How do work–life support practices impact bank employees' subjective well-being?

Abstract

Purpose

Based on the social exchange theory, the paper aims to explore the effects of work–life support (WLS) practices on subjective well-being through work engagement and job satisfaction.

Design/methodology/approach

Data of 332 bank employees were collected in three waves and analyzed using AMOS and PROCESS macro.

Findings

The study revealed that WLS practices influenced employees' subjective well-being both directly and indirectly. The study's results further supported the serial mediation of the indirect effect through work engagement and job satisfaction.

Practical implications

Organizational WLS practices are supposed to play an effective role in helping employees increase subjective well-being. Organizations should attach importance to implementing WLS practices to ensure that employees are engaged and satisfied. Furthermore, organizations should undertake and communicate favorable WLS practices to stimulate employees' work and non-work well-being.

Originality/value

The study is the first that examines the impact of WLS practices on employees' subjective well-being. Furthermore, the study offers novel insights regarding the dual mediation effect of work engagement and job satisfaction in the relationship between WLS practices and subjective well-being.

Citation

Roy, I., Arefin, M.S. and Rahman, M.S. (2023), "How do work–life support practices impact bank employees' subjective well-being?", Personnel Review, Vol. 52 No. 3, pp. 573-591. https://doi.org/10.1108/PR-01-2021-0050