Academic journal article Academy of Strategic Management Journal

Work-Life Balance Initiative as a Predictor of Employees' Behavioural Outcomes

Academic journal article Academy of Strategic Management Journal

Work-Life Balance Initiative as a Predictor of Employees' Behavioural Outcomes

Article excerpt

INTRODUCTION

The rate of change in the socio-economic landscape has largely redefined the nature of work and the workplace. The expectations of employees from their jobs have gone beyond meeting their daily survival needs as a desire for balance between work and non- work obligations have taken the lead. Therefore, the meaningful employment helps to support one's self and others; this will enable employees to derive a high sense of self-worth from doing a job very well particularly in the banking industry (Latessa, 2012). The importance of work is a very crucial activity in human lives since it defines the identity of individuals and what they stand for in any society (Budd, 2011). Consequently, work is a purposeful human activity involving physical or mental exertion that is not undertaken solely for pleasure and that has economic and symbolic value. NICE (2009) asserts that the importance of work is expressed in the promotion of employees' mental wellbeing. The increasing demand in the workplace particularly in the banking industry coupled with multiple obligations outside the work environment has placed a vital responsibility on the managers of organizations to find ways to balance out the priorities of their employees.

As noted by State Service Commission (2005), work-life balance initiatives in organizations is concerned with employees' interaction between paid and unpaid work activities, leisure and personal development. This will make organizations to create a productive work culture where traces of work-life conflict are minimized and effectively controlled. Similarly, work-life balance is attained where there are shared benefits for employees and the organization (Mesimo-Ogunsanya, 2017; Rajiv & Kumar, 2015). It is about helping employees to maintain healthy, rewarding lifestyles that will in turn lead to improvements in performance (Grimm, 2017). Driving the work-life balance practice has become a joint responsibility between employer and employee. It is no longer a role that resides within the Human Resource department as all line managers are responsible for seeing to the balance of their staff. In his view, Valcour (2003) explains the work life support under two major types: formal and informal. The formal support policies to include; dependent care initiatives, time policies as expressed in flexible work arrangements and the work-leave programme. On the other hand, he mentioned managerial or supervisor support and co-worker support to be informal support policies (Dolcos, 2007; Nuesch, 2017). The informal work-family support according to Ferrero (2014) is an expression of organizational leaders' commitment to the employees' well-being in accordance with the social exchange theory. This will most likely affect the employees' behavioral outcomes i.e. increase in employees' job satisfaction and minimization in turnover intention when top officials in the workplace become interested in employees' well-being (Falola et al., 2016; Kumar, 2017). This will provide stimulation for motivation, energy and willingness to learn new skills as well as cultivating habits that will promote the organization's efficiency through managerial support (Kossek, 2012). Emhan (2012) views managerial support for employees to contribute positively to an organization's effectiveness. Since the employees perceive the top managers as the organization itself, as such any support coming from their end is considered the organization's support thereby increasing the level of loyalty employees have. The focus of this study is to assess the rate at which work-life balance initiatives influence employee job related attitude and their turnover intentions in the Nigerian Banking Sector.

The concept of work-life balance (WLB) has been advocated for prime inclusion in the workplace, particularly in banking industry in Nigeria. The dimensions of work- life balance and it influence on employees behavioral outcomes has not been clearly established in the literature. …

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