| dc.description.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. | en_US |
