Work Life Balance and Employees’ Job Performance in Commercial Banks in Nyeri County, Kenya
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Date
2023
Authors
Kabui, Peter N.
Journal Title
Journal ISSN
Volume Title
Publisher
Kenyatta University
Abstract
Employees in Commercial Banks find themselves working for long hours. Bank employees
are at various times are in most cases likely to be exposed to experiences of spillover and at
times work conditions that are often stressful based on their life and work experiences. In
organizations such as banks, working conditions demand a lot of time on the part of the
workers hence putting them at risk of exposure to negative and even less positive work-family
spillover. This may in turn lead to continued absenteeism from home which creates conflict
within the family. The proposed study sought to investigate how work-life balance influences
employees’ performance in commercial banks in Nyeri County. Four research objectives
guided that study. The objectives sought to establish how flexible working schedule, leave
programs, work family conflict and the number of working hours influenced employee job
performance. Spill Over theory, Conflict Theory, Facilitation theory and High Commitment
Theory were theories that this study was hinged on. Descriptive research survey design was
utilized in this survey. One hundred and forty employees in various departments in the
commercial banks in Nyeri was the population for the study and a sample of 103 employees
which was selected from the population using the sample determination table by Krejcie and
Morgan (1970) was used to sample 103 employees. In collection of data, questionnaires were
utilized. A pre-test was done before collection of data which was to check how reliable and
valid the research instruments are. The validity of the instrument was evaluated by utilization
of content validity while Cronbach's alpha (α) which is the most viewed as a proportion of
reliability was utilized to lay out the reliability of the polls. Data were analyzed using
regression analysis. Regression analysis was used to create a model of the relationships
between the independent and dependent variables. In order to present the data, frequency
distribution tables, or FDTs, were utilized. Employee job performance was negatively
impacted by a lack of flexible working hours, according to the findings. Additionally, the
findings demonstrated that employees' job performance was negatively impacted by the
absence of structured leave programs. The results also showed that employees' job
performance was affected by work-family conflict, and that employees' job performance was
also affected by how many hours they worked. Each independent variable had a significant
positive correlation with employee job performance, according to inferential statistics.
Notably, there was a strong correlation between leave programs, public awareness, and
flexible working hours. Employee job performance had a weak positive correlation with
working hours. The summary of the regression model revealed that the four independent
variables; work-family conflict, leave programs, number of working hours, and flexible
working schedules explained approximately a high variability in job performance among
commercial banks in Nyeri County. In commercial banks in Nyeri County, the four predictor
variables had significant main effects on employee job performance. The four independent
variables demonstrated that each of the four variables was a significant predictor of employee
job performance in commercial banks. The study concluded that employees' performance was
affected by flexible working hours. Employee job performance was also impacted by workfamily conflict, according to the study. It was also determined that the number of hours
worked by employees impacted their job performance. The study suggested that commercial
banks create shift work arrangements and other flexible working schedules. Additionally, it
was suggested that the structures of commercial banks should be designed to minimize
workplace-family conflict. The study also says that employees should be given a clear number
of hours to work and should stick to it so they can have time for life.
Description
A Research Project Submitted to the School of Business, Economic and Tourism in Partial Fulfilment of the Requirements for the Award of the Degree of Masters in Business Administration (Human Resource Management) Kenyatta University, June 2023.
Keywords
Work Life Balance, Employees’ Job Performance, Commercial Banks, Nyeri County, Kenya