macro Process were applied. Results showed that Job stress was significantly negatively correlated with psychological capital and work-life balance. Furthermore, it also showed that psychological capital is significantly positively correlated with work-life balance. Results also depicted that psychological capital acts as a moderator between job stress and work-life balance. The result also shows that psychological capital is higher in the joint family system while job stress is higher in the nuclear family system. This research has essential implications for Organizations which can introduce specific interventions to decrease job stress and boost psychological capital for married working women. Policymakers could use the results of this study to create regulations that promote a healthy work-life balance. Employers can develop comprehensive well-being initiatives that concentrate on enhancing psychological capital.