TO EXPLORE THE MODERATING ROLE OF RESILIENCE ON THE RELATIONSHIP BETWEEN WORKLIFE CONFLICT AND EMPLOYEE HAPPINESS OF IT EMPLOYEES

Abstract

The increasing prevalence of remote work, particularly in the IT sector, has highlighted the complex dynamics between work-life conflict, resilience, and employee happiness. This study aims to explore the moderating role of resilience in the relationship between work-life conflict and employee happiness among IT employees working from home. Grounded in the Job Demands-Resources (JD-R) model and Maslow’s hierarchy of needs, the research examines how resilience, a personal resource, can buffer the negative impacts of work-life conflict on employees’ well-being. Using a quantitative research design, data were collected from a sample of 150 IT employees through structured online surveys measuring work-life conflict, resilience, and employee happiness. The study employed descriptive statistics, correlation analysis, and multiple regression to analyze the data. The results reveal a significant negative relationship between work-life conflict and employee happiness, while resilience was found to moderate this relationship positively. Specifically, higher levels of resilience weakened the adverse effects of work-life conflict on employee happiness, suggesting that resilience plays a protective role. These findings underscore the importance of fostering resilience through targeted organizational interventions to enhance employee well being and productivity in remote work settings. By addressing the insights of this study, organizations can implement strategies to promote resilience, reduce work-life conflict, and support employee happiness, contributing to a more sustainable and engaged workforce.