Effect of Work-life Balance on the Commitment of Women Employees : Current School News

Effect of Work-life Balance on the Commitment of Women Employees in Selected Deposit Money Banks in South-east, Nigeria



Effect of Work-life Balance on the Commitment of Women Employees in Selected Deposit Money Banks in South-east, Nigeria.


This study is on the effect of work-life balance on the commitment of women employees in selected deposit money banks in South-East, Nigeria. The study was necessitated as a result of many cases of family strife. These include: divorces, separations, marital tension, lack of spousal support, co-workers support, supervisors/managers support, social support, having an organizational culture that was not flexible and work-place policies of work-life balance that was not made available, accessible for some women employees.

The specific objectives were to: ascertain the effect of managerial support on job satisfaction, highlight the extent to which supportive workplace policies reduce the turn-over intentions, identify the extent to which a relationship exists between social support and employee identification, determine how corporate culture can affect employee loyalty, and assess the nature of the relationship that exists between co-worker support and career development of the women employees in selected deposit money banks in South-East, Nigeria.

In line with the above objectives, five hypotheses were formulated to guide the study. The study was carried out using a survey design. The population of the study was 1,718 from the 10 deposit money banks under study. A sample size of 544 was obtained from the population using Cochran formula at (5% error margin). The instrument used for data collection was questionnaire structured on a 5-point Likert Scale. 


Work-life balance (WLB) issues have been considered personal issues (Emslie and Hunt, 2009), and employers have just begun to respond to their employees’ needs by providing additional benefits such as on-site childcare service and paid maternity leave in the work-place. However, with environmental shifts and value changes of employees, employees’ desire for work-life balance has increased and employers have begun to offer more active support for their employees’ work-life balance (Thornthwaite, 2004).

In its list of the 100 best companies to work for, Fortune magazine identified organizations that make an effort to assist employees in managing the duties of work and family (Muse et al., 2008). Thus, organizational efforts for ensuring employees’ work-life balance are needed and valued more than ever. Many researchers have generally agreed on the important role of work-life balance as it is related with an individual’s psychological well-being and overall sense of harmony in life, which is an indicator of balance between the work-place role and the role in family.

Research showed that both employees and organizations benefit from successfully balanced work and family life (Greenhaus and Powell, 2006; Hammer et al., 2005). In family domains, when people experience a lack of work-life balance, this experience threatens key domains of their personal lives (Lachman and Boone-James, 1997); on the other hand, work-life balance enhances their well-being and family satisfaction (Grzywacz, 2000). In work domains, the absence of work-life balance causes poor performance and more absenteeism of employees (Frone et al., 1997). 


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