Abstract:
The demand for work life balance solutions by employees and managers is expanding at
unprecedented rate and work life balance is one of the challenges that organizations and
the banking industry are expected to manage to be competitive due to globalization and
fast pace of economic development in the 21st century such as customer satisfaction
being the prime work in the banking industry. This study therefore sought to investigate
the influence of work life balance on performance of the banking industry in Kenya.
Specifically the study sought to determine the influence of flexible work-arrangement,
wellness programs, family responsibilities and lastly influence of work life conflict on
performance of the banking industry in Kenya. This study was guided by three theories
which are; component theory, spillover theory and work-family border. Empirical
literature on worklife balance practices is also discussed. The study adopted survey
research design using both quantitative and qualitative approaches. The target population
was 36,212 employees from all 43 commercial banks in Kenya with a sample size of
380 respondents. Sample was selected using stratified simple random sampling.
Structured questionnaire was used for data collection in accordance with the objectives
of the study. The data obtained was analyzed using SPSS and Microsoft Excel.
Descriptive, Pearson correlation, and regression analysis were also adopted for analysis.
Regression models were fitted and hypothesis testing carried using multiple regression
analysis and standard F and t tests. The study found that flexible work arrangements,
wellness programs, family responsibility concerns were more strongly related to
performance of the banking industry in Kenya. It also found that institutions that support
employees in work life balance practices had higher performance. Work life conflict
negatively influenced performance which implies there was negative relationship
between work life conflict and performance in the banking industry.The study
recommends that organizations could try and support family responsibilities, offer
flexible work arrangements and wellness programs to its employees for increased
performance. The study also recommends that organizations should diagnose employees
work life balance practice needs and develop practical solutions by implementing them
xxi
so as to be able to achieve business goals. In regard to this, the role the managers play in
organizations in supporting work life balance practices is important. The findings of this
research indicate a lack of implementation of policies on worklife balance practices,
which are rarely utilized as well as lack of involvement of employees in adoption of
worklife balance practices which means they are not made in an open manner; hence
need for investigation unto the reasons for non implementation and non-involvement.
