Lucy Muthoni Kibande, Dr. Alexander Kyule


Organizations in modem day competitive world can only perform at optimal levels if each employee is committed to the organization’s objectives and works as an effective team member. An inability to create a balance between work and personal life could affect employees' effectiveness and productivity in the workplace. As the nature of the workforce continues to diversify, it will become increasingly important for organizations to consider all the factors influencing their employees’ ability to balance work and non-work commitments, and to find a way of incorporating them into their operating policies. Purpose of the study was to evaluate the influence of work-life balance on performance at Embu Level Five Hospital. This study was guided by the following specific objectives: to determine influence of work life balance policy on performance at Embu Level Five Hospital; to assess the influence of child care services support on performance at Embu Level Five Hospital; to evaluate influence of compressed work arrangement on performance at Embu Level Five Hospital; to examine influence of work schedules on staff performance at Embu Level Five Hospital. The research adopted a case study design to allow in depth data to be obtained. The target population were the 480 employees in the Embu Level Five Hospital. Stratified random sampling was used to draw a sample of 99 respondents from various departments. Data was collected using questionnaires and content analysis. Data was analyzed using mean, standard deviation, inferential analysis such as correlation, chi-square will be used. Data is presented using tables and figures. The researcher concluded that work life balance influences the performance at Embu Level Five Hospital. The study also concluded that compressed work schedules made employees to experience much stress. In order for the organization to improve and maintain good performance, it is very prudent that work life balance should well be addressed. This particular research work recommends that Embu Level five hospital to give proper attention to processes and procedures in the organization. These types of procedures include coming up with professional programs that focus on giving employee adequate skills on how to handle job related challenges resulting to improvement in performance.

Key Words: work-life balance, work life balance policy, child care services support

Full Text:



Amstad, F.T., Meier, L.L., Fasel, U., Elfering, A., & Semmer, N.K. (2011). A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross domain versus matching-domain relations, Journal of Occupational Health Psychology, 16, 151- 169

Anderson (2009). The Effectiveness of Worksite Interventions for Controlling Employee Ashforth, B. E., Kreiner, G. E., & Fugate, M. (2000). All in a day's work: Boundaries and microrole transitions. Academy of Management Review, 25(3), 472-491.

Bakker, A.B. (2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20, 265–269.

Bakker, A.B., & Demerit, E. (2008). Towards a model of work engagement. Career Development International, 13, 209-223.

Belt, R.C& Giles (2009). Role quality and psychological well-being for Spouse, parent, and worker, gender and multiple roles, New Haven, Yale.

Buchanan S.K(2009). The effectiveness of worksite nutrition and physical activity interventions for controlling employee overweight and obesity: a systematic review. American Journal of Preventive Medicine

Clark, S. C. (2010). Work/family border theory: A new theory of work/family balance. Human relations, 53(6), 747-770

Clive NO, Christopher MO and Kwasira J, ‘An Assessment of the Impact of Work Life Balances Practice and Welfare Programme on Performance of Employees at Safaricom Kenya’ (FirstSHRD Annual Research Conference, JKUAT Main Campus, 12th and 13th September 2013)

Edwards, J. R. & Rothbard, D. M., (2009). Complementary and supplementary fit: a theoretical and empirical integration. Journal of applied psychology, 89(5), 822

EEOT (2009). Work-life balance, Employee engagement and Discretionary effort. Equal Employment Opportunity

Porter, S. & Ayman, R. (2010). Work flexibility as a mediator of the relationship between work- family conflict and intention to quit. Journal of Management & Organization, 7(5, 411- 424.

Ryan & Kossek (2008). Balancing Work and Family Commitments in Dual Earner Households, American Sociological Review 54:776–89

Stewart. R.V& Avery. D. R.& McKay, P. (2011). You support diversity, but are you ethical? Examining the interactive effects of diversity and ethical 106climate perceptions on turnover intentions. Journal of Business Ethics, 100, 581–593. doi:10.1007/s10551-010- 0697-5

Thompson, R. J., et al (2014). Applicant attraction to flexible work arrangements: Separating the influence of flextime and flexplace. Journal of Occupational and Organizational Psychology


  • There are currently no refbacks.