Does social support and work-life conflict moderate the influence of job stress on job performance? (A study at Syiah Kuala University)

The performance of employees within an organization is intricately linked to various psychological factors they encounter. Job stress, social support, and work-life conflict emerge as pivotal elements in enhancing job performance. This study endeavors to examine the impact of job stress on job performance, taking into account social support and work-life conflict as moderating factors. Data were gathered through questionnaires distributed to a sample of 275 administrative employees at Syiah Kuala University, Indonesia. Analysis was conducted using Structural Equation Modeling (SEM) via Partial Least Squares (PLS) statistical software. The findings indicate that job stress did not significantly affect job performance (p = 0.382 gt; α = 0.05), whereas social support emerged as a significant moderator (p = 0.001 lt; α = 0.05). However, work-life conflict did not demonstrate significance as a moderator in the relationship between job stress and job performance (p = 0.866 gt; α = 0.05). In conclusion, the study suggests that job stress indeed influences job performance, whereas the moderating effect of work-life conflict on the relationship between job stress and job performance remains unproven. Conversely, social support is confirmed as a significant moderating factor in the influence of job stress on job performance.