The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
International Journal of Trend in Scientific Research and Development (IJTSRD)
Volume 5 Issue 5, July-August 2021 Available Online: www.ijtsrd.com e-ISSN: 2456 – 6470
@ IJTSRD | Unique Paper ID – IJTSRD46367 | Volume – 5 | Issue – 5 | Jul-Aug 2021
Page 2379
Work-Life Balance and Employee Performance
Dibua, Emmanuel Chijioke PhD; Nosike, Chukwunonso Joseph PhD;
Oburoh, Pamela Oritse-tsegbemi
Department of Business Administration, Nnamdi Azikiwe University (NAU), Awka, Nigeria
ABSTRACT
The study examined work-life balance and employee performance in
Nestle Nigeria Plc using an inferential statistics on a sample 312
respondents. Data collected were analysed using regression technique
of the Ordinary Least Square (OLS). Results revealed that all the four
coefficients of the model - task characteristics, knowledge
characteristics, social characteristics and work context - significantly
influence employee performance in Nestle Nigeria Plc. In descending
order, the individual coefficients of the model as revealed in the table
showed that task characteristics, knowledge characteristics, social
characteristics and work context have variously influenced the
employee performance with 51.5%, 35.8%, 32.3% and 27.6%
respectively. Based on the findings of this study, it was
recommended that there is need for organizations to design
programmes that will enhance task characteristics because it have
been discovered to significantly improve employee morale, reduce
absenteeism, and retain organizational knowledge. Organizations
should also come up with programmes that will improve employees
Knowledge characteristics, Social characteristics, and work context
which have been found not to be significant and therefore suggest
that attention should be given to these areas to improve affective
commitment in organisations. More job autonomy should be given to
low hierarchy group to help improve their job commitment. This was
found to be one of the reasons they lack commitment. Management