##plugins.themes.bootstrap3.article.main##

  •   Miebaka Dagogo Tamunomiebi

  •   Constance Oyibo

Abstract

This paper is a review of literature on work life balance and employee performance in Nigeria as an attempt at knowledge building. This is a secondary research which sought to review literature in assessing work life balance in Nigeria and suggest suitable solutions for overcoming the problem of work life imbalance and its associatednegative spill over in order to enhance employee performance for optimum organizational output.  We posit that employees who have balanced work and non-work roles are more likely to perform better, thusit is essential for employers to promote policies and structures that enhance work life balance of employees in their organisations.We conclude that there are systemic barriers that hinder the implementation of work life balance policies in Nigeria, such as leadership failure which has birthed political, economic and social challenges that are the primary sources of work life conflict, they include corruption, weak institutions that lack the capacity to monitor and enforce employment standards, high unemployment ratios, poverty, inflation and a plethora of others.  We recommend that organisations provide flexible work arrangements to be enforced by government legislations that will statutorily empower employees to request for atypical work patterns, that the awareness of organisations be raised to the advantages of protecting workers’ rights to various leave initiatives that will improve employee wellbeing and managerial training to ensure managerial support for the demands of these policies.

Keywords: Employee Performance, Flexi-Time, Work Leave Initiatives, Work Life Balance.

References

Abdallah, A.B., Anh, P.C., & Matsui, Y. (2016).Investigating the effects of managerial and technological innovations on operational performance and customer satisfaction of manufacturing companies. International Journal of Business Innovation and Research, 10(2), 153-183.

Adisa, T.A., Mordi, C. &Osabutey, E. L. C. (2017).Exploring the implications of the influence of organizational culture on work life balance practices: Evidence from Nigerian medical doctors.Personnel Review, 46(3), 454-473.

Ahmad, S., &Shahzad, K. (2011). HRM and employee performance: A case of university teachers of Azad Jammu and Kashmir (AJK) in Pakistan. African Journal of Business Management, 5(13), 5249.

Akanji, B., Mordi, C., &Ojo, S, (2015). Reviewing gaps in work-life research and prospecting conceptual advancement. Economic Insights – Trends and Challenges, 4(68) 21-30.

Akinjide, B. (2012). Realities of work life balance in Nigeria: Perceptions of role conflict and coping beliefs. Business Management and Education 10(2), 248-263.

Alagaraja, M., & Shuck, B. (2015).Exploring organisational alignment – employee engagement linkages and impact on individual performance: A conceptual model.Human Resource Development Review, 14(1), 17-37.

AlHazemi, A. A., & Ali, W. (2016). The notion of work life balance, determining factors, antecedents and consequences: A comprehensive literature survey. International Journal of Academic Research and Refection, 4(8), 74-85.

Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International Journal of Productivity and Performance Management, 63(3), 308-323.

Anwar, J., Hansu, S. A. F., &Janjua, S. Y. (2013). Work-life balance: What should organisations do to create balance?World Applied Sciences Journal, 24(10), 1348-1354.

Au, W. C. & Ahmed, P.K. (2014). Sustainable people management through work-life balance: A study of the Malaysian Chinese context. Asia-Pacific Journal of Business Administration, 6(3), 262-280.

Bakker, A. B. &Demerouti, E. (2013).The spillover-crossover model. In J. G. Grzywacz& E. Demerouti (Eds.), Current issues in work and organisational psychology: New frontiers in work and family research, (55-70), New York, NY, US: Psychology Press.

Barrera, S. (2007).Work life balance: From rhetoric to reality. Retrieved October 19, 2019, from http://www.docep.wa.gov.au/WorkSafe/PDF/Forums/worklife_balance.pdf

Belsky, J., Perry-Jenkins, M., &Crouter, A. (1985). The work family interface and marital change across the transition to parenthood. Journal of Family Issues, 6, 205-220.

Demerouti, E., Bakker, A. B, &Bulters, A. (2004). The loss spiral of work pressure, work-home interference and exhaustion: Reciprocal relationships in a three-wave study. Journal of Vocational Behaviour, 64, 131-149.

Edwards, J. R. &Rothbard, N. P. (2000). Mechanisms linking work and family: Clarifying the relationship between work and family constructs. Academy of Management Review, 25, 178-199.

