Work-Life Balance Practices and Employee Performance at Technical University of Kenya

Abstract

Universities worldwide are recognized as knowledge hubs that aim to inform public policy and address various economic, social, and political issues. However, institutions like the Technical University of Kenya (TUK) face challenges such as frequent worker strikes, slowdowns, and high employee turnover. These issues lead to wasted time and resources and negatively impact employee performance. Over 40% of employees at TUK have voluntarily resigned, largely due to unmet social needs that could have been addressed with improved work-life balance practices. This study examined how work-life balance procedures affect workers' performance at TUK, and specifically examined flexible work schedules; employee assistance programs, leave policies, and employee wellness programs. The Job Embeddedness Theory, Boundary Theory, Work-Family Conflict Theory, and Work-Family Enrichment Theory were adopted for the study. A descriptive study design was employed to gather information from 1,704 workers, both academic and non-academic. A structured questionnaire that was administered to 182 respondents made up the sample size, which was chosen by stratified random sampling, which yielded the academic and non-academic staff as the distinct strata. The questionnaire was pretested using 18 from St. Paul's University. The quantitative data was analyzed using the Statistical Package for Social Sciences (SPSS) for descriptive and inferential purposes, and the qualitative data was analyzed using a theme analysis process and the results and findings were presented using tables, bar graphs, and pie charts. The findings showed that the overall mean for a flexible work environment was (M= 2.8623; SD=1.2980), which indicated that most respondents were not sure about the effects of a flexible work environment on their performance at the organization. The mean employee assistance program was (M= 2.7566; SD=1.33336), which indicated that most respondents were uncertain about the effects of employee assistance programmes on their performance at the organization. The mean for leave arrangement was (M= 2.7606; SD=1.33336), which indicated that most respondents were uncertain about the effects of employee assistance programmes on their performance at the organization. The mean for leave arrangement was (M= 3.6733; SD=1.33336), which indicated that most respondents agreed that employee wellness programs affected their performance at the organization. The variables Flexible Work Arrangements (FWA) on performance (p = 0.983) ; Leave Arrangements (LA) (p = 0.969), and Employee Assistance Programs (EAP) (p = 0.089) had minimal and statistically insignificant effects on employee performance. However, Employee Wellness Programs (EWPs) have a strong positive and statistically significant effect on employee well-being and performance with statistical significance (p = 0.000, Beta = 0.611). The results specifically showed that workers had little flexibility and no opinion about the university's support programs, which may have been due to a lack of clarity in the policies or inadequate communication. Despite recognizing the benefits of flexible schedules and support programs, such as enhanced productivity and morale, these were not fully utilized. Maternity and paternity leave were well-established, but other types of leave received mixed responses. While wellness programs were generally positive, stress management and sports participation were inadequate. Employee performance was strong, bolstered by flexible work arrangements, though inconsistencies were observed in managing customer complaints. Addressing these gaps could improve employee well-being, satisfaction, and the overall performance of the university. The study suggested implementing more flexible work arrangements, enhancing communication regarding leave policies, and expanding wellness programs. Future research should investigate the obstacles to implementing these changes and evaluate the lasting effects of support programs on the well-being and productivity of employees.