Balanced work-life policies support diverse employees.

Work-Life Balance: Are Your Company's Policies Really Helping?

Kai Mendoza in Business & Economy August 2025 • 4 min read.

"Discover how gender roles and family responsibilities impact the effectiveness of work-family policies and how to create a supportive environment for all employees."

In today's fast-paced world, the concept of work-life balance has become increasingly important for employees. Companies are under pressure to offer work-family policies (WFP) to attract and retain talent, boost productivity, and enhance their corporate image. However, simply having these policies in place isn't enough. The real question is: are these policies truly effective in improving the lives of employees and boosting their job performance?

Recent research sheds light on the complexities of work-family policies and their impact on the workforce. A study published in the International Journal of Human Resource Management investigated the moderating effects of gender and family responsibilities on the relationship between work-family policies and job performance. The findings challenge some common assumptions and provide valuable insights for creating more effective and inclusive workplace strategies.

This article delves into the key findings of this research, exploring how gender roles and family responsibilities can influence the success of work-family policies. We'll examine the importance of employee well-being as a mediator between policies and performance, and offer practical advice for managers looking to create a supportive and productive work environment for all employees.

Do Work-Family Policies Actually Boost Job Performance?

Balanced work-life policies support diverse employees.

The study analyzed data from 1,511 employees in the Spanish banking sector, using a structural equation model to test the impact of work-family policies on job performance. Surprisingly, the results showed that neither the existence nor the accessibility of work-family policies had a direct, positive impact on job performance. This contradicts the common belief that simply offering these policies will automatically lead to increased productivity.

However, the research revealed a crucial mediating factor: employee well-being. Work-family policies do have an indirect effect on job performance by improving employee well-being. When employees feel supported and cared for, they are more likely to be engaged and productive in their work. The importance of well-being highlights the need to look beyond the simple implementation of policies and focus on creating a workplace culture that genuinely values and supports its employees.

Policy Existence vs. Accessibility: It's not enough for work-family policies to simply exist. Employees need to be aware of them and feel that they can access them without negative consequences.
Employee Well-being Matters: Policies that improve employee well-being are more likely to have a positive impact on job performance.
Culture is Key: A supportive workplace culture is essential for maximizing the effectiveness of work-family policies.

This means managers need to focus on promoting a culture where employees feel comfortable utilizing available resources, without fear of judgment or career repercussions. Encouraging open communication and demonstrating genuine support for employees' personal lives are critical components of a thriving work environment.

Creating Inclusive Work-Family Policies for Everyone

The study also examined the moderating roles of gender and family responsibilities on the relationship between work-family policies and job performance. Contrary to expectations, the research found that neither gender nor family responsibilities had a significant moderating effect. This suggests that work-family policies should be designed to benefit all employees, regardless of their gender or family status.

About this Article -

This article was crafted using a human-AI hybrid and collaborative approach. AI assisted our team with initial drafting, research insights, identifying key questions, and image generation. Our human editors guided topic selection, defined the angle, structured the content, ensured factual accuracy and relevance, refined the tone, and conducted thorough editing to deliver helpful, high-quality information.See our About page for more information.

This article is based on research published under:

DOI-LINK: 10.1080/09585192.2018.1505762,

Title: Moderating Effects Of Gender And Family Responsibilities On The Relations Between Work-Family Policies And Job Performance

Subject: econ.gn q-fin.ec

Authors: Jose Aurelio Medina-Garrido, Jose Maria Biedma-Ferrer, Antonio Rafael Ramos-Rodriguez

Published: 12-12-2023

Everything You Need To Know

Why are companies implementing Work-Family Policies (WFP) and what's the catch?

Companies are adopting Work-Family Policies (WFP) to attract and retain talent, boost productivity, and enhance their corporate image. However, the catch is that simply having these policies isn't enough. The effectiveness of WFP depends on their implementation, accessibility, and the overall workplace culture. The International Journal of Human Resource Management study showed that the existence of these policies alone does not directly boost job performance, highlighting the need for a more nuanced approach.

How does employee well-being influence the effectiveness of Work-Family Policies (WFP)?

Employee well-being acts as a crucial mediating factor. Work-Family Policies (WFP) indirectly affect job performance by improving employee well-being. When employees feel supported and cared for, they are more engaged and productive in their work. The research emphasizes the importance of creating a workplace culture that values and supports its employees, rather than simply implementing the policies.

What's the difference between Policy Existence and Policy Accessibility in the context of Work-Family Policies (WFP)?

Policy Existence refers to the mere presence of Work-Family Policies (WFP) within a company. However, Policy Accessibility is much more critical. It means employees must be aware of these policies and, importantly, feel comfortable using them without fear of negative consequences such as judgment or career repercussions. A supportive workplace culture is essential to make these policies accessible and effective.

Do gender and family responsibilities impact how Work-Family Policies (WFP) affect job performance?

The research, which analyzed data from the Spanish banking sector, found that neither gender nor family responsibilities significantly moderated the relationship between Work-Family Policies (WFP) and job performance. This suggests that these policies should be designed to benefit all employees, regardless of gender or family status. This finding challenges the expectation that these factors would significantly influence the effectiveness of such policies.

How can managers create a supportive work environment to maximize the benefits of Work-Family Policies (WFP)?

Managers can promote a supportive work environment by encouraging open communication and demonstrating genuine support for employees' personal lives. It's crucial to create a culture where employees feel comfortable utilizing available resources, without fear of judgment or career repercussions. The article emphasizes that a supportive workplace culture is essential for maximizing the effectiveness of Work-Family Policies (WFP), and improving employee well-being, which in turn boosts job performance.