Elias, S. M., Smith, W. L., & Barney, C. E. (2012). Age as a moderator of attitude towards technology in the workplace: Work motivation and overall job satisfaction. Behaviour & Information Technology, 31(5), 453-467.

Emhan, A. (2012). Relationship among managerial support, job satisfaction and organisational commitment: A comparative study of non-profit, for profit and public sectors in Turkey. International Journal of Business and Technology, 2(5), 179-190.

Faiza, T. A., &Nazir, F. S. (2015). Capacity building boost employee performance. Industrial and Commercial Training, 47(2), 61-66.

Furlich, S. A. (2016). Understanding employee motivation through managerial communication using expectancy-valence theory.Journal of Integrated Social Sciences, 6(1), 17-37.

Geurts, S. A. E., Rutte, C., &Peeters.M. (1999).Antecedents and consequences of work-home interference among medical residents.Social Science & Medicine, 38, 1135-2248.

Gitongu, M. K., Kingi, W. K., &Uzel, J. M. (2016). Determinants of employees’ performance of state parastatals in Kenya: A case of Kenya Ports Authority. International Journal of Humanities and Social Science, 6(10), 197-204.

Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003).The relation between work family balance and quality of life.Journal of Vocational Behaviour 63, 510-531.

Greubel, J., Arlinghaus, A., Nachreiner, F., & Lombardi, D. (2016). Higher risks when working unusual times? A cross-validation of the effects on safety, health and work-life balance. International Archives of Occupational and Environmental Health, 89(8), 1205-1111.

Gruman, J. A., & Saks, A. M. (2011).Performance management and employee engagement.Human Resource Management Review, 21(2), 123-136.

Grzywacz, J. G., Carlson, D. S., Kacmar, K. M., & Wayne, J. H. (2007).A multi-level perspective on the synergies between work and family.Journal of Occupational and Organisational Psychology, 80(4), 559-574.

Guthrie, V. M. J. (2012). Management control of work-life balance.A narrative study of an Australian financial institution.Journal of Human Resource Costing & Accounting, 16(4), 258-280.

Grzywacz, J. G., & Carlson, D. S. (2007).Conceptualising work-family balance: Implications for practice and research.Advances in Developing Human Resources, 9(4), 455-471.

Haar, J. M., Russo, M., Sune, A., &Ollier-Malaterre, A. (2014). Outcomes of work-life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures. Journal of Vocational Behaviour, 85, 361-373.

Helmle, J. R., Botero, I. C., &Seibold, D. R. (2014).Factors that influence work-life balance in owners of copreneural firms.Journal of Family Business Management, 4(2), 110-132.

Hon, A. H. Y. & Chon, W. W. (2013).The effects of group conflict and work stress on employee performance.Cornell Hospitality Quarterly, 54(2), 174-184.

Hooker, H.,Neathey, F., Casebourne, J., & Munro, M. (2007).The third work balance employee survey: Main Findings.Department of Trade and Employment Relations Research Series No.58. London: DTI.

Hyde, P., Sparrow, P., Boaden, R., & Harris, C. (2013). High performance HRM: NHS employee perspectives. Journal of Health Organization and Management 27(3), 296-311.

Isaacs, J., Healy, O., & Peters, H. E. (2017).Paid family leave in the United States: Time for a new national policy.Urban Institute, May, 2017. Available at: https”//www.urban.org/sites/default/files/publication/90201/paid_family_leave_O.pdf. Accessed 21st October, 2019.

Johari, J. Yean Tan, F., &TjikZulkarmain, Z. I. (2018). Autonomy, workload, work-life balance and job performance among teachers.International Journal of Educational Management, 32(1), 107-120.

Kelidbari, H. R., Dizgah, M. R., &Yusefi, A. (2011). The relationship between organisational commitment and job performance of employees of Guilin Province social security organisation. Interdisciplinary Journal of Contemporary Research in Business, 3(6), 555.

Kirchmeyer, C. (2000). Work life initiatives: Greed or benevolence regarding workers’ time. In C. L. Cooper and D. M. Rosseau (Eds.) Trends in Organisational Behaviour, 7, 79-93. Chichester; John Wiley & Sons.

Kossek, E. E., Valcour, M. &Lirio, P. (2013): The sustainable workforce: Organisational strategies for promoting work life balance and wellbeing. In Work and wellbeing: A complete reference guide Edited by Peter Y. Chen and Cary L. Cooper. © 2014 John Wiley & Sons, Ltd.Accessed October, 2019. DOI: 10.1002/9781118539415.wbwell14.

