EXAMINING THE IMPACT OF ORGANIZATIONAL SUPPORT PRACTICES, WORK-FAMILY BALANCE, AND JOB SATISFACTION ON WOMEN EMPLOYEES' PERFORMANCE IN THE SPORTS GOODS MANUFACTURING SECTOR OF SIALKOT

Abstract

The study serves to examine both the direct and indirect effects of organizational support practices on women employees' performance in the context of Sialkot’s sports goods manufacturing and export sector. Grounding its basis on the Social Exchange Theory and the Perceived Organizational Support Theory, our study proposes that work-family balance and job satisfaction have a mediating role between organizational support practices and employee performance.

To serve the purpose, we conducted a quantitative and cross-sectional survey of 255 women employees working in sports goods factories. Multiple tools were used to analyze the data, including the reliability analysis, correlation analysis, multiple regression, and bootstrapped mediation techniques.  Organizational support practices came out as the key predictor of work-family balance and job satisfaction, whereas both mediators significantly affect employee performance. Organizational Support Practices also indicate a strong direct effect on performance outputs of women employees.

The findings shed light on the significance of the employee-centric and supportive workplace practices in enhancing women employees' performance outputs in labor-intensive manufacturing setups. Through the generation of empirical evidence from a perspective of the manufacturing sector of a developing economy like Pakistan, this study serves to add to the existing literature on organizational support and employee performance and highlights the importance of such supportive organizational environments for improving both employee productivity and well-being.