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Effect Of Work Life Balance On Organisational Performance
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1.2 STATEMENT OF THE PROBLEM
Research on Work Life Balance (WLB)
has greatly advanced in western countries (Ozbilgin, Beauregard, Tatli
and Bell, 2011), however this cannot be said for developing economies
like Nigeria where little is known about WLB practices, both in
structural and cultural forms, and of course an obvious paucity of
empirical studies in this area.Hence, the need for this study is timely
and sacrosanct.
Inadequate work life balance is a problem that poses a
big risk to workers well being, their performance as well as the
organizational performance. Many employees often have difficulties in
attempting to balance employment responsibilities with their social
life. The challenges of integrating work and family life is a part of
everyday reality for majority of workforce.
Employees work hard to
strike a balance to fulfill the demands of the working life and meeting
the commitments of family life. Those who fail to do so either quit the
organization thereby increasing the rate of attrition or become less
productive.
Owing to the high level of unemployment that has plagued
the Nigerian labour market,organizations and employers of labour mostly
in the private sector have taken advantage of this menace by always
demanding unattainable and unrealistic results from their employees
without any concerns for employees social-family wellbeing. This has led
to broken homes, job dissatisfactionand sub-optimal commitment and
employees’ productivity. It is against this backdrop that this study
seeks to investigate the effect of Work Life Balance on Organisational
Performance with a special reference to Guaranty Trust Bank Nig. PLC.
1.3 OBJECTIVES OF THE STUDY
The
main objective of this study is to assess the effect of work life
balance on organisational performance. Other specific objectives of the
study are:
a. To explore the link between work life balance and organisational performance.
b. To determine the effect of work life balance on employees’ commitment.
c. To find out the link between work life balance strategy and employees’ job satisfaction.
d. To investigate the relationship between adverse working conditions and workplace violence.
e. To find out if work life balance practices have an effect on work-family conflict.
1.4 RESEARCH QUESTIONS
This study will be guided be the following research questions:
1. Is there any link between work life balance and organisational performance?
. What is the impact of work life balance on employees’ commitment?
3. Is work life balance strategy a significant predictor of employees’ job satisfaction?
4. What is the link between work life balance strategy and employees’ job satisfaction?
5. To what extent does work life balance practices have an effect on work-family conflict?
1.5 RESEARCH HYPOTHESES
Ho1: There is no significant relationship between work life balance and organisational performance.
Ho2: Work life balance is not positively related to employees’ commitment.
Ho3: Work life balance strategy is not a significant predictor of employees’ job satisfaction.
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