Koubova, V., &Buchko, A. A. (2013). Life-work balance: Emotional intelligence as a crucial component of achieving both personal life and work performance. Management Research Review, 36(7), 700-719.

Lakshmypriya, K. & Krishna, G. R. (2016). Work life balance and implications of spill over theory: A study on women entrepreneurs. International Journal of Research in IT and Management 6(6), 96-108.

Lawson, K. M., Davis, K. D., Crouter, A. C., & O’Neill, J. W. (2013). Understanding work-family spill over in hotel managers. International Journal of Hospitality Management, 33, 273-281.

Lee, F., & Wu, W. (2011).Moderating effects of technology acceptance perspectives on e-service quality formation: Evidence from airline websites in Taiwan.Expert Systems with Applications, 38(6), 7766-7773.

Mark, S. (1977). Multiple roles and role strain: Some notes on human energy, time and commitment. American Sociological Review, 42, 921-936.

Markos, S., &Sridevi, M. S. (2010). Employeeengagement: The key to improving performance. International Journal of Business and Management, 5(12), 89-96.

Masa’deh, H., Alrowwad, A., Alkhalafat, F., Obeidat, B., &Abualoush, S. (2018). The role of corporate social responsibility in enhancing firm performance from the perspective of IT employees in Jordanian banking sector: The mediating effect of transformational leadership. Modern Applied Science, 12(7), 1-26.

Mmakwe, K. A., &Ojiabo, U. (2018). Work life balance and employee performance in Nigerian banks, Port Harcourt. International Journal of Advanced Academic Research in Social and Management Sciences, 4(1), 107-119.

Mordi, C., Mmieh, F., &Ojo, S. I. (2013). An exploratory study of managers’ perspective of work life balance in Nigeria: A case analysis of the Nigerian banking sector. Thunderbird International Business Review, 55(1), 55-75.

Mordi, C., Simpson, R., Singh, S., &Okafor, C. (2010).The role of cultural values in understanding the challenges faced by female entrepreneurs in Nigeria.Gender in Management: An International Journal, 25(1), 5-21.

Mowday, R.T., Porter, L.W., & Steers, R. M. (2013). Employee-organisation linkages: The psychology of commitment, absenteeism, and turnover. Academic Press.

Muda, I., Rafiki, A., &Harahap, M. R. (2014). Factors influencing employee’s performance: A study on the Islamic Banks in Indonesia. International Journal of Business and Social Science, 5(2), 73-79.

Mushfiqur, R., Mordi, C., Oruh, E., S., Nwagbara, U., Mordi, T., & Turner, I. M. (2018). The impacts of work-life balance challenges on social sustainability. Employee Relations, 40(5), 868-888.

Nwagbara, U.,&Akanji, B. O. (2012). The impact of work life balance on the commitment and motivation of Nigerian women employees. International Journal of Academic Research in Business and Social Sciences, 27(1), 38-47.

Ogechi, E. B.,&Nwaeke, L. I. (2019).Assessment of work-life balance and employees’ job performance in oil servicing companies in the Niger Delta region of Nigeria. IIARD International Journal of Economics and Business Management, 5(3), 33-42.

Ogbulafor, C. (2011). Motivation and job performance of academic staff of state universities in Nigeria: The case of Ibrahim Badamasi Babangida University, Lapai, Niger State. International Journal of Business and Management, 7(14), 142.

Ojo, I. S., Salau, O. P. , &Falola, H. O. (2014). Work-life balance practices in Nigeria: A comparison of three sectors. Journal of Competitiveness, 6(2), 3-14.

Oludayo, O. A., Gberevbie, D. E., Popoola, D., &Omonijo, D. O. (2015). A study of multiple work-life initiatives in banking industry in Nigeria.International Research Journal of Finance and Economics, 133, 108-125.

Opatha, H. H. D. N. P., &Arulrajah, A. A. (2014).Green human resource management: Simplified general reflections. International Business Research, 7(8), 101-112.

Orogbu, L.O., Onyeiugbe, C. U., &Chukwuemeka, D. N. (2015).Work-life balance and employee performance in selected commercial banks in Lagos State.European Journal of Research and Reflection in Management Sciences, 3(4), 63-77.

