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WORK LIFE BALANCE AND JOB SATISFACTION

  • Type:Project
  • Chapters:5
  • Pages:88
  • Methodology:Descriptive Statistic
  • Reference:YES
  • Format:Microsoft Word
(Business Administration and Management Project Topics & Materials)
WORK LIFE BALANCE AND JOB SATISFACTION
CHAPTER ONE

INTRODUCTION
1.1    Background to  Study
Over the years, there has been growing academic reports in work-life research showcasing the relevance, impact and challenges of Work-Life Balance practices in developing contexts (Fayankinnu & Alo, 2007; Epie, 2009; Baral & Bhargava, 2010) and this study equally draws from this widened publicity in exploring the realities of Work-Life Balance (WLB) experiences in Nigeria. Historically, Work-Life Balance discourses were potentially high profile topical issues in most advanced economies such as U.S.A, Australia and diverse European contexts and it is common theme in such western discourses that employees are required to consolidate their efforts in finding the right mix between their work and non-work roles while organizations are scrutinized to implement a variety of WLB solutions such as flexible working, job sharing, compressed hours, part-time, maternity benefits and so on to foster workplace performance. However, it is also important to state that despite the robust frameworks of WLB practices in this developed countries, there still exist growing gaps between the ideal and the real WLB situations in this advanced regions due to social, economic and labour-market pressures manifesting through long working hours culture, changing demographics and global recessions which is still rendering negative spillovers in people’s work-life integration (Bond 2004; Crompton & Lyonette, 2006; Sanseau & Smith, 2012).
Nigeria, like other nations of the world also faces economic challenges and labour market pressures. However, the cause of most problems in Nigeria is leadership based (Okpara, 2006; Okogbule, 2007). For instance, some national specific issues influencing our political, economic and social status as a nation ranges from the apparent leadership failures resulting in poor social infrastructures, poverty, high unemployment and corruption (Okpara & Wynn, 2007; Ampratwum, 2008). Its mind burgling to imagine how these excruciating societal externalities fustigate the work and family life of an average Nigerian worker who is out to make a living and may have to strenuously develop supportive networks, as well as cognitive psychological coping bahaviours that engenders desirable gratification and effective functioning at work and home (Clark, 2000).
Current trends in the world of work indicate a change arising from technological developments which makes it more possible for workers to maintain with work using techniques like emails, computers, and cell phones to carry out their work outside the material environment of the work place and when on the record they are off the job (Organization for Economic Corporation and Development OECD, 2011). There is now only a vague margin between work and life since there is a greater link between workers and the job past the limits of the customary workday and workplace. The more vague the margins are, the greater the work-life conflict. Many workers in Nigeria are now saddled with more family and personal tasks and concerns making it progressively more imperative for organizations that want to retain their workers to identify with work-life balance concerns (Akerele, 2012).
There are many ways of defining the work life balance. According to Limoges (2003), Work Life Balance (WLB) is “primarily a matter of deciding when to hold on and when to let go”. Work-life balance is the ability of an employee to face all the concerns in both work life and non work life according to their importance without having conflicts among those concerned (Limoges, 2003). Brown (2004) agreed that work-life balance has become more difficult due to many reasons. Among them the global workplace has been increased numbers of working women, dual-career and single parent families, increased numbers of employees with eldercare responsibilities, decrease in job security and blurring of work family boundaries due to technological changes are very important (Brown, 2004). Pocock (2006) stated that mainly role conflicts have contributed to work life imbalance
Limoges (2003), Brown (2004) and Pocock (2006) discovered that job satisfaction is a major determinant of work life balance. Llorente and Macias (2003) concluded that there is a significant correlation between job satisfaction and work life balance. Work autonomy is taken as the factor that mostly makes employees’ current job enjoyable. Generally, younger workers tend to be less satisfied with their job than older workers and they do have different expectations.
Hoppock (1935) defined job satisfaction as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job. Researchers were able to find many evidences of documents about the relationship between work life balance and job satisfaction. Llorente and Macias (2003) explained that high level of job satisfaction leads to low degree of work life balance and vice versa. But brown (2004) argued that there is a positive relationship among employee job satisfaction and degree of work life balance.
1.2    Statement of The Research Problem
Despite efforts of academics and practitioners in field of management to address the mounting prevalence problems confronting the employee work and private life, employees still experiences more conflict between work and personal life as they continue to pursue the quality of life that they need. Thus, successfully balancing work and family life is one of the major challenges facing employees currently, therefore there is need to identify and evaluate potencies and factors that brought about work-life conflict if not well managed but assured work-life balance if well managed. It is the view of scholars (Roehling, Moen & Batt, 2003; Aryee, Srinivas & Tan, 2005) that organizations should endeavour to see the practices which help maintain a satisfactory relationship between the worker and workplace is encouraged.
In today’s competitive world, Nigerian organizations are spending lot of time and money on employee satisfaction in an effort to improve productivity, and also to help organizational needs (Bhatnagar, 2002). The existing literature demonstrates number of studies that have addressed the importance of work life balance and job satisfaction. The purpose of this study is to identify those factors that facilitate work-life balance and the extent to which those factors enhance job satisfaction.
1.3    Research Questions.
It would be necessary to find out how work life balance affects job satisfaction of an employee. Perhaps it will be useful to put the research questions as thus:
1.    What is the impact of work life balance on job satisfaction in a Nigerian organization?
2.    What is employees’ view of work life balance in Nigeria organization?
3.    What is the relationship between work life balance and job satisfaction in a Nigerian organization?
4.    What is the extent to which work life balance affects the performance of employees in Nigerian organization?
1.4    Objectives of The Study
The objectives of the study can be put forward as thus:
1.    To determine the impact of work life balance on job satisfaction in a Nigerian organization.
2.    To establish employees’ view of work life balance policies in Nigerian organizations.
3.    To ascertain the relationship between work life balance and job satisfaction in a Nigerian organization.
4.    To determine the extent to which work life balance affects the performance of employees in Nigerian organizations.
1.5    Significance of The Study
The significance of this study is notable since little research exists concerning work life balance in Nigerian organizations. This research may also yield some discoveries concerning individuals’ abilities to achieve work life balance while managing a career as an institutional advancement professional. This information may encourage changes in policy and practice within their workplaces or those of other institutions. Additionally, as turnover of staff in the advancement profession continues to be a problem (Collins, 2002), it was hopeful that the study will reveal reasons why employees leave their positions and reveals some strategies to reverse the trend. Further, this research study may be of interest to those exploring work life balance dimensions and theory.
1.6    Scope of The Study
This research work aims at finding work life balance as it affects job satisfaction using Edo State as a Case Study. The target group shall be companies’ of Ovia North-East Region of Benin City, taking into Consideration University of Benin. Consequently, the research will take duration of 4-5 months to complete.

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Details

Type Project
Department Business Administration and Management
Project ID BAM1524
Price ₦3,000 ($9)
Chapters 5 Chapters
No of Pages 88 Pages
Methodology Descriptive Statistic
Reference YES
Format Microsoft Word

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    Details

    Type Project
    Department Business Administration and Management
    Project ID BAM1524
    Price ₦3,000 ($9)
    Chapters 5 Chapters
    No of Pages 88 Pages
    Methodology Descriptive Statistic
    Reference YES
    Format Microsoft Word

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