Work-Life Balance and Sustainable Workforce Well-Being Among Malaysian Women: A Mixed-Methods Study

Abstract

Women’s participation in paid employment strengthens household development, yet overlapping work and family demands may compromise psychological functioning and workforce sustainability. This study examined the contribution of work-life balance and interpersonal conflict management to psychological well-being among Malaysian working women and explored counsellors’ perspectives on the processes underlying these relationships. A convergent mixed-methods design combined survey data from 577 working women with semi-structured interviews involving seven counsellors and psychology officers experienced in supporting working women. Survey participants completed the Hayman Work-Life Balance Scale, the Thomas-Kilmann Conflict Mode Instrument and the 54-item Ryff Psychological Well-Being Scale. Quantitative data were analysed using descriptive statistics, Pearson correlations and multiple regression, while interview data were examined through thematic analysis. Work-life balance was moderately associated with psychological well-being (r = .585, p < .001), whereas conflict management showed a weaker positive association (r = .146, p < .001). The regression model was significant, F(2, 574) = 154.153, p < .001, and explained 34.9% of the variance in psychological well-being. Work-life balance was the dominant predictor (β = .576, p < .001), followed by conflict management (β = .083, p = .015). Counsellors described work-family role pressure, emotional strain, coping and boundary management, and the need for counselling and organisational support. Inductively derived themes highlighted women as principal household earners, digital work-life boundaries and counselling as a safe space. Integrated findings show that sustainable workforce well-being requires more than individual coping: women also need workable boundaries, supportive relationships, psychologically safe services and responsive organisational practices.