Effect Of Work Life Balance Practices on Employee Performance: A Case of Kenya Ports Authority
DOI:
https://doi.org/10.17613/wcqt-4x04Keywords:
Work Life Balance, Employee Performance, Flexible Work Arrangement, Family Support Services, Wellness Programs, Leave ProgramsAbstract
This research examined the effect of work life balance (WLB) practices on performance of employees at Kenya Ports Authority (KPA). Work-family border and spill over theories underpinned with study. Descriptive study targeted 6,474 employees of KPA under the categories including Finance, Corporate Services, Infrastructure, Engineering services, Human resources and Admin, Operations Internal Audit and Legal and Security services. The study adopted the formulae by Kothari to arrive at the sample size for the staff attached to KPA involved as respondents. The formulae yielded 116 respondents. In collecting data from the individual staff of KPA, stratified sampling technique was adopted with segments including Finance, Corporate Services, Infrastructure, Engineering services, Human resources and Admin, Operations Internal Audit and Legal and Security services. Individual respondents to participate in the study from each of the four segments were chosen based on simple random sampling. The research utilised structured questionnaire self-administered to respondents. The study used SPSS 23 to analyses sourced data with descriptive and inferential statistics being generated. Inferential statistics used were Multivariate regression and Pearson correlation. The finding revealed that flexible work arrangements strongly and directly affected employee performance at Kenya Ports Authority (β1 = .119, t= 3.500, p=.000<.05). Employee performance was also strongly and directly impacted by family support services (β2 = .023, t= 2.875, p=.000<.05). The nexus between wellness programs and performance of employees was direct and strong (β3= .761, t= 6.379, p=.000<.05). Finally, leave programs directly but weakly influenced performance of employees (β4= .055, t= .602, p=. 548>.05). Kenya Airports Authority to improve on proving flexible work arrangements for the benefit its employee such as varying working hours, providing teleworking opportunities and shift schedule. The Ports Authority to improve on family support services such as sponsoring family fun days, provide baby care services among other WLB programs
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