scholarly journals EFFECTS OF WORK-LIFE BALANCE PRACTICES ON ORGANIZATION PERFORMANCE IN HOMA BAY COUNTY REFERRAL HOSPITAL, KENYA

2020 ◽  
Vol 5 (1) ◽  
pp. 63
Author(s):  
Orwa Philip Auka ◽  
Andrew Nyangau
Keyword(s):  
Public Health ◽  
Organizational Performance ◽  
Pearson Correlation ◽  
Work Life ◽  
Referral Hospital ◽  
Work Life Balance ◽  
Organization Performance ◽  
Unique Contribution ◽  
Life Balance ◽  
Compressed Workweek

Purpose: The specific objective of the study was to establish the effects of compressed workweek on organization performance on public health sectors in Kenya. Methodology: The study adopted a descriptive research design. The populations were 696 and sample size was 254 employees’ while the respondents were 227 which constitute the response rate of 89.4%.The study used stratified sampling method and adopted the Yamane formula. The study used structured closed questionnaires and piloting testing was done on 10% of the sample. Cronbach’s Alpha was used to test the reliability. Validity was determined by posing a series of standardized questions. The study adopted SPSS for data analysis. The Inferential statistics of Pearson correlation analysis was done to establish the strength and direction of the relationship between the independent variables and the dependent variable. The study adopted descriptive statistics tool. Findings: Compressed workweek affects the organization performance and had a positive correlation and significance relationship. The null hypothesis was rejected (P0.01). The study concluded that, compressed workweek is important in improving performance index for Human Resource for health workers in Homa Bay County Referral Hospital (HBCRH) and hence the overall results will lead to improved organization performance. Unique contribution to theory, practice, and policy: Public health sectors are expected to guide policy and practices to address work-life imbalances at the workplace to improve efficiency and productivity at the workplaces. The study recommended that, HBCRH should provide space for more work-life balance practices to improve organizational performance.

scholarly journals The Impact of Smartwork Activation on Organizational Performance - Focusing on Mediating Effects of Quality of Life and Moderating Effects of Manager’s Interest

2020 ◽  
Vol 11 (2) ◽  
pp. 182
Author(s):  
Hye-Rim Park ◽  
Inchae Park ◽  
Yen-Yoo You
Keyword(s):  
Quality Of Life ◽  
Organizational Performance ◽  
Structural Model ◽  
Work Life ◽  
Mediating Effect ◽  
Work Life Balance ◽  
Time Saving ◽  
Life Balance ◽  
The Impact

Background/Objectives: The interest in work-life balance has increased in Korea since the low birthrate problem intensified in the 2000s, and recently, a 52-hour workweek has been implemented depending on the size of the company to ensure work-life balance. Companies are also adopting the direction and policies of the government to spread job redesign or organizational culture that can bring work-life balance. Work-life balance is seen as a paradigm for high performance in modern society. Activation of smart work, which is a system that can work anytime and anywhere without being bound by time and place, is inevitable. It is assumed that the quality of life of the members of the organization will be improved through smartwork activation, and that the improvement of the quality of life will soon increase the organizational performanceMethods/Statistical analysis: This study utilizes the original data from the 2018 Smartwork Survey conducted by the Korea Information Society Agency, targeting employees of businesses with five or more business units and CEOs of businesses or heads of departments responsible for introducing and operating smart work. The survey collected samples using stratified sampling methods, and the survey was conducted online and in writing to 1,700 people from October 8, 2018 for 27 days. Finally, 566 data were hypothesized through SPSS 21.0 and AMOS structural model analysis.Findings: As a result of analyzing the effect of smart work on organizational performance through the effect of quality on life, Smartwork activation affects organizational performance, and the improvement of quality of life through time saving and work efficiency due to smartwork affects organizational performance. Managers' interest was found to play a moderating role in the structural relationship between smartwork activation, quality of life and organizational performance.Improvements/Applications: This study suggests smartwork activation by empirically analyzing the effect of smartwork activation on organizational performance by the mediating effect of quality of life for employees of companies working in smart office environment.

Influence of organizational commitment on work–life balance and organizational performance of female construction professionals

2019 ◽  
Vol 26 (10) ◽  
pp. 2243-2263 ◽  
Author(s):  
Luqman Oyekunle Oyewobi ◽  
Ayodeji Emmanuel Oke ◽  
Toyin Deborah Adeneye ◽  
Richard Ajayi Jimoh
Keyword(s):  
Organizational Performance ◽  
Work Life ◽  
Partial Least Square ◽  
Work Life Balance ◽  
Organisational Commitment ◽  
Organisational Performance ◽  
Life Balance ◽  
Content Type ◽  
Female Professionals ◽  
The Impact

PurposeThe purpose of this paper is to evaluate the mediating role of organisational commitment in the relationship between work‒life balance (WLB) and organisational performance of female construction professionals in the Nigerian construction industry.Design/methodology/approachThe study empirically examined WLB of female professionals in medium- and large-sized Nigerian construction organisations. The data collected were analysed using partial least square structural equation modelling (PLS-SEM).FindingsThe findings revealed that there is a positive relationship between WLB and organisational commitment, and that organisational commitment mediates the impact of WLB on organisational performance.Research limitations/implicationsOne of the limitations of this research is the cross-sectional nature of the study and the nature of data collected, which is related to female gender. Efforts should, therefore, be made to further this study by examining the impact of WLB on both male and female professionals in construction.Originality/valueThis paper presents an empirical research on the significance of family-friendly initiatives within construction organisations in Nigerian context, and the results of the study have implications for industry practitioners and academics.

