TABLE OF CONTENTS
Title page i
Approval page ii
Table of contents vi
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
CHAPTER TWO: LITERATURE REVIEW
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
CHAPTER THREE: RESEARCH DESIGN AND METHODOLGY
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
CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Data Presentation and Analysis 32
CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION
5.1 Summary of Findings 47
5.2 Conclusion 49
5.3 Recommendations 50
5.4 Suggestions for Further Studies 51
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.
REVIEW OF RELATE LITERATURE
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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