Role Conflict and Quality of Work Life: Examining the Moderating Role of Type A and Type B Behavioral Patterns

Abstract

The present study investigated the relationship between role conflict and quality of work life among
working women, with specific emphasis on examining the moderating role of Type A and Type B behavioral
patterns. Despite extensive research on workplace stress and employee well-being, limited evidence exists
regarding the role of behavioral patterns in shaping the relationship between role conflict and quality of work life
among working women. A quantitative, descriptive research design was adopted to explore the proposed
relationships among the study variables. The sample consisted of 200 women teachers from the Mohali, Panchkula,
and Chandigarh regions, selected through a stratified random sampling technique to ensure adequate
representation. Data were collected using standardized instruments measuring role conflict, quality of work life,
and behavioral patterns associated with Type A and Type B personality. The collected data were analyzed using
descriptive statistics, Pearson’s product–moment correlation, and hierarchical regression analysis to examine the
moderating effects of Type A and Type B behavioral patterns on the relationship between role conflict and quality
of work life
The findings indicated a significant negative relationship between role conflict and quality of work life, suggesting
that higher levels of role conflict are associated with reduced perceptions of work-related well-being (β = −.49, p <
.001) among women teachers. However, the moderation analysis revealed that Type A and Type B behavioral
patterns did not significantly influence the strength or direction of the relationship between role conflict and
quality of work life. These findings suggest that individual behavioral patterns, although relevant to understanding
workplace experiences, may not act as significant buffering or intensifying factors in the association between role
conflict and quality of work life. The study highlights the need for organizational interventions aimed at reducing
role conflict and promoting supportive work environments to enhance the quality of work life among women
teachers.