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Effects Of Work Life Balance On Performance Of Female Employees In The Banking Industry
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Three indicators have been suggested to maintain a fulfilled life and
fulfill organizational commitments, productivity and development. First
is work related factors causing problems in work life imbalance due to
excessive work load, more pressure, excessive working hours. Second
related to outside the work that includes social influence, families,
friends, dependent responsibilities. Third are the factors that includes
awareness about the methods and policies to manage this work life
imbalance (Guest, 2002).
Imbalance in work and life means that the
two phases of responsibilities are not being fulfilled. More or less in
one phase may lead to disturbance in another also which affect both the
work life and personal of an employee. Work stress and work life
imbalance are correlated with workaholism regardless of gender (Aziz
& Cunningham, 2008).
A central characteristic of work-life
balance is the amount of time a female employee spends at work. There
are indications that long work hours may harm personal health, endanger
safety and increase stress for the female employee. Developing economies
like Nigeria are faced with serious economic challenges and labour
market pressures added to poor social infrastructures, poverty, high
unemployment and corruption. These conditions further exacerbate the
work and life of the average Nigerian female employee whose aim is to
make a living and who may have to arduously build up accommodating
arrangements and cognitive psychological coping behaviours that
stimulate desirable satisfaction and effectual functioning both at work
and at home. Most female employees in Nigeria are affected by lack of
work flexibility, elevated work pressures and long working hours; a
situation that decreases their job performance and productivity
(Fapohunda, 2014).
1.2 STATEMENT OF THE PROBLEM
The importance
of work-life balance, whether implicit or explicit to the organisations
and employees cannot be ignored. This is because when female employee
struggle to balance their work and family lives, their families and work
will be negatively affected. They will be unable to attend to
far-reaching family issues, lateness and absenteeism at work will set
in, and they will lose concentration at work. Several studies such as
Poelmans & Sahibzada (2004) and Lapierre et al (2008) have confirmed
that work-family policies can lessen to the minimum levels the issue of
lateness, absenteeism, stress, work-family conflict, and increased
productivity, job satisfaction and organisational commitment.
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 female employees with
little or no concerns for their social-family wellbeing. This has led to
broken homes, job dissatisfaction and sub-optimal commitment and
underperformance by many female employees.
Many of the studies on
work life balance and performance of female employees were done outside
Nigeria. In Nigeria, most of the available studies about work life
balance and organizational performance such as Okonkwo (2012), Ojo
(2012), Oludayo, Gberevbie & Popoola (2015) were too brief and
lacking depths. Moreover, these researches were also theoretical studies
whose findings were subjectively based on researchers’ personal
opinions. It is noted that the past studies did not give adequate
attention to work life balance and performance of female employees in
the banking industry in Nigeria. Hence the undertaking of this study
will fill in the gap in knowledge by critically investigating the
effects of Work Life Balance on Performance of female employees in the
banking industry with a special reference to Guaranty Trust Bank Nig.
PLC.
1.3 OBJECTIVES OF THE STUDY
The study was conducted with the following objectives;
a. To examine the effect of work life balance on performance of female employees.
b. To determine the effect of work life balance on commitment of female employees.
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