International Journal of Research and Innovation in Applied Science (IJRIAS) | Volume IV, Issue XI, November 2020 | ISSN 2454–6186

Factors of Work-Life Balance That Influence Employee Performance in Government-Owned Organizations in Nigeria: A Conceptual Review

Oderonke Feyikemi Odeloye , Adewale Omotayo Osibanjo, Oyetola Ibukunoluwa Adeyeri, Mercy Ogbari, Comfort Imuzeze, Joshua Oluwagbotemi Akande
Department of Business Management Covenant University, Nigeria

Abstract:-The demand for work-life balance by employees have increased in organizations. Therefore, work-life balance must be effectively managed by organization so as to have competitive advantage over their competitors due to fast pace of economic development. The study examined the factors that influence work-life balance in government owned organization in Nigeria. A conceptual review of literature was done. Information were gathered from textbooks, articles, journals conference proceedings. The result from the proposition revealed that there is relationship between work-life balance and employee performance. The study therefore concluded that work-life balance factors such as flexible-work arrangement, employee wellness programs and family responsibility are important tools that could be adopted by organization in order to ensure that their staffs are satisfied. The study therefore concluded that work-life balance is beneficial for employee performance and therefore recommends continual renewal of work-life balance policy which will help in improving employee performance and will also have positive effect on organizational productivity.

Keywords: employee, employee performance, flexible-work arrangement, productivity, work-life balance

I.INTRODUCTION

All organizations are confronted with the challenge of guiding their employees’ strengths to the mission of attaining the firm’s goals and objectives. To achieve this, organizations must develop ways to influence and control their employees’ attitudes to maximize their contributions (Benn, Edward, and Williams, 2014). Employee performance accounts for one of the essential management aids adopted in this process. This stems from the belief that a person’s performance in a work role is enhanced by having specific purposes, comments about their performance, and complemented by a suitable compensation system. Employee performance is vital in any firm (Elnaga, and Imran, 2013). However, it has always been the primary concern in managing the organization and seeking useful techniques to encourage employees to accomplish and deliver higher job performance and increase competition among organizations, which is one of the aims of every business environment (Inuwa, 2016). Therefore, studies have shown that employee performance is a critical element of ascertaining organizational growth and productivity.

Human resource is considered the most critical asset in any business-oriented environment that helps in the day to day activities and functions of a firm (Mudah, Rafiki and Harahap 2014). Likewise, Oluwafemi (2010) affirmed that the level of an organization’s effectiveness and efficiency depends on how valuable and resourceful the organization’s workers are. Employers’ ability to figure out the worker’s contentment with schedules and daily duties will significantly impact workers’ output and performance. In the contemporary business world, employee performance is a crucial factor in accomplishing organizational objectives (Anitha, 2014). Thus, organizations must find various means of encouraging their staff to contribute immensely to their invaluable quota to the organization’s growth. Every plan and strategy must be centered on improving the performance of their employee. For organizations to survive and remain relevant, they should be able to enhance their worker’s operation and keep an eye on it; otherwise, they are likely to encounter some difficulties which stand as a misfortune to the organization in the sector where they belong (Orogbu, Onyeizugbe, and Chukwuemeke, 2011).