  Purpose: To assess the impact of the existence of and access to different
work-family policies on employee well-being and job performance.
  Design-methodology-approach: Hypothesis testing was performed using a
structural equation model based on a PLS-SEM approach applied to a sample of
1,511 employees of the Spanish banking sector.
  Findings: The results obtained demonstrate that the existence and true access
to different types of work-family policies such as flexible working hours
(flexi-time), long leaves, and flexible work location (flexi-place) are not
directly related to job performance, but indirectly so, when mediated by the
well-being of employees generated by work-family policies. In a similar vein,
true access to employee and family support services also has an indirect
positive impact on job performance mediated by the well-being produced. In
contrast, the mere existence of employee and family support services does not
have any direct or indirect effect on job performance.
  Originality-value: This study makes a theoretical and empirical contribution
to better understand the impact that of the existence of and access to
work-family policies on job performance mediated by employee well-being. In
this sense, we posited and tested an unpublished theoretical model where the
concept of employee well-being gains special relevance at academic and
organizational level due to its implications for human resource management.
