Investigating Aspects of Work-Life Quality in Benin City’s Manufacturing Industry

Investigating Aspects of Work-Life Quality in Benin City’s Manufacturing Industry

Eguonor Jennifer Oleabhiele (PhD) and Professor Emeka Emmanuel Okafor

Department of Sociology and Anthropology, Benson Idahosa University, Nigeria

DOI: https://dx.doi.org/10.47772/IJRISS.2025.905000350

Received: 01 May 2025; Review: 09 May 2025; Accepted: 12 May 2025; Published: 16 June 2025

ABSTRACT 

This paper examines work-life quality in the manufacturing sector of Benin City, with a focus on how both organizational and individual factors influence employee well-being. Employees in Nigeria’s manufacturing industry often contend with substandard working conditions, which include inadequate safety measures, extended working hours, and insufficient wages. Utilizing Maslow’s Hierarchy of Needs, this study evaluates how satisfaction across various levels affects job satisfaction and work-life balance. Additionally, Herzberg’s Two-Factor Theory is employed to identify intrinsic and extrinsic motivators that enhance employee engagement. The Job Demands-Resources (JD-R) Model is used to analyze the interaction between job demands, such as workload, and resources like autonomy and social support, which significantly impact work-life quality. The Work-Life Balance Theory underscores the importance of effectively managing personal and professional responsibilities to promote employee health and productivity. Moreover, the Workplace Well-Being Model highlights the relationship between organizational practices, employee perceptions, and health outcomes, stressing the necessity of a supportive work environment. The Person-Environment Fit Theory examines how the alignment of employees’ values with job demands influences overall work-life satisfaction. This study adopts a theoretical framework that integrates insights from various models to investigate work-life quality within the manufacturing sector of Benin City. The findings reveal that addressing both individual and organizational needs is crucial for enhancing work-life quality. Practical recommendations for manufacturing firms in Benin City focus on context-specific strategies that align organizational objectives with employee well-being. This research contributes to the wider discourse on employee well-being in emerging markets. In conclusion, improving work-life quality in the manufacturing sector of Benin City necessitates a synthesis of Maslow’s, Herzberg’s, and JD-R theories to elevate motivation and satisfaction, complemented by Work-Life Balance and Person-Environment Fit theories to foster organizational success.

Keywords: Work-life quality, manufacturing sector, employee well-being, organizational and individual factors, Benin City

INTRODUCTION

The quality of work life (QWL) serves as a fundamental element that significantly affects employee performance and overall well-being, particularly within industries such as manufacturing that rely predominantly on manual labor. As organizations encounter rising economic pressures and intensifying competition, the global acknowledgment of the importance of QWL has markedly increased (Chaudhary & Sharma, 2023). However, while comprehensive research has been conducted in developed nations, there remains a paucity of studies focusing on developing countries, particularly Nigeria (Khan & Ali, 2023). Benin City, recognized as a vital industrial hub in southern Nigeria, accommodates numerous manufacturing enterprises; nonetheless, there is a conspicuous lack of research addressing the QWL of employees within this sector. This paper investigates the quality of work life (QWL) in Benin City’s manufacturing sector by aligning employee needs and organizational challenges with socio-economic realities, grounded in relevant models, in this way justifying its theoretical framework and policy significance.

The manufacturing sector in Nigeria is crucial to the economy, contributing to industrialization, job creation, and social stability (Khan & Ali, 2023). Despite its significance, employees frequently endure substandard working conditions, including inadequate safety measures, prolonged working hours, and insufficient wages (Hussain & Nadeem, 2022). In order to enhance clarity, we systematically streamline the outcome variables by focusing on motivation, satisfaction, and commitment. This approach allows us to construct a targeted and innovative framework that is relevant to policy discussions concerning transformative improvements in work-life balance (Madhusudhan& Gupta, 2023). Enhancing QWL within the manufacturing sector of Benin City could lead to improved productivity and support the long-term sustainability of the industry. These areas are aligned with core interests and derive from pertinent models, focusing on the underexplored infrastructural and socioeconomic effects on work-life quality within the manufacturing sector of Benin City. This analysis employs context-specific, evidence-informed frameworks to address these critical issues (Chaudhary & Sharma, 2023). QWL encompasses physical, psychological, and organizational elements that influence employee health and productivity (Hussain & Nadeem, 2022).

To advance the analysis of Quality of Work Life (QWL) in the manufacturing sector of Benin City, it is imperative to anchor discussions on key variables such as compensation, work hours, and organizational support within the contexts of socio-economic, cultural, and organizational frameworks. This approach will provide insights that are both impactful and conducive to informed policymaking. This distinctive study systematically identifies and analyzes the work-life quality challenges that have been overlooked in the small and medium-sized enterprise (SME) manufacturing sector in Benin City. It offers innovative insights that are relevant to policy development, with the potential to reshape local labor discussions and encourage constructive, data-driven reforms. Understanding these challenges is essential for enhancing employee well-being and promoting the competitiveness and sustainability of the manufacturing sector (Madhusudhan& Gupta, 2023). Benin City is significantly affected by socio-economic challenges such as unreliable electricity, inadequate healthcare, and subpar public transportation, all of which can detrimentally impact worker morale and health (Khan & Ali, 2023).

Analyzing these conditions is crucial to understanding how employees’ everyday experiences intersect with their professional lives, thereby influencing job satisfaction and performance (Hussain & Nadeem, 2022). The existing literature insufficiently contextualizes the critical role of small and medium-sized enterprises (SMEs) within the manufacturing sector of Benin City. It often neglects the unique constraints faced by these enterprises and their significant influence on work-life quality, employee satisfaction, and retention. Therefore, there is a pressing need for nuanced, SME-specific, policy-oriented scholarly engagement to address these gaps (Chaudhary & Sharma, 2023). Despite their importance, research on the factors influencing work-life balance in this sector is notably scarce. This research gap is particularly evident when juxtaposed with studies conducted in developed countries or larger urban centers. The distinct socio-economic, infrastructural, and cultural conditions in Benin City significantly shape employees’ workplace experiences. Limited studies have explored the interplay between these factors and global Quality of Work Life (QWL) concepts within the manufacturing sector (Maslow, 1943; Herzberg, 1959).

