INTRODUCTION: THE INTERPLAY OF PSYCHOLOGICAL RESOURCES, SUPPORT SYSTEMS, AND EMPLOYEE PERFORMANCE

Abstract

This quantitative study examines the interplay of psychological capital (PsyCap), supervisor support, family support, work-life balance (WLB), organizational commitment, psychological well-being, and employee performance within Pakistan’s manufacturing sector. Data from 450 employees across 32 Gujranwala firms, analyzed using SPSS and Hayes’ PROCESS macro, supported all hypotheses. PsyCap emerged as the strongest predictor of WLB (β = 0.48, *p* < .001), significantly outperforming supervisor support (β = 0.31) and family support (β = 0.22). WLB mediated 68% of PsyCap’s effect on organizational commitment, which itself was the primary driver of performance (β = 0.41 vs. well-being’s β = 0.33). Results confirm Conservation of Resources theory, revealing supervisor support’s critical role over family support in this context and establishing organizational commitment as the central conduit translating WLB into performance. Practical implications include prioritizing PsyCap development programs and supervisor training for flexible scheduling, offering evidence-based strategies to enhance productivity in industrial economies.