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Work-Life Balance and Employee Commitment

Work-Life Balance and Employee Commitment

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DEDICATION

This research material, titled “Work-Life Balance and Employee Commitment” is dedicated to God for His boundless grace and guidance. It is also a tribute to all computer enthusiasts whose contributions made my research journey smoother and enriched my documentation process, making the experience truly fulfilling.



ACKNOWLEDGEMENT

I am profoundly grateful to everyone who contributed to the successful completion of this project. I am especially grateful to my Supervisor (Name), the Head of Department (Name), and the Lecturers in the Department of Business Administration and Management (BAM) for their invaluable guidance and support. I also acknowledge the contributions of authors and scholars whose works on Work-Life Balance and Employee Commitment provided essential insights. Special thanks go to my study area (and any funding organizations, if applicable) for their financial assistance. I am equally thankful to stakeholders, including mentors, teachers, and colleagues, for their encouragement and support. Finally, I deeply appreciate my family and friends for their patience and unwavering support throughout this journey. Your contributions have been instrumental in making this research a reality.



TABLE OF CONTENTS

PRELIMINARY PAGES

CHAPTER ONE

INTRODUCTION

    CHAPTER TWO

    LITERATURE REVIEW

    • 2.1 Introduction
    • 2.2 Conceptual Review
    • 2.3 Theoretical Framework
    • ⋮
    • 2.4 Empirical Studies
    • 2.5 Research Gaps
    • 2.6 Summary of Literature Review

    CHAPTER THREE

    RESEARCH METHODOLOGY

    • 3.1 Introduction
    • 3.2 Research Design
    • 3.3 Population of Study
    • 3.4 Sampling and Sampling Technique
    • 3.5 Validation of Research Instrument
    • 3.6 Method of Data Collection
    • 3.7 Method of Data Analysis
    • 3.8 Questionnaire Administration
    • 3.9 Ethical Consideration
    • 3.10 Statistical Analysis

    CHAPTER FOUR

    DATA ANALYSIS, RESULT AND DISCUSSION

    • 4.1 Introduction
    • 4.2 Presentation and Analysis of Data
    • 4.3 Re-statement of Research Questions
    • 4.4 Test of Hypotheses
    • 4.5 Discussion of Findings

    CHAPTER FIVE

    SUMMARY, CONCLUSION AND RECOMMENDATION

    • 5.1 Introduction
    • 5.2 Summary of Findings
    • 5.3 Conclusion
    • 5.4 Recommendation
    • 5.5 Suggestion for Further Study

    REFERENCES

    APPENDIX A - “QUESTIONNAIRE”


    ABSTRACT

    The research profers an appraisal of Work-Life Balance and Employee Commitment. It provides a conceptual analysis of work-life balance and determines its correlation or non correlation with employee commitment. The research typify a significant dimension in human resources management as it projects the importance of improving workers moral for high productivity through providing a work condition that enhances a balance between employee work hours and other employee personal and family commitment.


    Work-Life Balance and Employee Commitment

    CHAPTER ONE

    1.0 Introduction

    Work life balance describes the relationship between your work and the commitments in the rest of your life, and how they impact on one another.Employers, employees and government want to maximise participation in the workforce. However, in our demanding lives many people struggle to balance work and the responsibilities of caring for children, family members with a disability or elderly parents.For other workers it’s often difficult to find time outside work for study, volunteering, taking care of their own health or participating in sport and recreation. There is no ideal work life balance; everyone is different and the ‘right’ balance may alter over time as families grow older and personal commitments change.Having options about how work is organised makes managing work and life demands possible by allowing employees to work in non-traditional work patterns and locations that better fit their personal commitments. Overall quality of life improves and businesses also benefit from employees’ higher morale and commitment. For employers the capacity to negotiate flexible work arrangements provides an antidote to loss of skills and experience and the high cost of recruitment and retention in a competitive labour market. Employers who provide flexible work options immediately gain a competitive edge in the labour market by becoming ’employers of choice.’