This paper investigates the manufacturing industry in Benin City through various theoretical frameworks, including Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory. These frameworks underscore the necessity of fulfilling basic needs and addressing hygiene factors, such as salary and working conditions, alongside motivators like opportunities for professional growth to enhance job satisfaction. Several models, including the Job Demand-Resources (JD-R) and Job Demand-Control (JDC) models, articulate the importance of effectively balancing job demands with available resources to promote employee well-being and performance (Madhusudhan& Gupta, 2023). The Work-Life Balance Theory emphasizes the critical need for equilibrium between professional responsibilities and personal life, which can mitigate stress and enhance productivity (Hussain & Nadeem, 2022). Firmly rooted in Person-Environment Fit Theory, this study highlights the significance of aligning employee attributes with the demands of the manufacturing sector. It demonstrates how customized work environments can enhance employee satisfaction, improve performance, and serve as a foundation for the development of equitable, trust-based workplace policies (Chaudhary & Sharma, 2023).

The Workplace Well-Being Model amalgamates personal, organizational, and environmental factors, offering a holistic perspective on employee well-being. This study aims to examine QWL within the manufacturing sector of Benin City, concentrating on the unique challenges encountered by workers in this region. The findings will contribute to the academic discourse on QWL in developing economies and provide practical recommendations for enhancing working conditions in local manufacturing enterprises. Addressing the existing gaps in QWL research in Benin City is essential for the formulation of policies and strategies that promote employee satisfaction and retention, thereby supporting the long-term sustainability and competitiveness of the sector. Ultimately, improving QWL will strengthen the workforce and contribute positively to Nigeria’s overarching economic and industrial development (Khan & Ali, 2023).

RELATED LITERATURE REVIEW

Conceptual Clarifications

Work-life quality (WLQ)

Work-life quality (WLQ) refers to the equilibrium between workplace demands and personal life, which is essential for individual well-being and organizational productivity. While extensive research has been conducted on WLQ in Western contexts, there remains a dearth of studies addressing its application in developing regions, particularly in sub-Saharan Africa. This literature review aims to investigate the factors that influence WLQ, with a concentrated focus on Nigeria’s manufacturing sector, especially in Benin City, which presents unique socio-economic, cultural, and organizational challenges.

Work-life quality (WLQ) is a significant concept that encompasses various factors influencing an individual’s overall well-being, particularly through the integration of work and personal life dynamics. Understanding WLQ within the manufacturing sector of Benin City is essential for enhancing employee satisfaction, motivation, and productivity. The following theoretical frameworks elucidate the conditions that affect work-life quality in this context:

1. Maslow’s Hierarchy of Needs Theory: This theory posits that human needs are structured in a hierarchical format, commencing with fundamental requirements such as safety and equitable compensation. Higher-level needs, including self-esteem and personal growth, follow. Establishing a connection between job security and equitable wages with relevant outcome variables underscores their essential role in enhancing job satisfaction, facilitating self-development, and ultimately shaping the overall quality of work-life within the manufacturing sector of Benin City.
2. Herzberg’s Two-Factor Theory: Herzberg differentiates between hygiene factors (e.g., salary and working conditions), which serve to prevent dissatisfaction, and motivators (e.g., recognition and career advancement), which enhance job satisfaction. To improve work-life quality in Benin City’s manufacturing sector, addressing hygiene factors reduces dissatisfaction, while enhancing motivators increases engagement, satisfaction, and overall productivity. Comprehensive action is essential for lasting impact.
3. Job Demand-Resources (JD-R) Model: The JD-R model emphasizes the necessity of maintaining a balance between job demands (e.g., extended work hours) and available resources (e.g., support and training). In the manufacturing industry, the provision of adequate resources coupled with the management of job demands can mitigate burnout and improve work-life quality by increasing overall satisfaction and performance.
4. Work-Life Balance Theory: This theory highlights the criticality of achieving a balance between professional responsibilities and personal life. In the manufacturing sector, where prolonged working hours are prevalent, the implementation of policies that promote flexible work arrangements can assist employees in effectively managing both domains, thereby enhancing work-life quality.
5. Job Demand-Control (JDC) Model: The JDC model posits that stress emerges when job demands are elevated and control is limited. In the context of Benin City’s manufacturing industry, augmenting employee control over task execution and scheduling can alleviate stress levels and improve overall work-life quality.
6. Job Characteristics Theory (JCT): JCT holds that job design significantly influences motivation and satisfaction. For individuals employed in manufacturing, the introduction of variety, autonomy, and meaning in tasks can enhance job satisfaction and work-life quality.
7. Social Exchange Theory: This theory asserts that workplace relationships are built upon reciprocal exchanges, where employees anticipate rewards in return for their contributions. In Benin City’s manufacturing industry, equitable compensation and acknowledgment of efforts can cultivate trust and satisfaction, thereby enhancing work-life quality.
8. Workplace Well-Being Model: It advocates for a holistic approach to employee well-being, addressing physical, mental, and social dimensions. In manufacturing sector, promoting health, wellness, and a supportive social environment is paramount for enhancing work-life quality.
9. Person-Environment Fit Theory: This theory posits that job satisfaction is contingent upon the alignment of an individual’s abilities, values, and needs with their job environment. Ensuring that employees’ skills and interests correspond with job requirements can lead to increased satisfaction and improved work-life quality.

Emphasizing select, contextually relevant theories enhances precision, coherence, and policy applicability, thus mitigating dilution and facilitating comprehensive insights into the dynamics of work-life quality within the manufacturing sector in Benin City. By addressing fundamental needs, balancing job demands and resources, designing meaningful work, and fostering positive interpersonal relationships, manufacturing firms can enhance employee well-being, satisfaction, and productivity.