Multi-level Sources of Work-Life Balance: Evidence from the Public Health Sector in Tanzania

2019 ◽  
Vol 15 (6) ◽  
pp. 79-103
Author(s):  
Kalangari Rwehumbiza ◽  
Eun-Jung Hyun ◽  
Seung-Yoon Rhee
Keyword(s):  
Public Health ◽  
Health Sector ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
The Public ◽  
Public Health Sector ◽  
Multi Level

scholarly journals Kontribusi Work Life Balance Terhadap Work Engagement Karyawan

2021 ◽  
Vol 10 (3) ◽  
pp. 266
Author(s):  
Prieska Wijaya ◽  
Triana Noor Edwina Dewayani Soeharto
Keyword(s):  
Work Engagement ◽  
Pearson Correlation ◽  
Work Life ◽  
Work Life Balance ◽  
Mental Condition ◽  
Analysis Method ◽  
Simple Linear Regression ◽  
Life Balance ◽  
Positive Effect ◽  
Effective Contribution

Penelitian ini bertujuan untuk mengetahui pengaruh work life balance terhadap work engagement karyawan. Work engagement sebagai kondisi mental yang positif, memuaskan dan berhubungan dengan pekerjaan yang memiliki karakteristik vigor, dedication dan absorption. Penelitian ini menggunakan metode penelitian kuantitatif. Subjek dalam penelitian ini sebanyak 103 yang berasal dari karyawan Politeknik X Yogyakarta. Pengumpulan data menggunakan skala work life balance dan work engagement. Analisis data penelitian menggunakan regresi linear sederhana. Hasil penelitian ini menunjukkan bahwa ada pengaruh positif work life balance terhadap work engagement dengan nilai korelasi Pearson 0,646 (p < 0,01). Sumbangan efektif dari work life balance untuk memprediksi work engagement sebesar 41,2 % dan sisanya 58,2 % dipengaruhi oleh faktor lain yang tidak diteliti dalam penelitian ini. Dengan demikian dapat disimpulkan bahwa hipotesis dalam penelitian ini diterima. This study aimed to find out the effect of work life balance on work engagement. Work engagement as a mental condition that is positive, satisfying and associated with a job that has characteristics of vigor, dedication and absorption. This research method is quantitative. The subjects in this study were 103 Polytechnic X Yogyakarta employees. The data were obtained using the scales of work life balance and work engagement. The data analysis method in this study used simple linear regression. The results of this study there is a positive effect of work life balance on work engagement with a Pearson correlation value of 0.646 (p <0.01). The effective contribution of work life balance to predict work engagement is 41,2 % and the remaining 58,2 % is influenced by other factors not examined in this study. Thus it can be concluded that the hypotheses in this study are accepted.

scholarly journals WORK-CENTERED LIFE AND EMPLOYEE PERFORMANCE AT GEOTHERMAL DEVELOPMENT COMPANY IN NAIROBI CITY COUNTY, KENYA

2021 ◽  
Vol 5 (3) ◽  
Author(s):  
Amoro Ebbysibah ◽  
Makhamara Felistus
Keyword(s):  
Significant Influence ◽  
Employee Performance ◽  
Pearson Correlation ◽  
Well Being ◽  
Target Population ◽  
Work Life ◽  
Work Life Balance ◽  
Design Data ◽  
Life Balance ◽  
The Relationship

Work-life balance entails to the working arrangements that ensure an employee's personal and professional duties are balanced. Poor work-life balance is a key risk that jeopardizes employee well-being, performance, and organizational effectiveness. Most employees find it difficult to strike a balance between their personal lives and their work obligations. Work-life balance is linked to the stability between the time and effort employees devote to work and also attend personal responsibilities to maintain an overall sense of synchronization in life. State corporations such as Geothermal Development Company are currently operating in an extremely competitive environment. This demand for more responsiveness and efficiency of employees that is brought about by Work-life balance as adopted in private organizations. The main objective of this study was to investigate the influence of work-centred life and employee performance at Geothermal Development Company. The anchor theory of the study was Spill-over Theory that was reinforced by Compensation Theory. The study adopted a descriptive research design. Data was collected using structured questionnaires from the senior management, middle management, and lower-level support staffs of Geothermal Development Company. The target population of the study was 341 and the study’s sample size was 102. The study used stratified random sampling. The researcher conducted a pilot study using 10% of the respondents before the questionnaires were distributed for data collection. Pre-testing and expert opinion were used to examine the instrument's validity. The instrument's dependability was tested using the Cronbach’s alpha reliability test. The qualitative data was analyzed with the aid of SPSS version 26.0. Inferential statistics (correlations and regression analysis) was used by the researcher to show the relationship between independent and dependent variables. Pearson correlation helped in envisaging and defining the relationship between the variables. Data was presented on tables and figures. Pearson correlation helped in envisaging and defining the relationship between the variables. The study established that work-centred life had a significant influence on employee performance. The study concluded that work-centered life had significant influence on employee performance. The researcher recommends that the management of GDC should enhance their policies on work-centred life by formulation and implementation of modern policies, and this should be cascaded down to departmental level. The Human Resource department at GDC should reconsider its policies on flexi working arrangements, organization wellness programmes, job sharing as well as employee health as way of motivating employees to improve their performance. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0876/a.php" alt="Hit counter" /></p>

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