AN INVESTIGATION OF WORK LIFE BALANCE AND ITS EFFECTS ON PERFORMANCE OF FEMALE EMPLOYEES IN THE BANKING INDUSTRY

AN INVESTIGATION OF WORK LIFE BALANCE AND ITS EFFECTS ON PERFORMANCE OF FEMALE EMPLOYEES IN THE BANKING INDUSTRY

BACKGROUND TO THE STUDY

The ability to play many roles is a necessary component of one's professional life. Employees who undertake several responsibilities are subjected to multiple expectations from others, both inside and outside the firm (Shailaja & Kumar, 2011). Workplace demands have been increasing for working women in recent decades. Advances in information technology and information load, the need for speed of response, the importance placed on customer service quality and its implications for constant availability, and the pace of change with its attendant upheavals and adjustments all demand the time of the employed woman and can be sources of stress (Aravind & Paramashiviah, 2011).

Work and family conflict are linked directly and indirectly by a number of antecedents such as role ambiguity, role conflict, time constraints, and engagement in both the work and family domains. Working women's most prevalent concern is high levels of psychological stress (Daultzen et al cited in Arathi & Rajkumar, 2015).

In cities, the considerable distance between home and work, as well as late working hours, make it difficult to strike a balance between work and family life. Work and family conflict arise when female employees do not spend enough time with their families. Working hours for women in the business world are now very lengthy. Working long hours, on the other hand, disrupts the balance between work and non-work life. Work-life balance impacts not only the person but also the enterprise (Arathi & Rajkumar, 2015).

Work and family structures are two significant components of employees' lives, and juggling these two realms is a part of millions of employees' daily lives throughout the world (Karimi, Jomehri, Asadzade, & Sohrabi, 2012). Work-family balance is perhaps more of a concern for women in the workplace than for men, particularly in Nigeria (Okonkwo, 2012). This might be due to the fact that women mix their household responsibilities, which include childcare, with their paid employment activities. Despite the fact that both men and women are claimed to face inter-role conflict between work and family domains (Walker, Wang, & Redmond, 2008), women are believed to take on greater family obligations than men (Pillinger, 2002). Similarly, in a patriarchal culture, balancing work and family duties is particularly challenging for women (Rehman & Roomi, 2012). In Nigeria, for example, domestic responsibilities like as cleaning the house, cooking for the family, laundry work, and childcare are solely the responsibility of women, many of whom are also employed full-time (Okonkwo, 2012).

In this context, Jacobs and Gerson (2004) state that women bear the brunt of the psychological repercussions of integrating family and work commitments. As a result, balancing the demands of work and family poses significant obstacles for female professionals (Peng, IIies & Dimotakis, 2011).

To live a full life and satisfy organizational obligations, productivity, and development, three indicators have been proposed. The first are job-related variables that are generating problems in work-life balance as a result of an excessive work load, increased pressure, and long working hours. Second, there is social influence, families, friends, and dependant duties outside of work. The third aspect is understanding of the strategies and policies that may be used to manage this work-life balance (Guest, 2002).

Work-life balance indicates that the two stages of obligations are not being met. More or less in one phase might cause disruption in another, affecting both the employee's job and personal life. Workaholism is linked to job stress and work-life balance, regardless of gender (Aziz & Cunningham, 2008).

The length of time a female employee spends at work is an important aspect of work-life balance. Long work hours have been shown to affect personal health, jeopardize safety, and raise stress among female employees. Nigeria's developing economy faces major economic constraints and labor market pressures, which are compounded by weak social infrastructure, poverty, high unemployment, and corruption. These circumstances aggravate the work and life of the average Nigerian female employee, who is trying to make a living and may have to work hard to develop accommodating arrangements and cognitive psychological coping behaviors that promote desired satisfaction and effective functioning at work and at home. Lack of work flexibility, increased work demands, and extended working hours harm the majority of female employees in Nigeria, lowering their job performance and productivity (Fapohunda, 2014).