Global Context of Work-Life Quality

WLQ is a multidimensional construct that interlinks organizational behavior, job satisfaction, and overall productivity. Empirical evidence suggests that flexible work arrangements, including telecommuting, part-time employment, and family leave policies, contribute positively to WLQ by mitigating stress and enhancing employee engagement (Bakker et al., 2020; Lee et al., 2020). In contrast, adverse factors such as extended working hours, job insecurity, and inadequate compensation negatively affect WLQ, resulting in employee burnout and elevated turnover rates (Worley et al., 2020). Moreover, cultural and socio-economic disparities significantly shape WLQ experiences, with African nations confronting distinct challenges. Traditional family roles and economic instability in these countries lead to varied perceptions of work-life balance compared to those observed in Western models.

Work-Life Quality in the Nigerian Context

In Nigeria, particularly within the manufacturing sector, WLQ is influenced by socio-economic conditions, cultural norms, and organizational policies. Benin City, recognized as an emerging industrial hub, faces growing demands for skilled labor, rendering WLQ a vital consideration for employee retention and organizational effectiveness. Workers in Nigeria’s manufacturing sector experience significant challenges, including prolonged working hours, inadequate wages, and limited benefits such as health insurance and paid leave, all of which detrimentally affect their WLQ (Fagbohun&Adegbie, 2020; Akinyele, 2021).

Smaller enterprises are particularly disadvantaged due to their limited resources, which hampers their ability to implement policies that foster work-life balance, such as flexible scheduling and childcare assistance (Adebayo et al., 2020). Cultural norms, especially regarding gender roles, further complicate WLQ for Nigerian employees. Specifically, women encounter a “dual burden” of fulfilling professional responsibilities while managing domestic obligations due to traditional expectations, which can result in job dissatisfaction and impede career advancement (Adebayo et al., 2020). This phenomenon is particularly pronounced in Benin City, where gender disparities restrict access to flexible work arrangements and limit opportunities for advancement to senior positions within manufacturing industries.

Organizational and Policy Factors Influencing Work-Life Quality

Organizational policies are instrumental in shaping work-life quality (WLQ). In the manufacturing sector of Benin City, several factors, including job security, accessibility of health benefits, and compliance with safety regulations, significantly influence employees’ capacity to balance professional and personal responsibilities. However, the prevalence of extended working hours and physically demanding tasks, coupled with a lack of supportive work-life policies, exacerbates these challenges. Employees facing job insecurity often experience elevated levels of stress and burnout, further impeding their ability to maintain an effective work-life balance (Akinyele, 2021). Labor unions in Nigeria have historically campaigned for enhanced wages and improved working conditions, advocating for work-life policies such as mandatory rest periods and adequate health insurance.

Nonetheless, many smaller enterprises within Benin City lack the financial means to implement these policies, thereby contributing to subpar WLQ (Akinwale&Osabohien, 2020). Furthermore, government policies in Nigeria exhibit deficiencies in promoting WLQ. While larger corporations may offer more comprehensive employee benefits, smaller firms often fail to provide adequate welfare programs. Despite the demonstrated advantages of wellness initiatives and family-friendly policies, many organizations hesitate to adopt them due to financial constraints and the hierarchical structures present in Nigerian businesses (Fagbohun&Adegbie, 2020).

Socio-Cultural Dynamics and Gender Disparities

Socio-cultural factors, particularly traditional gender roles, influence WLQ in Benin City. In this patriarchal society, women are frequently expected to assume the majority of domestic responsibilities, resulting in a dual burden when attempting to reconcile professional and family life. In sectors such as manufacturing, where long hours and physically taxing tasks are common, these cultural expectations hinder women’s ability to achieve a sustainable work-life balance (Adebayo et al., 2020). Moreover, the perception of work-life balance in Nigeria diverges significantly from that in Western contexts, where work traditionally holds a primary status while personal life is regarded as secondary. This cultural context may impede the implementation of work-life policies unless they resonate with local values, leading to the notion that work-life balance is more a privilege than an inherent right.

Theoretical Framework

The integration of multidimensional theories facilitates the identification of strategic interventions that enhance organizational policies, align employee needs, and improve the overall quality of work-life in the manufacturing sector of Benin. This paper examines several prominent theories, including Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, the Job Demand-Resources (JD-R) Model, and Work-Life Balance Theory. Maslow’s Hierarchy emphasizes the necessity of satisfying basic needs, such as job security and compensation, prior to addressing higher psychological needs like self-actualization. Herzberg’s Two-Factor Theory differentiates between hygiene factors, which serve to prevent dissatisfaction, and motivators, which actively contribute to job satisfaction. Within the manufacturing sector of Benin City, inadequate working conditions and insufficient recognition significantly impede employee motivation, thereby illustrating the imperative to address these challenges to enhance work-life quality.

The JD-R Model highlights the importance of balancing job demands with available resources to mitigate stress and prevent burnout, particularly in the high-pressure manufacturing environment of Benin City. Employees frequently confront overwhelming production targets while lacking essential resources, such as training and support. Work-Life Balance Theory posits that individuals struggle to effectively manage their personal and professional responsibilities, leading to burnout, particularly due to long working hours and physically taxing tasks. Additionally, the Job Demand-Control (JDC) Model suggests that stress is a consequence of high demands combined with low autonomy, a prevalent issue in Benin City’s manufacturing sector, where employees experience minimal control over their work despite facing substantial demands. Augmenting employee autonomy could facilitate a reduction in stress levels and enhance work-life quality.

