The Impact of Cultural Moderators on the Relationship Between Work-Life Balance and Outcome Variables

Presently, there is some evidence within the literature to support that cultural dimensions serve as moderators of the relationship between work-life balance and outcome variables (e.g., job satisfaction, life satisfaction, mental wellness). However, there are few studies examining individualism-collectivism and gender egalitarianism as moderators. Furthermore, there is no found extant research to date examining intra-country or utilizing organizational-level culture measures. The following study assessed individual perceptions of collectivism and gender egalitarianism using Project GLOBE’s organizational practices scales as moderators of the relationships between work-life balance and job satisfaction as well as life satisfaction. All constructions were measured in a sample of 200 employed U.S. participants on Mturk. The results supported work-life balance as a positive predictor of job satisfaction as well as life satisfaction. There was some evidence supporting that perceived collectivism weakly influences work-life balance’s impact on job satisfaction. At higher levels of collectivism, work-life balance more positively predicted job satisfaction than at lower levels of collectivism. Nevertheless, the slope analysis demonstrated that the low and high collectivism slopes were similar. Contrary to the literature, no evidence was found to support gender egalitarianism as a moderator in either of the target relationships. The was also no found evidence supporting that the combination of both cultural dimensions served as a moderator