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Abstract- This study explores the relationship between work–life balance (WLB) initiatives and the job performance of administrative employees at Guangxi Finance Vocational & Technical College in Guangxi, China. It had two main objectives: to assess how staff perceive existing WLB support and their own job performance, and to examine whether WLB initiatives significantly influence performance. The research focused on non-academic administrative staff and managers working in operations, student services, finance, compliance, and institutional management, where tasks are coordination-heavy and deadline-driven. Using a quantitative survey approach, the findings show that employees generally have positive perceptions of the college’s WLB programs. Respondents reported satisfactory support in flexible working arrangements, family and leave policies, supervisor support, wellness initiatives, and workload-related practices. They also rated their job performance as high, indicating confidence in meeting targets, maintaining service quality, and staying productive during peak periods. Statistical analysis revealed that WLB initiatives have a significant positive impact on job performance. Employees who feel supported in balancing work and personal responsibilities tend to perform better. Among the different factors, supervisor support emerged as the strongest predictor of performance, emphasizing the importance of fair leadership, clear communication, constructive feedback, and emotional support. Flexible work options, wellness programs, and family-related support also made positive contributions. However, workload management alone did not demonstrate a significant independent effect when other factors were considered.

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