| Summary: | The purpose of this study is to examine the relationship between work-life balance (WLB) and employee performance. Specifically, based on Hayman’s (2005) concept on WLB, the authors tested how four dimensions in WLB are correlated to employee performance. Furthermore, employee performance constructs were derived from the Individual Work Performance Questionnaire (IWPQ) developed by (Koopmans et al., 2013). Using a survey questionnaire, this research was conducted with sample of 132 employees from a selected manufacturing company in Johor, Malaysia. Data was analyzed using descriptive and inferential statistics such as mean, frequency, percentage, and coefficient correlation. The findings revealed overall WLB level and employee performance level were moderate among respondents. A weak correlation was found between WLB and employee performance in the study, but a positive correlation existed. An organization must understand that employees' ability to perform is determined by their opportunity and willingness to perform, as well as how much effort they are willing to put forth. It is less likely that individuals will be helpful at work when role conflict is increased, so organizations can benefit from practicing and promoting WLB.
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