Work-Life Balance Practices and Performance of Administration Police Officers in Kwale County, Kenya
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Date
2025-11
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Kenyatta University
Abstract
Globally, governments have been making efforts to reform the Police force. In Kenya
Administration Police Service, performance has continued to deteriorate day by day. The
challenges causing this poor performance have not been sufficiently examined or comprehended,
resulting in concerns about performance from the Administration Police Officers, who are vital in
security matters. Different problems are impacting the performance of the administration police
officers in Kwale County. These included inability to manage overworked administration police
officers who are stressed due to scanty policy information on leave, absenteeism, poor service
quality due to frequent transfers, lack of efficiency in handling their day-to-day activities. These
scenarios could be cited as the root causes of poor police performance. This study sought to
examine the effect of work life balance practices on performance of administration police officers
in Kwale County Kenya. Specifically, the study established the effect of leave policies, flexible
work schedules, staff assistance programs and job transfers on the performance of administration
police officers in Kwale County, Kenya. The research was based on the Psychological Contract
Theory, Spillover Theory, and Compensation Theory. It utilized a descriptive research framework.
The chosen population included all 147 administration police officers from these ranks: Constable,
Corporal, Sergeant, Senior Sergeant, Inspector, Chief Inspector, Assistant Superintendent of
Police, Superintendent of Police, and Senior Superintendent of Police. The research took place in
Msambweni, Matuga, Lungalunga, Kinango, Shimba Hills, and Samburu-Kwale sub counties
within Kwale County. The research was a census since the target population is limited, and every
officer was included in the sample. A structured survey was employed to gather data. A drop-off
and pick-up approach was used to distribute the questionnaire to the participants. The tool
underwent a preliminary assessment for reliability at a Cronbach Alpha threshold of 0.7. Content,
construct, and face validity was additionally employed to evaluate the tool prior to its
administration to the participants via a pilot study. The collected information was analyzed with
SPSS Version 25. The collected information was structured, classified, and analyzed through
descriptive and inferential statistics. A correlation and multiple regression analysis was done to
evaluate the connection between Work-Life balance and the effectiveness of Administration Police
Officers. The findings were presented in tables, charts, and a discussion format. The leave policy,
job transfers, assistance programs and flexible work schedules were established to have a positive
significant influence on the performance of Administration Police Officers in Kwale County,
Kenya. The research concludes that leave policies provide administrative officers with the
opportunity to rejuvenate and address personal matters, ultimately enhancing their productivity.
Relocating officers with specific skills to various regions fosters innovative policing strategies or
perspectives that positively impact society. The assistance programs including training and
development programs, are designed to enhance the overall performance of police officers,
enabling them to carry out their responsibilities more effectively as they gain skills and confidence.
Flexible work schedules allow officers to actively participate in community events, fostering
relationships with society members and enhancing the public's perception of the entire police force.
The study recommends that Clear leave entitlements should be established for officers to easily
access information on annual, sick, and special leave, provided through digital platforms or
briefings. A comprehensive orientation program for officers at new stations should focus on local
cultures, community issues, and member expectations to aid adaptation. Additionally, training
should include modules on conflict management, communication techniques, and community
engagement to better equip officers for successful interactions.
Description
A Research Project Submitted To the School of Business, Economics and Tourism in Partial Fulfilment of the Requirement for the Award of the Degree of Master of Business Administration (Human Resource Management) at Kenyatta University. November, 2025
supervisor
Hannah O. Bula