“Effects of work- life balance to performance of employees” have become an issue to different scholars, this made the researcher of this work to carry on a research on the topic, with reference to Aqua-Rapha Industry. In order to achieve a reasonable outcome based on the research, the researcher’s major objective was to examine the effects of work life balance on the employee’s performance. Other specified objective were to examine various Work-Life balance practices that exist in Aqua-Rapha Industry, to identify work-Life balance challenges faced by employees of Aqua-Rapha Industry etc. For the objective to be achieved, the researcher made use of questionnaire and interview to obtain information from the respondents. Textbooks, journals and newspaper were used to obtain more ideas from other scholars and authors. The population used from the industry were 200 respondents. The sample size were 133. The Taro-Yamene statistical tool were used for the determination of the sample size. Tables and simple percentage formula were used for the data analysis. through the analysis, findings were achieve as thus: the company practice both team-building work/exercise, work free day(s) and short-break as work-life balance in Aqua-Rapha industry,  the company actually practice work-life balance and the practice of the of it in the company add to productivity of Aqua-Rapha industry  at a greater extent etc. based on the findings, the researcher  recommend that If  team-building work/exercise, work free day(s) and short-break as work-life balance in Aqua-Rapha industry helps the management to achieve the needed goals, they should continue the practice and also apply other necessary practices in order to help them to increase in productivity. As the researcher found that unhelpful attitude and high stress levels are the challenges faced by employees of Aqua-Rapha Industry the management of the company should try their best to reduce these challenges because it may deter effectiveness and efficiency in working morale of the employees in the organization.




Title page                                                                                                    ­i

Approval page                                                                                                    ii

Certification                                                                                               iii

Dedication                                                                                                  iv

Acknowledgements                                                                                     v

Table of contents                                                                                                vi

Abstract                                                                                                      ix


CHAPTER ONE: INTRODUCTION                                                         1

1.1 Background of the study                                                                         1

1.2 Statement of the Problem                                                                        4

1.3 Objectives of the Study                                                                           5

1.4 Research questions-                                                                                 6

1.5 Research Hypothesis                                                                               6

1.6 Significance of the Study                                                                        7

1.7 Scope of the Study                                                                                 7

1.8 Limitation of the study                                                                           8


2.1 Introduction                                                                                          9

2.2 Conceptual Framework-                                                                       10

2.3 Job Stress                                                                                             11

2.4 Work family conflict                                                                                      12

2.5 The Concept of Employee performance                                               13

2.6 Productivity concept                                                                                              14

2.7 Relationship between Work-Life Balance and Employee Performance          15

2.8 Leave policy                                                                                         16

2.9 Service delivery                                                                                    18

2.10 Theoretical frame                                                                                19

2.11 Consequences of Imbalance in work-life                                             22

2.12 Barriers to achieve a work-life balance                                                        23

2.13 Summary of the review                                                                      24


3.1 Research Design                                                                              27

3.2 Area of the study                                                                                       27

3.3 Population of Study                                                                        27

3.4 Sample/Sampling Techniques                            28

3.5 Instrument for data collection                                                                            29

3.6 Method of Data Collection                                                                                   30

3.7 Validation of data instrument                                                                             30

3.8 Reliability of the Instrument                            30

3.9 Method of Data Analysis                            31


4.1 Data Presentation and Analysis                                                            32


5.1 Summary of Findings                                                                                     47

5.2 Conclusion                                                                                           49

5.3 Recommendations                                                                                50

5.4 Suggestions for Further Studies                                                            51

References                                                                                                  52

Appendix: Letter                                                                                         56

Appendix: Questionnaire                                                                                     57




  • Background Of The Study

Work-life balance is an important topic in both professional business practice and academic research. Work-life balance (WLB) has become a popular research area in different fields such as sociology, psychology, human resource management, organization studies, and gender studies. Majority of researches on the correlation between work and family life refers to Work Life Balance and organization policies, Work Life Balance and organization culture, Work Life Balance and Human Resource management, Work Life Balance and work commitment, Work Life Balance and absenteeism, Work Life Balance and gender equality, Work Life Balance and family life, and many more (Casper, Eby, Bordeaux, Lockwood & Lambert, 2007).

There are a number of studies examining Work Life Balance  and employees performance. On the process of the research, it was noticed that this work life balance means different thing to different people. For instance, Clarke, Koch and Hill (2004) state that Work Life Balance is an “equilibrium or maintaining overall sense of harmony in life”.

Work Life Balance can also be describe as “satisfaction and good functioning at work and at home, with a minimum of role conflict”. The focus on the domains of work and family is vital as family and work are regarded as the most important elements of everyone’s life, and any competing demands from work and family life cause conflicts and negatively affect the wellbeing of workers (Frone, 2000). Therefore, good Work Life Balance and positive performance can be achieved when there is no role conflict, and when people are satisfied with their work and family roles.

The literature shows that common consequences of poor Work Life Balance are depression and distress, leading to lower productivity, poorer work quality, higher absenteeism and staff turnover (Seligman, 2011; Hill, 2005).  Work-family research has generally been dominated by the study of family and work role interference. However, work and family role enhancement studies seem to be growing in recent years (Grzywacz& Marks, 2000).

Work and family role interference suggests that responsibilities in separate domains such as work and family compete with each other in terms of limited time, psychological resources and physical energy, which leads to negative outcomes in both areas (Greenhaus&Beutell, 1985). In contrast, work and family role enhancement suggests that participation in multiple roles can lead to better functioning in other life domains (Barnett & Rivers, 1996). Therefore, this study focuses on investigating the effect of Work Life Balance on the Employees performance in Aqua-Rapha Industry.




2.1    Introduction

Every individual is an integral part of the family in particular and the society in general. In today’s business world, employee performance is key determinant in the achievement of organizational goals. As a result, organizations look for different ways of motivating their employees, in order for them to give their best to the organization. Employee performance is a focal point in any establishment. Every policy should be geared towards increasing the employee performance. For organizations to remain on top they should be able to improve their employee performance and monitor it. In a situation where this does not occur, they are liable to face several challenges which stands as a set back to the organization in the sector where they belong.

Work life balance is a very important phenomenon that is of great concern to various employees in both private and public sector. It goes beyond prioritizing the work role and one’s personal life. It also affects the social, psychological, economical and mental well being of the individual. All these is been reflected in the output of the individual, which affects his or her performance in the work place on the long run. Work life balance has implication on employee attitudes, behaviours, wellbeing as well as organizational effectiveness

2.2 The Conceptual Framework Of Work Life Balance

The origin of work-life balance practices spans from work-life conflict experienced by an employee. Work-Life Conflict is the inter-role conflict that results when one’s roles as an employee are incompatible with one other area such as being a spouse, parent or with other religious and leisure activities.

The concept of Work-Life Conflict recognizes that most individuals have multiple roles. Work-life balance practices help minimize the amount of Work-Life conflict and also target the antecedents; some of which include massive job requests and job burdens. Work-life balance is concerned with people having a measure of control over when, where and how they work.


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