Abstract:
This study examined the antecedents and consequences of the use of family-friendly
benefits for banking employees in the Nuwaraeliya District of Sri Lanka. The research
was motivated by the growing need for organizations to provide family-friendly
benefits and support to their employees in order to enhance job satisfaction and retain
talent. The study had three main objectives: (1) to identify the levels of family-friendly
benefits, family-supportive supervision, and job satisfaction among banking
employees, (2) to assess the relationship between family-friendly benefits and job
satisfaction as well as between family-supportive supervision and job satisfaction, and
(3) to assess the impact of family-friendly benefits and family-supportive supervision
on job satisfaction.
The study adopted a quantitative research approach, with data collected through a
structured questionnaire from a sample of 310 banking employees from five major
banks in the Nuwara Eliya District. The data were analyzed using descriptive statistics,
correlation, and regression analyses. The findings revealed that the levels of family-friendly
benefits, family-supportive supervision, and job satisfaction were high among
the banking employees surveyed. Furthermore, there was a strong positive relationship
between family-friendly benefits and job satisfaction, as well as between family supportive
supervision and job satisfaction. The regression analysis demonstrated that
both family-friendly benefits and family-supportive supervision had a statistically
significant and positive impact on job satisfaction among the banking employees.
The findings contribute to the existing literature on job satisfaction, particularly in the
context of the banking sector in SriIanka. The study recommends that organizations,
particularly in the banking sector, should prioritize the implementation of family-friendly
policies and train supervisors to be more supportive of their employees' family
needs. Future research could explore the effects of moderating variables, such as gender
and age, and investigate other factors that contribute to creating a family-supportive
work environment.