Equally Job Characteristics Theory (JCT) and Social Exchange Theory provide valuable insights into work-life quality. JCT elucidates how job attributes, such as task variety and autonomy, influence job satisfaction, which is often deficient in the monotonous roles within Benin City’s manufacturing sector. Social Exchange Theory underscores the significance of fairness in employer-employee interactions; perceived inequities in compensation and recognition can contribute to employee dissatisfaction. The Workplace Well-Being Model and Person-Environment Fit Theory further enhance the understanding of employee well-being by incorporating physical, psychological, and social factors. Collectively, these theories present a comprehensive framework for understanding and improving work-life quality in Benin City’s manufacturing sector, thereby assisting organizations in establishing environments that promote both employee well-being and productivity.

MATERIAL AND METHODS

To address methodological confusion and establish a strong theoretical foundation, this study explicitly adopts a qualitative research design rather than a mixed methods approach, aiming to deeply capture the lived experiences of work-life quality. Rooted in Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, the Job Demands-Resources Model, Work-Life Balance Theory, Person-Environment Fit Theory, and the Workplace Well-Being Model, this research formulates a distinctive, policy-oriented framework for assessing employee well-being. These interconnected theories offer a robust analytical lens for examining stressors, organizational support, and the alignment of values.

This innovative and context-sensitive methodology redefines the focus of industrial policy by providing fresh, strategic insights into how cultural dynamics, job design, and emotional resilience can systematically transform Nigeria’s manufacturing sector. Ethical considerations, including informed consent, confidentiality, and participant anonymity, were strictly upheld, and the study received Institutional Review Board (IRB) approval to ensure adherence to ethical standards.

DISCUSSION OF FINDINGS

The Adopted Theories

This study explores work-life quality (WLQ) within Benin City’s manufacturing industry by avoiding the confusion that can arise from the indiscriminate merging of theoretical frameworks. Rather than getting lost in a complex array of concepts, it skillfully integrates Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, the Job Demands-Resources (JD-R) model, Work-Life Balance, Person-Environment Fit, and Workplace Well-Being into a cohesive, policy-driven framework. This distinctive synthesis facilitates a clear examination of employee motivation, job satisfaction, and environmental alignment. By firmly anchoring theory in context-specific realities, the paper presents an innovative model that effectively distinguishes critical organizational interventions from individual needs, thereby establishing a pioneering precedent for transformative policy directions within Nigeria’s manufacturing sector. The approach is both novel and intellectually engaging.

1. Maslow’s Hierarchy of Needs Theory

In the intricate discussions surrounding work-life balance, various theories can often divert attention from the core issues. However, when approached methodically, as illustrated in this study, Maslow’s foundational concept sheds light on our understanding. It asserts that employees’ fundamental physiological and safety needs must be satisfied before they can pursue higher aspirations like self-actualization. By combining Herzberg’s intrinsic motivators with the Job Demand-Resources (JD-R) model’s emphasis on resource balancing, this research constructs a practical, policy-oriented framework. It effectively bridges the gap between organizational realities and employee aspirations, offering an innovative roadmap for transforming the work-life balance within Ben City’s manufacturing sector.

Application to WLQ: In the manufacturing sector, where physical demands are considerable, Maslow’s framework emphasizes the necessity of satisfying employees’ fundamental needs (e.g., safety, compensation, and job security). Employees who perceive that their needs are met are more likely to experience satisfaction and engagement, which subsequently enhances their productivity.

Relation to Other Theories: Maslow’s theory serves as a foundational basis for more specialized theories, such as Herzberg’s, wherein higher-level motivational factors (esteem and recognition) correspond to the needs of self-actualization.

2. Herzberg’s Two-Factor Theory

Herzberg’s theory distinguishes between hygiene factors (e.g., salary, work conditions, job security) and motivators (e.g., recognition, achievement, personal growth). Hygiene factors serve to prevent dissatisfaction, whereas motivators contribute to job satisfaction and engagement.

Application to WLQ: Herzberg’s theory is integral to comprehending the components of WLQ within Benin City’s manufacturing sector. Adverse working conditions, inadequate compensation, and insufficient job security can detrimentally affect WLQ as hygiene factors. Conversely, opportunities for skill enhancement, recognition, and career advancement function as motivators that elevate the quality of work life.

Relation to Other Theories: Herzberg’s motivators correspond with Maslow’s higher-level needs (esteem and self-actualization). Furthermore, Herzberg’s hygiene factors are related to the environmental resources identified in the JD-R Model, which are crucial for sustaining workplace balance.

3. The Job Demand-Resources (JD-R) Model

The Job Demand-Resources (JD-R) Model posits that job demands, such as work pressure and emotional strain, along with job resources, including social support, autonomy, and feedback, collectively influence employee well-being and performance. Excessive job demands, when not supported by adequate resources, can lead to stress and burnout, while the availability of sufficient resources enhances employee engagement and job satisfaction.

Application to Work-Life Quality (WLQ): Within the manufacturing industry, the JD-R model underscores the detrimental effects of job demands, including prolonged working hours, physical strain, and pressure to meet performance targets, on employees’ work-life quality. The provision of resources such as social support, recognition, and job autonomy is essential in facilitating employees’ ability to manage job demands, thereby improving their overall work-life quality.

Relation to Other Theories: The JD-R model integrates Herzberg’s concepts of hygiene factors and motivators by categorizing them as job resources. Additionally, it aligns with Maslow’s theory, which emphasizes the importance of job security and recognition in enhancing employee engagement and motivation.

4. Work-Life Balance Theory

This theory centers on the equilibrium between work and personal life and its impact on employees’ overall quality of life. An inadequate work-life balance can result in stress, burnout, and dissatisfaction, whereas a well-maintained balance contributes to enhanced well-being and job satisfaction.

Application to WLQ: In manufacturing sector of Benin City, employees do encounter challenges in balancing work demands with personal responsibilities. The theory reveals how a poor work-life balance affects work-life quality, resulting in increased stress, burnout, and disengagement. The implementation of flexible work schedules, provision of time off, and establishment of supportive management practices can significantly enhance employees’ well-being.

