INFLUENCE OF WORK-LIFE BALANCE ON PERCEIVED ORGANIZATION SUPPORT AMONG ACADEMIC STAFF IN PUBLIC UNIVERSITIES IN KENYA
Abstract
Universities are faced with crucial issues of dealing with the perception that staff have regarding support they get from their employers. Academic staffs perceive that universities are reluctant in supporting them in achieving their goals. The criteria used by universities in supporting staff may not be clear, this discourages competent staff reducing their commitment and hence decline in performance. The main objective of this research was to investigate the influence of work-life balance on perceived organization support among academic staff in public universities in Kenya. The study was supported by the social exchange theory and human capital theory. It was guided by pragmatism philosophy and used mixed methods approach design. The target population was 5957 academic staff in public universities in Kenya. A sample of 374 academic staff was selected for the study. Questionnaires were used to collect data from academic staff and interview guide from Administration Registrars. Likert scale was used to examine how strongly subjects agree or disagree with statements on a 5 point scale. Stratified random sampling was used to select respondents. A pilot study on their use was conducted to establish their validity. Data was analyzed by use of content analysis for qualitative data and through multiple regression and Karl Pearson’s coefficient of correlation analysis for quantitative information and was presented in tables and figures. The finding obtained showed that both work family support and flexible working hours indicated that the influence of work-life balance on perceived organization support was positive and fairly significant (r=0.452**, p=0.000). The study was relevant to the management of universities, academic staffs, the public and the Government. It will contribute to knowledge and assist for further research.
Keywords: Work-Life Balance, Flexibility, Perceived Organization Support, Public Universities
CITATION: Makori, E. M., Mbithi, M. Z., & Amuhaya, I. M. (2019). Influence of work-life balance on perceived organization support among academic staff in public universities in Kenya. The Strategic Journal of Business & Change Management, 6 (4), 1691 – 1705.
Full Text:
PDFReferences
Armstrong, M.A. (2010). Handbook of human resource management practice. London: Kogan Page Limited.
Aminah, A. (2010). Work–family conflict among junior physicians: it’s mediating role in the relationship between role overload and emotional exhaustion. Journal of Social Sciences, 6 (2), 265–271.
Amstad, F. T., Meier, L. L., Fasel, U., Elfering, A., & Semmer, N. K. (2011). A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. Journal of Occupational Health Psychology, 16, 151-169.
Andres, M., Moelker, R., & Soeters, J. (2012). The work-family interface and turnover intentions over the course of project-oriented assignments abroad. International Journal of Project Management, 30, 752–759.
Aryee, S., Chu, C. W. L., Kim, T. Y., & Ryu. (2013). Family-supportive work environment and employee work behaviors: An investigation of mediating mechanisms. Journal of Management, 39 (3), 792-813.
Banerjee, D., & Perrucci, C. C. (2012). Employee benefits and policies: Do they make a difference for work/family conflict? Journal of Sociology & Social Welfare, 39 (3), 131-147.
Baral, R., & Bhargava, S. (2010). Work -family enrichment as a mediator between organizational interventions for work -life balance and job outcomes. Journal of Managerial Psychology, vol. 25 (3), 274 - 300.
Baran, B. E., Shanock, L. R., & Miller, L. R. (2012). Advancing organizational support theory into the twenty-first century world of work. Journal of Business and Psychology, 27 (2), 123-147.
Becker, G. S. (1964). Human capital. New York: Columbia University Press.
Blau, P. M. (1964). Exchange and power in social life, New York, Wiley.
Briscoe, F., & Kolleg. K. C. (2011). The initial assignment effect: local employer practices and positive career outcomes for work-family program users. American Sociological Review, 76 (2), 291–319.
Colquit, J. A., & Rodell, J. (2011). Justice, trust, and trustworthiness: a longitudinal analysis integrating three theoretical perspectives. Academy of Management Journal, 54 (6), 1183–1206.
Casper, W.J., Harris, C., Taylor-Bianco, A. and Wayne, J.H. (2011). “Work-family conflict, perceived supervisor support and organizational commitment among Brazilian professionals”, Journal of Vocational Behavior, 79 (3), 640-652.
Cooper, J. & Schindler, S. (2011). Business Research Methods, (11th ed.). McGraw-Hill International Edition, New Delhi, India.
Coulson, A.B., Maclaren, A.C., McKenzie, S., & Gorman, K. D. (2014). Hospitality codes and social exchange theory: The pashtun wall and tourism in Afghanistan. Tourism Management, 45, 134-141.
Gitahi, Maina & Koima. (2015). Effect of workplace environment on the performance of commercial banks employees in Nakuru town. International Journal of Managerial Studies and Research, 3 (12), 76-89.
Gurbuz, S., Turunc, O., & Celik, M. (2012). The impact of perceived organizational support on work–family conflict: does role overload have a mediating role? Economic and Industrial Democracy, 34 (1), 145–160.
Gurbuz, S., & Mert, I. S. (2011). Impact of the strategic human resource management on organizational performance: Evidence from Turkey. The International Journal of Human Resource Management, 22 (8), 1803–1822.
Hammer, L. B., Kossek, E. E., & Bodner, T. (2010) Clarifying work–family intervention processes: the roles of work–family conflict and family supportive supervisor behaviors. Journal of Applied Psychology, 96 (1), 134–150.
Jyothi, P. & Neelakanthan, S. (2013). ‘’Quality of work-life and academic and career couples job satisfaction”. International Journal of Business and General Management, 3 (4), 11-20.
