Work-Life Balance as a Catalyst for Excellence: Determinants of Administrative Staff Performance in Higher Education

Abstract

Drawing on Maslow’s Hierarchy of Needs and Boundary Theory, the research examines the direct and indirect effects of religiosity, High-Performance Work Systems (HPWS), and organizational culture on performance through Work-Life balance (WLB). Using a quantitative approach and structural equation modeling (SEM), data from 250 respondents were analyzed to assess the relationships among these variables. The findings reveal that religiosity and organizational culture significantly enhance employee performance, both directly and indirectly, through their positive influence on WLB. Religiosity fulfills higher-order needs, fostering intrinsic motivation, ethical behavior, and resilience, while organizational culture provides a supportive environment that promotes collaboration and alignment with institutional goals. Conversely, HPWS primarily impacts performance directly and shows limited influence on WLB, highlighting the need for enhancements to better support work-life integration. WLB itself is identified as a critical determinant of performance, reinforcing its role as a mediator and catalyst for performance. This study contributes to the theoretical discourse by integrating Maslow’s and Boundary Theory to provide a comprehensive understanding of workplace dynamics. The findings offer practical implications for higher education institutions, emphasizing the importance of integrating personal values, organizational practices, and cultural elements to enhance administrative staff performance and institutional excellence.