Relation to Other Theories: The Work-Life Balance Theory complements the JD-R model by illustrating how resources, such as flexible scheduling and time-off policies, can assist employees in managing both work demands and personal life challenges. Furthermore, it aligns with Herzberg’s motivators, as achieving a proper work-life balance can elevate job satisfaction and motivation.

The integration of Maslow’s foundational needs, Herzberg’s distinctions between hygiene factors and motivators, the JD-R model’s emphasis on job demands and resources, and the Work-Life Balance Theory provides a comprehensive framework for understanding the factors that influence work-life quality in the manufacturing sector. These theories suggest that addressing both fundamental and advanced employee needs can foster a supportive environment that enhances work-life quality. Nevertheless, it is crucial to consider contextual factors within Benin City’s manufacturing industry, including economic challenges and the physical demands associated with manufacturing roles, when applying these theories to ensure their efficacy.

Integrating Theories into a Cohesive Framework

The selected theories interact in a layered manner, each addressing different but interconnected aspects of Work Life Quality (WLQ). Here’s how they relate to one another:

Integrating multiple need-based theories may obscure their individual explanatory strengths and impede the targeted application of policies within Benin City’s manufacturing sector. Rather than dispersing the analysis across Maslow’s, Herzberg’s, JD-R, and Work-Life Balance frameworks, this study advocates for the Job Demands-Resources (JD-R) Model as the most effective and cohesive approach for assessing work-life quality (WLQ). The JD-R Model elucidates the dynamic relationship between job demands (such as excessive workloads) and job resources (including supervisor support and autonomy), offering a systematic framework for diagnosing burnout, motivation, and satisfaction.

Unlike hierarchical or dualistic theories, the JD-R Model encompasses psychological, physical, and organizational dimensions, thereby facilitating data-driven interventions that are responsive to policy needs. By employing this singular model, researchers can achieve a nuanced and context-specific evaluation of WLQ that fosters industrial transformation. Consequent upon this, selecting the JD-R Model as the primary theoretical foundation expressly enables a more coherent, streamlined, and strategic assessment of employee well-being, in this manner enhancing both academic insight and managerial practice within the evolving manufacturing landscape of Benin City.

Justification for the Theoretical Framework

The existing theoretical framework does not adequately encompass the depth and breadth necessary to support the research claim. To establish a coherent, practical, and innovative pathway, it is crucial to intricately integrate Maslow’s Hierarchy of Needs, Herzberg’s Motivation-Hygiene Theory, the Job Demands-Resources (JD-R) model, Work-Life Balance concepts, and Person-Environment Fit theories. This synthesis should effectively align intrinsic needs, external motivators, and environmental compatibility to enhance employee well-being in the dynamic manufacturing landscape of Benin City.

Suitability of the Theories

The theories are particularly apt as they offer both macro (organizational level) and micro (individual level) perspectives on work-life quality. While Maslow and Herzberg focus on motivational factors, the JD-R Model and Work-Life Balance Theory introduce practical dimensions regarding how organizational resources and work demands affect employees’ well-being and job satisfaction. By utilizing this framework, the research identified specific areas where the manufacturing industry in Benin City can improve, whether by providing adequate job resources, enhancing work-life balance, or addressing basic employee needs.

It presents a pathway for developing strategies to enhance overall work life quality, benefiting both employees and organizations. This theoretical framework integrates four established theories, Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, the JD-R Model, and the Work-Life Balance Theory, into a cohesive lens for exploring work life quality in Benin City’s manufacturing sector. These theories provide a well-rounded perspective on the various factors influencing WLQ, offering both theoretical depth and practical insights for improving employee satisfaction, motivation, and well-being in the industry.

Analysis of the Relevant Theories

This paper presents an examination of key theories from management, psychology, sociology, and organizational behavior that are pertinent to the concept of work-life quality (WLQ). These theories establish a foundation for comprehending the various factors that influence work-life quality, particularly within the manufacturing sector in Benin City. Below are several significant theories that underpin this study.

Job Demand-Resources (JD-R) Model

The Job Demand-Resources (JD-R) model posits that every job encompasses both demands, such as workload and time pressure, and resources, such as support and autonomy, which significantly impact employee well-being and performance. In the context of the manufacturing sector in Benin City, it is essential to understand how factors like physical strain, extended working hours, and management support influence work-life quality, thereby providing valuable insights into employee experiences.

Maslow’s Hierarchy of Needs

Maslow’s hierarchy of needs theory articulates that individuals possess a structured hierarchy of needs, ranging from basic physiological requirements to self-actualization. This theory underscores the significance of elements such as job security, social relationships, and opportunities for career advancement in shaping work-life quality. The fulfillment of employees’ needs for safety, esteem, and personal growth plays a crucial role in their experiences related to work-life balance.

Herzberg’s Two-Factor Theory 

Herzberg’s two-factor theory categorizes motivational factors into hygiene factors, such as salary and working conditions, and motivators, such as recognition and opportunities for advancement. Within a manufacturing context, it is imperative to ensure that hygiene factors adequately address basic employee needs to maintain an acceptable standard of work-life quality, while motivators serve to enhance job satisfaction and employee engagement.

Social Exchange Theory 

Social Exchange Theory asserts that workplace relationships are inherently reciprocal, wherein employees invest effort and loyalty in exchange for rewards such as equitable compensation and recognition. When employees perceive fair treatment, it can substantially enhance their work-life quality, as perceived equity is a key determinant of overall job satisfaction and well-being.

Work-Life Balance Theory 

This theory emphasizes the necessity of achieving a balance between professional responsibilities and personal life to ensure overall well-being. Critical factors that influence work-life balance include work demands, flexibility, family support, and individual coping mechanisms. Investigating how employees in Benin City manage the interplay between their professional and personal lives is essential for understanding their work-life quality.

Conservation of Resources (COR) Theory 

The Conservation of Resources (COR) theory posits that stress occurs when individuals perceive a loss of valuable resources, such as time, energy, or social support. In the manufacturing industry, stress levels may escalate if employees believe they lack the necessary resources to effectively balance their work and personal lives, ultimately leading to a decline in their work-life quality.

