CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Today, work-life balance has become an increasingly pervasive concern to both employers and
employees of most organisations. In recent time, there has been an upsurge in the consideration
of the pressures that work has on family as well as life of employees. This has triggered research
bordering on work-life. In an environment where there is high level of competitive pressures
stemming largely from efforts to deliver quality service, the weight of this on employees are
enormous Uzoechi and Babatunde, (2012).
Work-life balance (WLB) which primarily deals with an employee’s ability to properly prioritize
between work and his or her lifestyle, social life, health, family and so on. Work is generally
considered as a part of life. Though separated by certain physical, psychological and temporal
boundaries, the two concepts are operationalized within the same context of time and space. The
nature of work itself has changed from the 9-to-5 affair to a 24-hour, 7-day society, where
customers expect services at times that suit them CIPD, 2007 as cited in Adetayo, Olaoye and
Awolaja, (2011). Where there is proper balance between work and life, employees tend to put in
their best efforts at work, because their family is happy.
Most research studies have shown that when there are happy homes, work places automatically
become conflict free and enjoyable places to be. Increasing attrition rates and increasing demand
for work-life balance have forced organisations to look beyond run of the mill Human Resources
interventions. As a result, initiatives such as flexible working hours, alternative work
arrangements, leave policies and benefits in lieu of family care responsibilities and employee
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assistance programmes have become a significant part of most of the company benefit
programmes and compensation packages.
The origins of research on work-life balance can be traced back to studies of women having
multiple roles. Barnett and Baruch, (1985) investigated the psychological distress connected to
the balance of rewards and concerns generated by individual women’s multiple roles as paid
worker, wife and mother. They found that positive role and experience was related to low levels
of role overload, role conflict and anxiety.
The importance of work-family balance, whether implicit or explicit, to the organisations and
employees cannot be ignored. This is because when employees struggle to balance their work
and family lives, their families and work will be negatively affected Gryzwacz and Carlson,
(2007). The most common approach is to view work-life balance practices through a business
case lens: that is, by offering these practices, organizations attract new members and reduce
levels of work-life conflict among existing ones, and this improved recruitment and reduced
work life conflict enhance organizational effectiveness. A review of the literature, however,
questions this purported link between work-life balance practices and organizational
effectiveness. The mechanisms by which the provision of work-life practices affects both
employee behaviour and employee productivity remain unclear, and under-researched Allen,
2001; Schutte & Eaton, (2004). It is on this premise that the study will be conducted in other to
find out how Nigerian workers are being affected when it comes to the issue or concept of work-
life balance.
This study examines the literature to identify the various ways in which organizational work-life
practices may influence employee productivity. Using a wide range of studies from a variety of
disciplines, the empirical support available for the link between work-life practices and
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employee productivity at both the individual and organization level will be detailed. Findings
from literature will provides us with important new insights regarding potential moderators and
mediators of the link between work-life practices and employee productivity, and suggests new
research questions that may further enhance our understanding of how (or if) this link operates.
1.2 Statement of the Problem
Sparks, Cooper, Fried and Shirom, (1997) in their study provide some indication that when
people spend too many hours at work, and spend less with their families, their health and work
performance begin to deteriorate, therefore resulting to poor employee health due to job stress.
There are various explanations for this associated with affluence, the growth of single parent
families, the privatization of family life and the lack of local resources and facilities
Noor and Maad (2008) argue that a positive relationship exists between work to family conflict,
stress, and job turnover intentions. Research found that workload and work to family conflict
also cause job dissatisfaction. Job satisfaction in women and either sex of older people has been
negatively affected by work to family conflict Martins, (2002). While steps to redress these
concerns transcend work and employment, it is nevertheless argued that the demands of work
contribute to a reduced participation in non-work activities resulting in an imbalance. Moreover,
there is a view, widely promoted by some management writers but not strongly supported by
sound empirical evidence, that workers are less willing to display unlimited commitment to the
organization.
Lack of work flexibility, high work pressure and longer working hours are stressing out many
Nigerian workers, reducing their job performance and productivity as well as causing broken
homes. In the community, there is growing concern that the quality of home and community life
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is deteriorating. These have resulted to poor employee input and performance at his or her job
place, because an employee, who finds it difficult to properly balance his or her family life, tends
to also have difficulties managing tasks at his or her workplace, therefore resulting in poor
employee performance and employee morale.
