INFLUENCE OF WORK LIFE BALANCE ON EMPLOYEE PRODUCTIVITY IN KENYA; A CASE OF MILIMANI LAW COURTS NAIROBI
Abstract
The changing economic conditions and social demands have changed the nature of work throughout the world. A good balance in work and life can play a phenomenal role in the attainment of personal and professional goals. It has been established employees report that work is a significant source of stress and they typically feel tensed or stressed out during the workday. Ideally, the Work Life Balance concept requires organizations to effectively integrate employees’ work and non-work roles such that levels of multiple-role conflict, and the associated stress and job dissatisfaction, are minimized or avoided, flexible schedules and leave programs are stressing out many employees, reducing their job performance and productivity as well as causing broken homes. The purpose of the study was to establish the influence of work life balance on employee productivity in Kenya. The study adopted descriptive survey and case study design. The study targeted 200 employees at Milimani Law Courts, Nairobi. A sample of 67 employees of the target population was considered by use of stratified sampling method. The primary data was collected through the use of questionnaires and secondary data was obtained from published documents such as journals, periodicals, magazines and reports to supplement the primary data. A pilot study was conducted to pretest the validity and reliability of instruments for data collection. The information was analyzed to yield qualitative and quantitative data. Quantitative data was analyzed with help of SPSS version 21 and MS excel. The study findings showed that independent variables contributed 77.10%, significantly and positively to employee productivity at judiciary. Flexible working schedule was the most significant factor and had a positive significant relationship at 5% level of significance.
Key Words: Work Life Balance, Employee Productivity
Full Text:
PDFReferences
Al-Ahmadi, H., (2009), Factors Affecting Performance of Hospital Nurses in Riyadh
Region, Saudi Arabia. International Journal of Health Care Quality Assurance, 22 (1), 40-54.
Armstrong, M. (2002).A handbook of human resource management practice: London, Kogan page.
Baron, S., Gong, F., &Pfirman, D. (2007). Expanding our understanding of the psychosocial work environment
Bassey, M., (2002), Motivation and Work -Investigation and Analysis of Motivation Factors at Work.
Beauregard, T. A. (2006). Predicting interference between work and home: A comparison of dispositional and situational antecedents. Journal of Managerial Psychology, 21(3), 244-264.
Boles, M., Pelletier, B., & Lynch, W. (2004).The relationship between health risks and work productivity. Journal of Occupational and Environmental Medicine, 46(7), 737-745.
Bond, F. W. (2010) ‘How can job design improve worker well-being and workplace performance?’Institute for Employment Studies, 40th Anniversary Conference.
Burton, W., Chen, C., Conti, D., Pransky, G., &Edington, D. (2004). Caregiving for
ill dependents and its association with employee health risks and productivity.Journal of Occupational and Environmental Medicine, 46(10), 1048–1056.
Brough, P., &Kelling, A. (2002).Women,work& well-being: the influence of work-family and family-work conflict.The New Zealand Journal of Psychology,31(1), 29-39.
Brough, P, O'Driscoll, MP and Biggs, A ( 2009). Parental leave and work-family balance among employed parents following childbirth: An exploratory investigation in Australia and New Zealand, Kotuitui: New Zealand Journal of Social Sciences Online, 4(1): 71–87.
Campion et al., (2005), Work Redesign: Eight Obstacles and Opportunities. Human Resource Management, 44(4), 367-390.
Casper, W. J., & Harris, C. M. (2008). Work-life benefits and organizational attachment: Self-interest utility and signaling theory models. Journal of Vocational Behavior, 72, 95-109.
Chow, I. H., &Keng-Howe, I. C. (2006). The effect of alternative work schedules on employee performance. International Journal of Employment Studies, 14(1),105-130.
Clark SC (2000). Work/family border theory: a new theory of work/family balance.
Clements-Croome, D., Kaluarachchi, Y. (2000) An Assessment of the Influence of the In-door Environment on the Productivity of Occupants in Offices Design, construction and Operation of Healthy Buildings: 67-81.
Cook, A. (2004). Corporate decision-making process: How organizations decide to adopt work/life initiatives: A Sloan Work and Family Encyclopedia entry.Retrived February 21, 2007, from http://wfnetwork.bc.edu/encyclopedia_entry.php?id=225&area=academics.
Cooper, C. D., & Kurland, N. B. (2002). Telecommuting, professional isolation, and employee development in public and private organizations. Journal of Organizational Behavior,23, 511−532.
Cooper, D. R., & Schindler, P. S. (2006). Business Research Methods (third ed.). New York:McGraw-Hill.
Davies, M.L. (2008). Gender, education, extremism and security, Compare: A journal of comparative education, 38(5): 611‐625
De Bruin, A. & Dupuis, A. (2004).Work-life balance?Insight from non-standard work.New ZealandJournal ofEmployment Relations.29(1): 21-37.
