Work-Life Balance and Employee Performance in the Energy and Petroleum Regulatory Authority in Kenya

Abstract

Workplace policies that ensure an individual may balance personal and professional obligations are known as work-life balance policies. The happiness of staff, their confidence, and the effectiveness of the firm as a whole are seriously threatened by poor work-life balance. Most workers frequently struggle to strike a balance between their obligations at work and in their personal lives. The report's goal was to examine the relationship between staff performance at Nairobi, Kenya's Energy and Petroleum Regulatory Authority and task balance. The study's goals were to determine how leave policies, flexible work schedules, and welfare programs affected employees' performance at the Energy and Petroleum Regulatory Authority in Nairobi, Kenya, as well as to look at the impact of family duties. The Spillover Theory, Compensation Theory, and Role Theory served as the study's pillars. A descriptive research design was used for this investigation. 160 personnel from the followings directorates—Corporate Services, Petroleum and Natural Gas, Economic Regulation, Electricity and Renewable Energy, Public Education Advocacy, and Consumer Protection—were included in the targeted population. A 101- person sample will was random sampling in addition to stratified selection. A total of 101 employees, including 17 from Corporate Services, 15 from Petroleum and Gas, 20 from Economic Regulation, 20 from Electricity and Renewable Energy, and 29 from Public Education, Advocacy and Consumer Protection, made up the sample size, which was 30 percent of the target population. To gather information for the sample, the study employed semi-structured questionnaire with both closed- and open- ended questions. The surveys was sent to the respondents using a drop and pick approach. Before being used with the participants, the instrument underwent a preliminary evaluation for reliability and validity. SPSS was used to evaluate and report the data that have been gathered. Data was evaluate using statistical analysis like frequency and percentage. Frequency analysis was employed in the data presentation. Additionally, a correlational and multiple logistic analysis was performed to ascertain the connection between employee and their work-life balance. The study results presented that the company analysed employ efficient leave policy. The company allowed time off to assist employees care for my dependants. The authority adheres to the employment contract's leave policy, extends employees yearly leave by giving them more time off. The results indicates that EPRA encourages looking at difficulties in different dimensions, creativity in problem solution, treats employees well, and recognizes the employee’s strengths and abilities are different from other. The results indicated that there was professional therapy offered to employees by EPRA. The EPRA offers moderate good daycare options, gives permission to take time off to assist and care for a sick family member. The found that compared to now, when the employees have parental responsibilities their performance was enhanced. Numerous family obligations caused employees to miss work, yet they had no negative effects on how they performed at work. The findings indicated that employee effectiveness in handling task in the authority has improved. There was improved efficiency in handling tasks in the organizations. The study concluded that changes in leave policy, flexible work arrangements and welfare programs had significant effect on employee performance. Family responsibilities had no effect on employee performance. The study urged businesses to plan and implement vacation time in order to ensure that employees have time to unwind from their work duties. The report recommended that management develop work policies that promote flexible work schedules for employees. The capacity of employees to plan their time to accommodate both personal and professional activities would boost employee productivity.