WORK-LIFE BALANCE AND ORGANIZATIONAL COMMITMENT AFFECTING JOB PERFORMANCE OF EMPLOYEES IN A CORPORATE COMMUNICATIONS COMPANY IN SATHORN DISTRICT

Abstract

The purposes of this independent study were: (1) to explore the work-life balance of employees in a corporate communications company located in the Sathorn District, (2) to examine their organizational commitment, (3) to assess their job performance, (4) to provide organizational executives with data that can inform strategic planning to improve work concepts and time management for enhancing job performance, and (5) to offer insights for developing and improving the working environment to support employee performance.

The sample group consisted of 145 employees from a corporate communications company in the Sathorn District. Data analysis was conducted in two parts: descriptive statistics (frequency, percentage, mean, and standard deviation) and inferential statistics for hypothesis testing. The t-test was used for comparisons between two groups, while one-way analysis of variance (One-Way ANOVA) was used for comparisons across more than two groups. Post hoc comparisons were conducted using the Least Significant Difference (LSD) method. Multiple Regression Analysis was also applied. The findings revealed that personal factors such as gender, age, marital status, education level, monthly income, and job position did not significantly affect job performance. However, differences in years of service were found to significantly affect performance. The analysis of work-life balance and organizational commitment in relation to job performance showed that aspects of work-life balance—such as the influence of people on role management, the level of balance between work and life, and flexible working hours—as well as organizational commitment (in terms of cost and affective dimensions), had a positive effect on job performance. The adjusted R square was 0.450, indicating that 45% of the variance in employee job performance could be explained by the model, at a significance level of .05.