    1.1 Background Of The Study

    The concept of work-life balance, also referred to as ‘work-life conflict’ or ‘work-family conflict’, has received a great deal of attention from scholars in recent times. Whilst there have been various interpretations of the term, here we use the definition from the New Zealand Department of Labour website (2007) that describes it as “…effectively managing the juggling act between paid work and the other activities that are important to people”. Work-life imbalance can appear in various forms from the inability to remove oneself psychologically from the demands of the job (Messersmith, 2007:430), to a blurring of the lines between work and home life (Boswell and Olson-Buchanan, 2007:593).Despite being a relatively new body of thought, the existence of academic studies on work-life balance is broad. Focuses range from political action (see Bryson, Warner-Smith, Brown and Fray, 2007) to the impact of technologies (see Boswell et. al. 2007) to its effect on worker’s attitudes (see McPherson, 2007). This saturation is hardly surprising given that, according to a report written on behalf of global research organisation ESOMAR, over two thirds of people across 23 different countries believe they lack work-life balance and nearly half felt personally affected by the imbalance (Echegaray, Cornish, and Donnelly, 2006:9).The research shall therefore determine work-life balance and employee commitment

    1.2 Statement Of The Problem

    The problem confronting this research is to appraise work-life balance and employee commitment.The basis for the research stems from numerous complaint and the inability of employees to maintain a balance between their official work and personal and family lives. It is also a significant dimension in human resources management to profer solution to work-life balance and employee commitment .

    1.3 Research Questions

    1. What is the nature of work-life balance and employee commitment
    2. What is the effect of work-life balance and employee commitment

    1.4 Objective Of The Research

    1. To appraise work-life balance and employee commitment
    2. To determine the effect of work-life balance and employee commitment
    3. To profer strategy to managing work-life balance and employee commitment

    1.5 Significance Of The Research

    The research shall determine the nature of work-life balance and employee commitment and shall profer a significant human resource management strategy to work-life balance and employee commitment.

    The research shall also serve as a veritable source of information for issues on work-life balance and employee commitment

    1.6 Statement Of The Hypothesis

    1. HO There is a relationship between work-life balance and employee commitment
      Hi There is no relationship between work-life balance and employee commitment
    2. Ho The level of work-life balance is high
      Hi The level of work-life balance is low
    3. Ho The effect of work-life balance and employee commitment is low
      Hi The effect of work-life balance and employee commitment is high.

    1.7 Scope Of The Study

    The study profers an appraisal of work-life balance and employee commitment and elucidate a significant human resource dimension strategy to managing work-life balance an employee commitment.

    1.8 Definition Of Terms

    Work-Life Balance Defined

    Work life balance describes the relationship between your work and the commitments in the rest of yourand how they impact on one another

    Employee Commitment

    Is the psychological attachment and the resulting loyalty of an employee to an organization.

    According to Kanter (’68) there are 3 types of EC: Continuance, Cohesion and Control Commitment.
    According to Meyer and Allen (1991) there are 3 mindsets for an employee to be commited to an organization:

    Affective commitment:

    Positive feelings of identification with, attachment to, and involvement in the organization.

    Normative Commitment:

    Feelings of obligation to remain with the organization resulting from values and beliefs.

    Continuance Commitment:

    The result of the perceived cost associated with leaving.

    The field of work-life balance, although new, spans a wide range of academic fields. This study examines the relationship between work-life balance and Meyer and Allen’s (1991) three components of organisational commitment. It found that a positive correlation exists between affective commitment and perceived work-life balance. Results also showed that no significant relationship exists between continuance or normative commitment and perceived work-life balance. However, the strongest correlation found to work-life balance perceptions was that of worker identification with the goals of the organisation.

    …

    CHAPTER TWO

    2.0 Literature Review

    2.1 Introduction

    This chapter focuses on the review of related literature. A literature review includes the current knowledge as well as theoretical and methodological contributions to a particular topic. It documents the state of the art with respect to the topic you are writing. It surveys the literature in the topic selected. In this research work the literature review includes the conceputal review, theoretical framework, the review of related literature …

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    In preparation for defending a project or seminar on Work-Life Balance and Employee Commitment, it is imperative that as a nursing student, you demonstrate comprehensive knowledge of your research. The defense process is structured to include presenting your work, answering questions, and illustrating its pertinence. Initially, provide a succinct yet thorough introduction to your research topic, emphasizing its importance and the objectives, ensuring that both the audience and the External Examiner can understand the scope of your study.

    Prior to your defense, be thoroughly acquainted with your research abstract and the critical elements of Chapter One, including motivation for embarking on this research, problem statement, objectives, and significance. In Chapter Two, be ready to cite at least two references from the literature review. For Chapter Three, you should be equipped to discuss the methodologies, tools, and techniques utilized. In Chapter Four, defend your research by justifying the findings and linking them to your research objectives.

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