Junwei, Z. & Guangdong, W. (2018). Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals. International Journal of Environment Research Public Health, 15(2), 344.
Kumari, S. V. & Selvi, A. M. (2016). The impact of work-life balance on the wellbeing of employees in the telecom sector. International Journal of Science and Research, 5 (2), 597-601.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., & Stewart, K.A. (2015). Perceived organizational support: a meta-analytic evaluation of organizational support theory. Journal of Management, 22 (10), 1-31.
Kinnunen, U., Feldt, T., Mauno, S., & Rantanen, J. (2010). Interface between work and family: A longitudinal individual and crossover perspective. Journal of Occupational & Organizational Psychology, 83 (1), 119-137.
Kithae, P. P., & Keino,D. (2016). Effects of Work-life Balance on Staff Performance In the Telecommunication Sector in Kenya. Archives of Business Research, 4(1), 129-138.
Kim, H. K. (2014). Work-life balance and employees’ performance: The mediating role of affective commitment, Global Business & Management Research; An International Journal, 6 (1), 37-51.
Kothari, C. R., & Garg, G. (2014). Research Methodology: Methods and Techniques. (3rd ed). New Age International(P) Publishers, New Delhi, India.
Lisa, W. S. (2014). When workplace family-support is misallocated: the importance of value congruence and fairness perceptions in predicting work-family conflict and job attitudes, MA Thesis; University of Houston.
Majiros, C. (2013). Beyond social exchange theory: a theoretical shift for mentoring relationships in the federal workplace. Advances in Social Work, 14 (2), 531-543.
Makondo, L. (2014). Academics attraction and retention trends at a South African University. Journal of Sociology and Anthropology, 5 (2), 169-177.
McCarthy, A., Cleveland, J. N., Hunter, S., Darcy, C., & Grady, G. (2013). Employee work-life balance outcomes in Ireland; a multi- level investigation of supervisory support and perceived organization support’’. The International Journal of Human Resource Management, 24 (6) 1257-1276.
Mokomane, Z. (2014). Work- family interface in Sub- Saharan Africa: Challenges & Responses. Insight of Africa, 6 (1), 161-163.
Muasya, G. (2016). Work–family balance choices of women working in Kenyan Universities. SAGE Open Journal, 16 (1), 1-12.
Malgorzata, K. (2013). The impact of work-life balance on the wellbeing of employees in private sector in Ireland. A Masters Thesis, Nation College of Ireland.
Mbithi, S. M. (2019). Handbook for Research Methodology, Quantitative, Mixed and Qualitative Methodologies. 1st Edition, Aura Books.
Noyoo, N. (2014). The quest for a family policy in Zambia. in Z.. Mokomane (ed.), work–family interface in Sub-Saharan Africa, 161-171. New York, NY: Springer.
Ngumi, P. M. (2013). Effect of bank innovations on financial performance of commercial banks in Kenya. A PhD Thesis, Nairobi. JKUAT, Kenya.
Ng’ethe, J. M. (2013). Determinants of academic staff retention in public universities in Kenya: A PhD Thesis; JKUAT, Kenya.
National Association of Law Placement. (2007). Few lawyers work part-time, most who do are women. December 5, Press Release. Washington, DC.
Orodho, J. A. (2009). Element of education and social science research methods Kanezja Publisher.
Pan, S., & Yeh, Y. (2012). Impact of value congruence on work-family conflicts: the mediating role of work-related support. The Journal of Social Psychology, 152, 270-287.
Saunders, M., Lewis, P., & Thornhill, A. (2014). Research methods for business students (4th ed.). Essex: Pearson Education Limited.
Srivastava, A., Lock, E., Judge, T.A., & Adams, J. W. (2010). Core self-evaluations as causes of satisfaction: The mediating role of seeking task complexity. Journal of Vocational Behavior, 77, 255–265.
Suranji, D. K. & Thalgaspitiya, U. K. (2016). Impact of perceived organization support for work-life balance on the job outcomes of dual career couples in Private sector banks in Colombo, Sri Lanka. Advances in Economics and Business Management, vol. 3 (5), 463- 467.
Spreitzar, G. M. & Cameron, K. S. (2012). The oxford handbook of positive organizational scholarship. Oxford University Press.
Smith, B. R , Knapp, J. R., & Sprinkle, T. A. (2014). Clarifying the relational ties of organizational belonging: understanding the roles of perceived insider status, psychological ownership and organizational identification. Journal of Leadership and Organizational Studies, 21 (1), 273-285.
Seligman, M. E. P. (2011) A visionary new understanding of happiness and wellbeing: Flourish. Australia: Random House Australia Pty Ltd.
Torrington, D. (2011. Human resource management. (8th ed.); Harlow, England, Prentice Hall.
Tariq, A., Aslam, H., Siddique, A. & Tanveer, A. (2012). Work-life balance as a best practice model of human resource management: a win-win situational tool for the employees and organizations. Mediterranean Journal of Social Sciences Vol. 3 (1).
Robbins, S. P., & Judge, T. A. (2013). Organization behaviour; (15th ed.). Pearson Education, Inc; Prentice Hall; USA.
Wainaina, L.W. (2015). Determinants of organizational commitment among academic staff in Kenya’s public and private universities. PhD Thesis, JKUAT.
Wekesa, A. & Were, S. (2014). Effects of Outsourcing on an Organization’s Performance: A Case Study of Kenya Revenue Authority Nairobi Customs Station. International Journal of Social Sciences and Entrepreneurship, 1 (11), 153-167.
DOI: http://dx.doi.org/10.61426/sjbcm.v6i4.1499
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.