1.2     STATEMENT OF THE PROBLEM

The significance of work-life balance to organizations and people, whether tacit or explicit, cannot be overstated. This is because when female employees struggle to combine work and family life, both their families and their jobs suffer. They will be unable to attend to long-term family concerns, and they will become prone to tardiness and absenteeism at work, as well as a loss of attention at work. Several research, like Poelmans & Sahibzada (2004) and Lapierre et al (2008), have found that work-family policies may reduce lateness, absenteeism, stress, and work-family conflict to acceptable levels while also increasing productivity, job satisfaction, and organizational commitment.

Organizations and employers of labor, mostly in the private sector, have taken advantage of the high level of unemployment that has plagued the Nigerian labor market by constantly demanding unattainable and unrealistic results from their female employees, with little or no regard for their social-family well-being. Many female employees have experienced broken families, workplace discontent, and sub-optimal dedication and performance as a result of this.

Many of the research on work-life balance and female employee performance were conducted outside of Nigeria. Most research on work-life balance and organizational performance in Nigeria, such as Okonkwo (2012), Ojo (2012), Oludayo, Gberevbie, and Popoola (2015), were too shallow and lacking in detail. Furthermore, many investigations were theoretical in nature, with conclusions that were subjectively based on the experts' personal beliefs. It should be highlighted that previous research did not pay enough attention to the work-life balance and performance of female bank workers in Nigeria. As a result, the purpose of this research is to address a knowledge vacuum by critically analyzing the effects of Work-Life Balance on Female Employee Performance in the Banking Industry, with a focus on Guaranty Trust Bank Nig. PLC.

1.3    OBJECTIVES OF THE STUDY

The study was conducted with the following objectives;

a.  To examine the effect of work life balance on performance of female employees.

b.  To determine the effect of work life balance on commitment of female employees.

c. To ascertain if absence of work life balance impact the the productivity level of female employees.

1.4  RESEARCH HYPOTHESIS

HO1: There is no significant effect of work life balance on the performance of female employees

HO2: Work life balance has no effect on the job commitment of female employees.

HO3: Absence of work life balance does not  impact the the productivity level of female employees.

1.5  SIGNIFICANCE OF THE STUDY

 The outcome of this study will educate the general public and managers of corporate organizations and the banking sector  on the causes of low productivity of   female employee and how  improved organizational culture can be used to maintain proper work life balance. This research will also serve as a resource base to other scholars and researchers interested in carrying out further research in this field subsequently, if applied will go to an extent to provide new explanation to the topic.

1.6   SCOPE OF THE STUDY

This study will cover  in the gap in knowledge by critically investigating the effects of Work Life Balance on Performance of female employees in the banking industry with a special reference to Guaranty Trust Bank Nig. PLC in selected branches in  Abuja.

1.7   LIMITATION OF THE STUDY

Besides time and resources constraint the researcher encountered some of the limitations that hampered the study revolves around gathering of primary materials and analyzing data. The banks unwillingness  to release all the necessary data for the research work, probably for the fear of competitors however the researhcer assured them of anonimity as the information obtained is vital to this study hence considered confidential. More so,  the uncooperative attitude of the female bankers  which led to the non-return of some questionnaires was another setback to the researcher. However inspite of the limitations the researcher painstakinly ensured that these factors were downplayed.

1.8 definition of Terms

Work Life Balance:  Work-life balance is the state of equilibrium where a person equally prioritizes the demands of one's career and the demands of one's personal life. Work-life balance includes a balance between work and personal life that both bring satisfaction to the individual

Employee performance: Employee performance is how a member of staff fulfils the duties of their role, completes required tasks and behaves in the workplace

Banking Industry: The modern banking industry is a network of financial institutions licensed by the state to supply banking services. The principal services offered relate to storing, transferring, extending credit against, or managing the risks associated with holding various forms of wealth.

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