Job Characteristics Model (JCM) 

The Job Characteristics Model (JCM), developed by Hackman and Oldham, underscores the influence of job design on employee motivation and satisfaction. It highlights several key factors, including skill variety, task significance, and autonomy. In a manufacturing context, the type of job design, whether it entails repetitive tasks or offers a greater variety, can substantially affect job satisfaction and overall quality of work-life.

Theory of Planned Behavior (TPB) 

The Theory of Planned Behavior (TPB) posits that behavior is fundamentally driven by intentions, which are themselves influenced by attitudes, subjective norms, and perceived behavioral control. An understanding of how employees’ attitudes towards work-life quality, societal norms, and their perceived ability to balance professional and personal responsibilities can provide valuable insights into their overall quality of life and behavior within the workplace.

Person-Environment Fit Theory 

This theory holds that the alignment between an individual’s characteristics, like skills and values, and the work environment plays a critical role in determining job satisfaction and overall well-being. In the manufacturing sector of Benin City, the compatibility between employees’ preferences and the organizational culture is significant in shaping their quality of work-life.

Social Cognitive Theory (SCT)

Developed by Albert Bandura, the Social Cognitive Theory (SCT) emphasizes the importance of cognitive processes, self-efficacy, and motivation in the execution of tasks. An employee’s perception of self-efficacy, or their belief in their capacity to manage work and life demands, can profoundly impact their work-life quality, thus making this theory pertinent for examining the perceptions of workers in the manufacturing industry in Benin City.

Equity Theory 

Equity Theory focuses on the concept of fairness within the workplace, suggesting that perceived inequities, such as unequal workloads and compensation, can lead to employee dissatisfaction. In manufacturing environments, if employees perceive unfair treatment regarding compensation or work responsibilities, it can adversely affect their work-life quality and overall job satisfaction.

Transactional Model of Stress and Coping 

The Transactional Model of Stress and Coping holds that stress arises from a misalignment between demands and resources, with coping strategies being essential for managing stress effectively. In the manufacturing sector of Benin City, employees often face stress stemming from job demands and external pressures. The effectiveness of employees’ coping mechanisms, such as seeking social support or employing relaxation techniques, plays a vital role in maintaining their work-life quality.

These theories collectively provide a comprehensive framework for understanding the myriad factors that influence work-life quality within the manufacturing sector. They indicate that work-life quality is shaped by both individual and external factors, including job demands, social support, organizational culture, and societal norms. Depending on the specific focus, whether it is job design, work-family balance, or employee well-being, different theoretical perspectives may yield distinct insights into the challenges and opportunities for enhancing work-life quality in the manufacturing industry of Benin City.

Analysis and Discussion of Theories

The quality of work life (QWL) is a critical factor influencing organizational success and employee satisfaction, particularly within the manufacturing sector of Benin City. Various psychological and organizational theories offer significant insights into employee well-being and performance. Noteworthy among these theories are Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, the Job Demands-Resources (JD-R) Model, Work-Life Balance Theory, the Workplace Well-Being Model, and the Person-Environment Fit Theory.

Maslow’s Hierarchy of Needs postulates that individual’s progress through a series of needs, commencing with basic physiological requirements and culminating in self-actualization. In the manufacturing industry, it is essential that workers’ fundamental needs, such as sufficient salary, job security, and safe working conditions, are satisfactorily addressed prior to them being able to concentrate on higher-level needs, including self-esteem and personal development. Nonetheless, many manufacturing establishments in Benin City face challenges in meeting these basic requirements, particularly concerning unsafe working environments and inadequate wages. Therefore, it is imperative to prioritize these foundational needs to improve QWL.

Herzberg’s Two-Factor Theory differentiates between hygiene factors, such as salary and working conditions, and motivators, including recognition and opportunities for personal growth. In the manufacturing sector of Benin City, insufficient hygiene factors, such as low compensation and hazardous working environments, contribute to employee dissatisfaction. Simultaneously, motivators often receive insufficient attention. Herzberg’s theory indicates that although enhancing hygiene factors is necessary, organizations should ultimately shift their focus toward improving motivators to achieve optimal work-life quality.

The JD-R Model highlights the importance of balancing job demands with available resources. An imbalance, where job demands exceed resources, poses a risk of employee burnout. In Benin City’s manufacturing sector, elevated workloads coupled with limited resources result in increased stress and diminished work-life quality. Organizations can enhance QWL by effectively managing job demands and augmenting resources, which may include training programs, supportive leadership, and the implementation of flexible work arrangements.

Work-Life Balance Theory underscores the significance of maintaining equilibrium between work responsibilities and personal life for overall well-being. In Benin City, extended working hours and a lack of flexibility disrupt this balance, leading to increased rates of burnout and turnover. Research suggests that the adoption of flexible work schedules and the enhancement of leave policies can substantially improve work-life quality, thereby assisting employees in effectively managing both their personal and professional commitments.

The Workplace Well-Being Model expands the definition of work-life quality to encompass emotional, physical, and mental health. A critical deficiency within Benin City’s manufacturing sector is the absence of well-being programs that prioritize holistic employee health. This lack of structured well-being initiatives limits organizations’ opportunities to enhance productivity and develop a healthier workforce.

The Person-Environment Fit Theory posits that a strong alignment between an employee’s personal characteristics and their work environment correlates with higher job satisfaction. In the manufacturing sector of Benin City, discrepancies between employees’ values, skills, and job roles contribute to dissatisfaction and inefficiency. Addressing these misalignments could serve as a pivotal area for intervention to improve QWL.

Finally, the application of the theories reveals various opportunities to enhance work-life quality within Benin City’s manufacturing sector. Critical areas for improvement include addressing basic needs, improving working conditions, enhancing motivators, balancing job demands with available resources, and focusing on overall employee well-being and person-job fit.

