Work Life Balance and Employees’ Job Performance in Commercial Banks in Nyeri County, Kenya

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dc.contributor.advisorJedida Mulien_US
dc.contributor.authorKabui, Peter N.
dc.date.accessioned2023-08-09T06:45:21Z
dc.date.available2023-08-09T06:45:21Z
dc.date.issued2023
dc.descriptionA 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.en_US
dc.description.abstractEmployees 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.en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/26655
dc.language.isoenen_US
dc.publisherKenyatta Universityen_US
dc.subjectWork Life Balanceen_US
dc.subjectEmployees’ Job Performanceen_US
dc.subjectCommercial Banksen_US
dc.subjectNyeri Countyen_US
dc.subjectKenyaen_US
dc.titleWork Life Balance and Employees’ Job Performance in Commercial Banks in Nyeri County, Kenyaen_US
dc.typeThesisen_US
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