Eby, L.T., Casper, W. J., Lockwood, A., Bordeaux, C., Brinely, A. (2005).Work and family research Content analysis and review of the literature,Journal of vocational Behavior, 66, 124-139.
Garg, P. &Rastogi, R., (2006), New Model of Job Design: Motivating Employees’Performances.Journal of Management Development, 25(6), 572-587.
Grant, A. M. (2007). Relational job design and motivation.Academy of Management Review, 32(2), 393–417.
Greenhaus JH, Collins KM, Shaw JD (2003) .The relation between work-family balance and quality oflife. J VocatBehav 63:510–531.
Greenberg J &Baron A.R (2000) “Behaviour in Organisations”, Prentice Hall, Vol. 8, pp. 188-215
Halpern, D. F. (2005). How time-flexible work policies can reduce stress, improve health, and savemoney. Stress & Health: Journal of the International Society for the Investigation of Stress, 21(3), 157-168. doi:10.1002/smi.
Hayman, J (2010).Flexible work schedules and employee well-being, New Zealand Journal ofEmploymentRelations (Online), 35(2): 76–87.
Higgins, C., & Duxbury, L. (2005).Saying "No" in a culture of hours, money and non-support. Ivey Business Journal, 69(6), 1-5.
Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001).Finding an extra day a week: The positive influence of perceived job flexibility on work and family life balance.FamilyRelations, 50, 49-58.
Houston, D. M., &Waumsley, J. A. (2003). Attitudes to flexible working and family
Judge TA, Bono JE, Ilies R, Gerhardt MW (2002). Personality and leadership: A qualitative and quantitative review. J ApplPsychol 87:765–780.
Konrad&Mangel (2000).The impact of work-life programs on firm productivity. Strategic Management Journal, 21(12), 1225-1237.
Kodz, J., Harper, H., & Dench, S. (2002). Work-life balance: Beyond the rhetoric.Institute for Employment Studies Report 384. London: IES.
Kothari C. R. (2008). Research Methodology: Methods and Techniques .(2nded). Age International Publishers: New Delhi.
Kumar, C. (2000). Research Methods.(2ndedn.). New York: Harper and Row.
Lambert, S. J. (2000).Added benefits: The link between work-life benefits and organizationalcitizenship. Academy of Management Journal, 43, 5, 801-815.
Leblebici, D. (2012). Impact Of Workplace Quality On Employee’s Productivity: Case Study Of A Bank In Turkey. Journal of Business, Economics, 1, 1.
Morrissey, TW and Warner, ME 2011. An exploratory study of the impacts of an employer-supported child care program, Early Childhood Research Quarterly, 26(3): 344–354.
Mugenda, O. M, &Mugenda, A. G. (2003).Research Methods: Quantitative and QualitativeApproaches, African Centre of Technology Studies, Nairobi.
Ng’ang’a (2010). ‘Quality of Work Life Practices among International Non-Governmental Organizations in the Health Sector in Kenya’ (MBA thesis, University of Nairobi 2010)
Oswald, A. (2012). The effect of working environment on workers performance: the case of reproductive and child health care providers in Tarimedistrict(Doctoral dissertation, Muhimbili University of Health and Allied Sciences).
Wang, P., &Walumbwa, F. (2007). Family-friendly programs, organizational commitment, and workwithdrawal:the moderating role of transformational leadership. PersonnelPsychology 60,397-427.
Ochieng H.(2006).The flexible workplace . Human Resource Management journal for the Human Resource Professional.
O’Driscoll, M., Poelmans, S., Spector, P., Kalliath, T., Allen, T., Cooper, et al (2003). Family-responsive interventions, perceived organizational Work-Life Practices and Organizational Performance 47 and supervisor support, work-family conflict and psychological strain InternationalJournal of Stress Management, 10(4), 326-344.
Payne, SC, Cook, AL and Diaz, (2012). Understanding childcare satisfaction and its effect on workplace outcomes: The convenience factor and the mediating role of work-family conflict, Journal of Occupational and Organizational Psychology, 85(2): 225–244
Perry-Smith, J. E., & Blum, T. C. (2000).Work-life human resource bundles and perceivedorganizational performance. Academy of Management Journal,43(6),1107-1117.
Skinner, N and Pocock, B (2013). Paid annual leave in Australia: Who gets it, who takes it and implications for work–life interference, Journal of Industrial Relations, .
Strazdins, L., Shipley, M., Clements, M., Obrien, L., & Broom, D. (2010) Job quality
and inequality: Parent’s jobs and children’s emotional and behavioural difficulties. Social Science & medicine 70, 2052-2060.
Torrington, D., Hall, L., and Taylor, S. (2009), Human Resource Management 7th Ed. London: Prentice Hall. London: Prentice Hall
DOI: http://dx.doi.org/10.61426/sjbcm.v2i2.120
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.