Citation:

Ufoaroh Ebele Theresa, Nnabuife Ezimma Kate, Ike, Peace. "Work-Life Balance and Employee Performance of Female Academic Staff of Public Tertiary Institutions in Anambra State" International Research Journal of Economics and Management Studies, Vol. 2, No. 2, pp. 423-431, 2023.

Abstract:

The work-life balance and productivity of female academic staff at a few public tertiary institutions in Anambra state were examined in this study. Examining the connection between work-overload and employee performance was one of the explicit goals. In order to determine the connection between workplace-family conflict and worker performance, to investigate the strength of the link between employee performance and occupational stress. Three hypotheses were developed in accordance with the aforementioned goals to direct the study. A survey design was employed in the study's execution. 600 female employees from the twelve (12) public tertiary institutions who made up the study's population. Using the Borg and Gall formula, a sample size of 115 people was drawn from the general population. We gathered information from both primary and secondary sources. For data collection, a questionnaire with a 5-point Likert scale was employed. The statistical package for social sciences (SPSS version 23) was used to analyse the data using the Pearson Product Moment Correlation Coefficient at 0.05 probability threshold of significance. Findings indicated that: workoverload did not significantly ((r = .113, p = .433, p-value > .05)) affect performance of female academic staff of selected public tertiary institutions in Anambra state, work-family conflict did not significantly affect( r = .052; p=.409; p-value > .05) performance of female academic staff of selected public tertiary institutions in Anambra state, lastly job stress did not also significantly ( r = .038; p= .552; p-value > 0.05) affect performance of female academic staff of selected public tertiary institutions in Anambra state Nigeria. The study found that family-friendly workplace practises had a considerable positive impact on how these women employees were able to reconcile their home and professional life. It was advised that management and supervisors of public tertiary institutions should develop policies emphasising the integration of work and family obligations. The organisations should also offer flexible work schedules because doing so could lessen employee annoyance by removing overly busy schedules and give workers the opportunity to balance their conflicting responsibilities at home and at work.

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Keywords:

Work Life Balance, Work-Load, Work-Family Conflict, Job Stress and Performance.