INFLUENCE OF WOMEN-WORK LIFE BALANCE PRACTICES ON EMPLOYEE PERFORMANCE AT TIER ONE COMMERCIAL BANKS IN NAIROBI, KENYA

Caroline Wanjiru Muturi, Dr. Beatrice Chepngetich (Ph.D)

Abstract


Achieving work-life balance is especially important for women, as they often juggle multiple roles and responsibilities in both the workplace and the home but particularly challenging for women, especially those with caregiving duties for children, elderly parents, or other family members. The general objective of the study was to determine the influence of women-work life balance practices on employee performance at tier one commercial banks in Nairobi, Kenya. The specific objectives of the study were to establish the influence of flexible work arrangements, leave policies, child care centers and telecommuting on employee performance at Tier 1 commercial banks in Nairobi, Kenya. A correlational research design was used. The target population of this study constituted of 338 women employees in the human resource department. The study used 30% of the target population to get the sample size of 101 respondents. Stratified random sampling was employed to get a representative sample. The questionnaire was used for collection of data. A representation of 10% of the sample consisting of a total of 12 employees was obtained from Family bank for pre-test. The study used descriptive and inferential statistics. The study found that flexible work arrangements had a moderate and a significant positive impact on employee performance(r= 0.430, sig. 0.00). Leave policies had a moderate and a significant positive impact on employee performance (r=0.507, sig 0.00). Child care centers had a weak and a significant positive impact on employee performance (r= 0.24, sig 0.021). Telecommuting had a moderate and a significant positive impact on employee performance (0.448, sig 0.01). The study recommends that the commercial banks should enhance the allocation and convenience of part-time working hours to better meet employee needs. The commercial banks should maintain and possibly expand support systems during leave periods to reinforce employee satisfaction and performance. They should reevaluate the child care support provided to employees to better meet their needs and expand telecommuting options to sustain and further improve employee performance and satisfaction.

Keywords: Work-Life Balance Practices, Flexible Work Arrangements, Leave Policies, Child Care Centers, Telecommuting and Employee Performance


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References


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