Pawirosumarto, S., Sarjana, P., &Gunawan, R. (2017).The effect of work environment, leadership style, and organisational culture towards job satisfaction and its implications towards employee performance in Parador Hotels and Resorts, Indonesia.International Journal of Law and Management, 59(6), 1337-1358.

Piotrkowski, C. (1979). Work and the family system: A naturalistic study of working class and lower middle class families. New York: The Free Press.

Powell, G. N. &Greenhaus, J. H. (2010). Sex, gender and the work-to-family interface: Exploring negative and positive interdependencies. Academy of Management Journal, 53(3), 513-534.

Rachmaliya, N. S. &Efendy, H. (2017): Analysis of employee performance, organisational culture, work satisfaction and organisational commitment. Human Resource Research, 1(1), 2329 – 9150.

Rastogi, M., Rangnekar, S., &Rastogi, R. (2015).Flexibility as a predictor of work-family enrichment. Global Journal of Flexible Systems Management, 17(1), 5-14.

Rothbard, N., Phillips, K., & Dumas, T. (2005).Managing multiple roles: Work-family policies and individuals’ desires for segmentation.Organisation Science, 16(3), 243-258.

Sadikoglu, E., &Zehir, C. (2010).Investigating the effects of innovation and employee performance on the relationship between total quality management practices and firm performance: An empirical study of Turkish firms. International Journal of Production Economics, 127(1), 13-26.

Semlali, S. &Hassi, A. (2016). Work-life balance: How can we help women IT professionals in Morocco? Journal of Global Responsibility, 7(2), 210-225.

Shaffer, M. A., Reiche, B. S., Dimitrova, M., Lazarova, M., Chen, S., Westman, M., &Wurtz, O. (2016). Work and family role adjustment of different types of global professionals: Scale development and validation. Journal of International Business Studies, 47(2), 113-139.

Sirgy, M. J., Efraty, D., Siegel, P., & Lee, D. (2001).A new measure of quality of work life based on need satisfaction and spill over theories. Social Indicators Research, 55, 241-302.

Sivatte, I. de, Gordon, J. R., Rojo, P., & Olmos, R. (2015).The impact of work-life culture on organizational productivity. Personnel Review, 44(6), 883-905.

Stanczyk, A. B. (2016). Paid family leave may reduce poverty following a birth: Evidence from California. Research Brief, Chicago, IL. Employment Instability, Family Well-Being and Social Policy Network, University of Chicago.Retrieved from http://cpb-us-w2.wpmucdn.com.Accessed 21xt October, 2019.

Suifan, T. S., Abdallah, A. B., &Diab, H. (2016). The influence of work life balance on turnover intention in private hospitals: The mediating role of work life conflict. European Journal of Business and Management, 8(20), 126- 139.

Sung, S. Y. & Choi, J. N. (2012).Effects of team knowledge management on the creativity and financial performance of organizational teams.Organisational Behaviour and Human Decision Processes 118(1), 4-13.

Susana, P., & Ramon, V. C. (2013).Work-life balance under challenging financial and economic conditions.International Journal of Business Studies, 7(1), 129-146.

Thevanes, N., &Arulrajah, A. A. (2016): The relationships among environmental training, environmental attitude of employee and environmental orientation of organization. Proceedings of 3rd Jaffna University International Research Conference (JUICE), University of Jaffna, 61-67.

Thevanes, N., &Mangaleswaran, T.(2018).Relationship between work life balance and job performance of employees.IOSR Journal of Business and Management (IOSR-JBM) 20(5), 11-16.

Xu, L. (2009). View on work-family linkage and work-family conflict model. International Journal of Business and Management, 4(2), 229-233.

Wheatley, D. (2016). Employee satisfaction and use of flexible working arrangements.Work, Employment & Society. 31(4), 567-585.

Yuan, F., & Woodman, R. W. (2010). Innovative behaviour in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323-342.

Zulch, G., Stock, P., & Schmidt, D. (2012).Analysis of the strain on employees in the retail sector considering work-life balance. Work, 41(1), 2675-2682.

Downloads

Download data is not yet available.

##plugins.themes.bootstrap3.article.details##

How to Cite
Tamunomiebi, M., & Oyibo, C. (2020). Work-Life Balance and Employee Performance: A Literature Review. European Journal of Business and Management Research, 5(2). https://doi.org/10.24018/ejbmr.2020.5.2.196