The pressures and demands of work, reflected both in longer hours, more exhaustion and the
growth of evening and weekend work leave less scope for quality family time. The consequences
include increases in juvenile crime, more drug abuse, and a reduction in care of the community
and in community participation and less willingness to take responsibility for care of elderly
relatives and for the disadvantaged resulting work life conflict
One reason offered for this is the changing nature of the psychological contract at work;
turbulence in organizations has made it less feasible to offer secure progressive careers and
therefore to justify why workers should be committed. It is on this premise that this study will
investigate the relationship between work life balance and its impact or potential effects on
employee productivity. From the discussions above, it will suffice to ask, can work life balance
impact on employee productivity?
1.3 Research Questions
1. What is the effect of job stress on employee health?
2. How does role overload affect employee job satisfaction?
3. How does long working hours influence employee morale?
4. How does work family conflict affect job commitment?
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1.4 Objectives of the Study
The objective of this study is to evaluate work-life balance and employee productivity and to
identify which factors of work life balance have more influence on employee productivity.
Specifically the following specific objectives will be pursued.
1. To examine the effect of job stress on employees health.
2. To evaluate the effect of role overload on employee job satisfaction.
3. To evaluate the influence of long working hours on employee morale.
4. To evaluate the effect of work family conflict on Job commitment.
1.5 Research Hypotheses
Accordingly, following are the hypothesis to be tested for this study:
1. H01: Job stress has no effect on employee health.
2. H02: Role overload does not affect employee job satisfaction.
3. H03: Long working hours does not influence employee morale.
4. H04: Work family conflict does not affect job commitment.
1.6 Significance of the Study
This study seeks to bring out the various work-life balance practices in the Coca-Cola Bottling
Company, Lagos, Nigeria. The study will be of great significance to the production industry in
Nigeria. This study will therefore help enlighten management of various organizations of the
various effects of work-life balance practices on the performance of employees in an
organization. The study will also bring out specifically, the work-life balance practices which the
Coca-Cola Bottling Company has been able to make available to its employees. It will also point
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out those practices that are not in accordance. It also seeks to bring out the level of
encouragement and motivation the bank has given to its employees to work effectively, among
others. The importance of this study is therefore to highlight the various employee work-life
balance practices and how it affects the productivity of an organization. This study will go a long
way to illustrate how organizations should treat its employees in order to increase productivity.
1.7 Scope and Delimitation of the Study
The scope of the research will be limited to one of Coca-Cola Bottling Company, Lagos. The
population of workers altogether are 80. The research will rely on the company for vital
information including data for the study through the total enumeration method in as the sampling
technique. This will be done in Lagos State. The depth of the information required of the
research is to determine the effect of Work life balance and Employee productivity on Staff.
1.8 Operationaliation of Concepts
In essence, there are variables that will be used to test the relationship between work-life balance
and employee productivity.
X = Work Life Balance.
Y = Employee Productivity.
X = x1, x2, x3, x4,
Y = y1, y2, y3, y4,
x1 = Job Stress
x2 = Role overload
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x3 = Long working Hours
x4 = Work family Conflict
y1 = employee health
y2 = Job satisfaction
y3 = employee morale
y4 = Job commitment
Functionally, Y = a + bx + μ
From the operationalization above, it means that the (X) variables will be used as determinants
on the (Y) variable.
1.9 Plan of the Study
This research comprised five chapters containing relevant information documented for the study.
Chapter One: This chapter includes the background to the study, statement of the problem,
objectives of research, research hypothesis, significance of the study, scope and delimitations of
the study and operationalization of concepts.
Chapter Two: Chapter two consists of a conceptual review on the subject of this research as
well as the empirical lens through which the study approached. The theoretical and conceptual
framework of the study was also included in this chapter.
Chapter Three: This chapter contained the research methodology which consists of the research
design employed in relation to data collection, population, validity and reliability of the
instruments and method of analysis.
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Chapter Four: Chapter four involved data analysis and interpretation; it includes the
presentation of the findings of the research and also the interpretation of these findings. It also
includes the discussions of findings based on the stated objectives.
Chapter Five: This chapter comprised of the conclusions deduced from the summary of the
study, recommendations of the study, indications for feature research, and contributions to
knowledge.
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References
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Allen, T. D. (2001). Family-supportive work environments: The role of organizational and
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Barnett, R. C, & Baruch, G. K. (1985). Women's involvement in multiple roles and
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