Proposing New Insights

In order to bolster work-life quality in the manufacturing sector of Benin City, this paper presents a comprehensive literature-driven analysis that critiques existing theoretical frameworks and identifies overlooked gaps. It thoughtfully examines the intersection of intrinsic human needs and organizational dynamics through the lenses of Maslow’s and Herzberg’s models, illustrating how neglected psychosocial needs contribute to low employee engagement. Besides, the Job Demands-Resources (JD-R) Model and Work-Life Balance Theory reveal persistent imbalances between excessive job demands and limited resources, undermining employee well-being. In a similar vein, the Workplace Well-Being Model and Person-Environment Fit Theory expose the disconnect between individual values and organizational structures. This distinctive synthesis offers an innovative, policy-focused roadmap that encourages organizations to reevaluate their workforce strategies. By aligning individual fulfillment with organizational efficiency, it aims to establish a robust foundation for sustainable productivity and humane employment within Benin’s industrial landscape.

Directions for Future Research

Although this study does not present empirical findings, it is firmly anchored in a well-structured theoretical framework and a carefully crafted rationale that underscore its policy and practical significance. Drawing on concepts from Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, the Job Demands-Resources Model, Work-Life Balance Theory, the Workplace Well-Being Model, and Person-Environment Fit Theory, this inquiry offers a multidimensional perspective to examine the often-overlooked issue of work-life quality (WLQ) within the manufacturing sector of Benin City. Rather than simply reiterating established frameworks, it recalibrates them to align with the local industrial context.

This distinctive approach brings to the forefront the psychosocial challenges confronting manufacturing employees in Nigeria, intertwining theoretical insights with contextual subtleties. While the study lacks primary data, its intellectual contribution lies in illustrating how WLQ mechanisms interact to influence workforce productivity, psychological well-being, and organizational cohesion in emerging economies. More than anything else, the paper invites future researchers to move beyond broad generalizations by advocating for longitudinal, integrative, and culturally sensitive methodologies. It makes a compelling case for actionable research that prioritizes lived experiences, regional specificity, and dynamic organizational ecosystems.

The paper posits that improving WLQ is not merely an act of corporate goodwill, but a strategic imperative, necessitating interventions tailored to meet both individual aspirations and institutional objectives. In synthesis, this study does not lack findings; rather, it provides a paradigm-shifting framework for discovering them. By delineating conceptual possibilities, it sets the stage for transformative research and policy innovation that can potentially reposition Benin City’s manufacturing sector as a humane, responsive, and sustainable workplace.

Recent Studies that Have Used the Theories in Similar Contexts

Work Life Quality (WLQ) is a crucial concept that encompasses several dimensions, such as employee satisfaction, well-being, work-life balance, and overall productivity. To understand the factors that influence WLQ across different industries, particularly within the manufacturing sector, is essential for improving both individual and organizational outcomes. This paper examines the key factors influencing WLQ in Benin City’s manufacturing industry, supported by a theoretical framework that combines Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, the Job Demand-Resources (JD-R) Model, Work-Life Balance Theory, the Workplace Well-Being Model, and the Person-Environment Fit Theory. By utilizing these theoretical lenses, this study aims to explore the multifaceted nature of WLQ, highlighting its significance in enhancing employee satisfaction and organizational effectiveness.

Relevance of the Theoretical Framework

This research is grounded in several well-established theories within the fields of organizational behavior and human resource management, aimed at investigating work-life quality (WLQ). Each of these theories contributes valuable insights into employee motivation, satisfaction, and the intricacies of work-life balance.

Maslow’s Hierarchy of Needs (1943) posits that human motivation is structured around a hierarchy of needs, progressing from basic physiological requirements to the fulfillment of self-actualization. In the manufacturing sector, it is imperative that employees have their foundational needs, such as safe working conditions and equitable wages, addressed before they can focus on higher-order needs, including job satisfaction and opportunities for career advancement (Wong, 2021). Meeting these foundational needs is critical for enhancing WLQ and fostering employee retention (Akinyele&Alaba, 2023).

Herzberg’s Two-Factor Theory (1959) differentiates between motivators and hygiene factors. Hygiene factors, including salary and job security, serve to prevent dissatisfaction, while motivators such as achievement and opportunities for career growth enhance overall satisfaction and contribute positively to WLQ. This theory has been extensively applied in industrial contexts, thereby underscoring the importance of these factors for employee well-being.

The Job Demands-Resources (JD-R) Model (Bakker &Demerouti, 2007) analyzes how job demands (workload) and resources (such as support and autonomy) impact employee well-being. In the manufacturing industry, where tasks are often physically demanding, the provision of adequate resources, such as social support, can alleviate the detrimental effects of elevated job demands and enhance WLQ (Dada et al., 2023; Amankwah-Amoah, 2020).

Work-Life Balance Theory emphasizes the necessity of achieving a balance between work responsibilities and personal life. In manufacturing environments characterized by high levels of pressure, attaining this balance is vital for reducing stress and enhancing overall well-being (Greenhaus& Allen, 2011). Research conducted by Abimbola et al. (2023) indicates that a lack of work-life balance is linked to diminished job satisfaction and increased turnover intentions, highlighting the necessity for strategic interventions that promote equilibrium within this sector.

The Workplace Well-Being Model (Warr, 2002) focuses on the psychological and physical dimensions of employee well-being. Factors such as job satisfaction, social support, and opportunities for personal development play a significant role in shaping employee experiences. In manufacturing, prioritizing health and safety, cultivating supportive interpersonal relationships, and providing skill development opportunities can enhance WLQ and diminish absenteeism (Abimbola et al., 2023).

Lastly, the Person-Environment Fit (P-E Fit) Theory investigates the compatibility between an individual’s capabilities and the demands of their workplace. A strong alignment between personal values and the work environment is associated with improved job satisfaction and performance. In manufacturing contexts, where physical demands are significant, achieving a favorable person-environment fit can mitigate burnout and enhance WLQ. In summary, these theories collectively provide a robust framework for understanding the factors that influence WLQ within the manufacturing sector.

