Relationship Between Work-Life Balance Initiatives and Job Satisfaction of Female Employees at Impact Research and Development Organization, Kenya

Abstract

The role of work-life balance initiatives (WLBI) in today's organizations has continued to gain prominence due to globalization trend and organizational changes in the work set-ups. WLBI aims at reducing conflicting roles between family and work-life. The workforce at Impact Research and Development Organization (IRDO) is composed of 52% female and the organization has been experiencing over 40 % yearly turnover among women since 2010. In 2014, WLBI were introduced namely: flexi-time work arrangements, voluntary reduced working hours and alternative work schedules to enhance female employee's retention. Despite the introduction, turnover rate remained high suggesting lack of job satisfaction. Previous studies on WLBI and job satisfaction have not investigated the effect of flexi-time work arrangements, voluntary reduced working hours and alternative work schedules on job satisfaction. The purpose of this study was to investigate the effect of WLBI on job satisfaction of female employees. Specifically the study sought to: establish the relationship between flexi-time work arrangement and job satisfaction, examine the effect of voluntary reduced working hours on job satisfaction and determine the effect of alternative work schedules on job satisfaction of female employees at IRDO. A conceptual framework, anchored on Lawler's and Frederick Herzberg's motivation theory, with WLBI as the independent variable and job satisfaction as the dependent variable guided the study. A crosssectional survey design of correlational type was used to obtain quantitative data. The target population was 451 female employees. The sample size was 212 selected through purposive sampling and questionnaires used to collect primary data, with a response rate of 89%. The pilot study involved twelve respondents. The overall reliability was established at 0.813 using Cronbach's Alpha Score. Validity of the instruments was achievement through expert's review. Descriptive data was analyzed using percentages, while regression analysis was used to establish the relationship between WLBI and job satisfaction. Study results indicated: Flexi-time work arrangements (B = 0.800, R 2 = 0.835, P = 0.000), Voluntary reduced working hours (B = 0.935, R 2 = 0.852, P =0.000), and Alternative work schedules (B = L.054, R 2 = 0.909, p = 0.000) positively, significantly predicted job satisfaction. The study recommends· the adoption of WLBI by IRDO management, for enhancement of job satisfaction. In academia, the study may ignite further research on WLBI benefits. Further research may be conducted in other organizations in Kenya in order to come up with best practice in managing WLBI programs