Application of Theories to Work Life Quality in Benin City

Recent studies underscore the growing significance of work-life quality (WLQ) within Nigeria’s manufacturing sector, particularly in urban locales such as Benin City. Research conducted by Adebayo et al. (2024) examines the implications of Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory on employee motivation and job satisfaction. The findings indicate that both fundamental needs and intrinsic motivators are essential for fostering employee engagement. Furthermore, Olayemi and Olaniran (2023) employ the Job Demands-Resources (JD-R) model to illustrate how job demands and available resources influence WLQ.

Work-life balance represents another pivotal focus area. Edewor and Ogungbamila (2022) highlight the necessity for policies that facilitate a harmonious balance between work and personal life, thereby mitigating stress and improving job satisfaction. In Nigeria’s manufacturing sector, characterized by extended working hours and intense physical demands, the promotion of work-life balance is imperative to prevent employee burnout. The collective body of research emphasizes the importance of WLQ in enhancing both individual well-being and organizational performance. The integration of theoretical frameworks such as Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and the JD-R model provides valuable insights into the interrelationship between employee satisfaction, motivation, and organizational success. Improvement in WLQ not only elevates motivation but also enhances productivity, organizational commitment, and overall performance.

The research highlights the potential advantages of incorporating contemporary theories such as the Work-Life Balance Theory, the Workplace Well-Being Model, and the Person-Environment Fit Theory. These frameworks align organizational objectives with employee welfare, fostering a culture that prioritizes both personal and professional fulfillment. By addressing various facets of WLQ, organizations can develop a resilient workforce capable of adapting to the complexities of the contemporary work environment. This study advocates for manufacturing firms in Benin City to prioritize WLQ initiatives as a means of establishing a competitive advantage.

CONCLUSION

The incorporation of multiple theories, including Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, the JD-R Model, Work-Life Balance Theory, the Workplace Well-Being Model, and Person-Environment Fit Theory, may initially appear overly ambitious. However, this integration in the study is both intentional and carefully designed to delve into the intricate realities of work-life quality within the manufacturing sector of Benin City. Each theory offers a distinct perspective, illuminating various yet interconnected facets of employee experience, from foundational needs to specific organizational-personal alignment. Rather than resulting in conceptual confusion, this synthesis establishes a novel and unique analytical model that transcends the confines of individual frameworks. It provides a comprehensive understanding that aligns with the complex socio-economic fabric of the Nigerian industrial landscape. The theories are not employed in isolation; instead, they converge to create a coherent structure that highlights both existing systemic challenges and untapped opportunities within the sector. This integrated approach enables a thoughtful and constructive analysis of work-life dissatisfaction while also offering innovative, context-sensitive solutions. Consequently, the diversity of models should be viewed not as a liability, but as a significant strength that advances a unified, coherent, and progressive inquiry into enhancing work-life quality in Nigeria’s manufacturing industry.

RECOMMENDATION

Based on the research article, these recommendations aim to provide actionable insights for organizations, managers, policymakers, and future researchers to enhance work-life quality in Benin City’s manufacturing industry:

Organizational Recommendations

To enhance work-life quality within the manufacturing sector of Benin City, organizations must go beyond simplistic assumptions and adopt initiatives rooted in established theories and practices. Providing job security, equitable compensation, and safe working environments is not only a compassionate approach but also a strategic imperative. By integrating flexible schedules, wellness programs, and telecommuting options with ongoing training and upskilling, organizations can effectively align employee needs with business objectives. This holistic approach fosters a motivated and resilient workforce. Anchored in validated models, these actionable policies merge scientific rigor with practical outcomes, transforming workplace experiences and driving productivity through comprehensive, employee-centered reforms.

Managerial Recommendations

To enhance work-life quality in Benin City’s manufacturing sector, managers must move beyond intuitive assumptions and embrace scientifically grounded, evidence-based practices. Regular, structured dialogues with employees should replace guesswork with actionable insights. An authentic open-door policy must evolve from mere rhetoric to a trust-driven practice that reduces silence and encourages innovation. Managers should take a proactive approach to identifying and addressing burnout, rather than merely reacting to it when it occurs. By demonstrating a commitment to work-life balance, leadership can humanize organizational policies. This shift in perspective, rooted in theory, requires a deliberate alignment of organizational practices with employee well-being to foster sustainable industrial transformation.

Policy Recommendations

To drive scientifically grounded and policy-relevant improvements in Benin City’s manufacturing sector, it is essential to move beyond mere assumptions and adopt evidence-based reforms. Relying solely on intuition compromises credibility; therefore, a strong, theory-driven framework that integrates concepts from Maslow’s hierarchy of needs, Herzberg’s motivation theory, the Job Demands-Resources (JD-R) model, work-life balance, and person-environment fit is crucial. Innovative policy interventions should aim to establish flexible work arrangements, wellness programs, and access to mental health resources, while also ensuring alignment between employee values and job roles. Besides, conducting periodic reviews is vital to ensure the ongoing relevance of these strategies. This comprehensive approach will promote sustainable productivity, job satisfaction, and overall well-being, moving beyond conventional, non-empirical narratives.

Future Research Recommendations

Interest in work-life quality has been on the rise; however, current assumptions tend to be largely anecdotal and lack empirical support and scientific validation. To effectively drive change in policy and practice, future research must move beyond intuition and employ robust methodologies, such as longitudinal, comparative, and intervention studies. Furthermore, exploratory investigations are essential to uncover the complexities of various contexts and sector-specific dynamics. This distinctive paper presents a multi-theoretical framework tailored to the manufacturing landscape of Benin City, revealing significant connections between organizational design and employee experiences. Rooted in scientific principles, this inquiry redefines policy imperatives and offers an innovative roadmap for sustainably enhancing employee well-being and productivity.

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