WORKLIFE BALANCE AND EMPLOYEE PERFORMANCE IN JOMO KENYATTA UNIVERSITY OF AGRICULTURE AND TECHNOLOGY KIAMBU COUNTY, KENYA
Abstract
Employees across the world often face several challenges in order to manage work-life balance, ranging from matters concerning their private lives and families. Such challenges have resulted in stress, burnout, dissatisfaction among employees, poor employee performance, low organizational productivity as well as a lack of proper organizational direction. In an attempt to implement work-life balance, public universities have experienced challenges. This study, therefore, sought to establish the influence of work-life balance on employee performance in Jomo Kenyatta University of Agriculture and Technology (JKUAT), Kiambu County, Kenya. Specifically, the study sought to examine the influence of time management and employee development on employee performance in JKUAT. The study was guided by Spillover Theory and the Role Theory. The study used a descriptive research design. The target population of this study was both teaching and non-teaching senior officers of JKUAT in Kenya. The total approximated population of the senior officers was 2,500 persons. The researcher used proportionate stratified random sampling technique to select 345 respondents from the target population. The researcher divided the population into different strata based on certain characteristics and then selected a proportionate number of samples from each stratum. This technique ensures that each subgroup, or stratum, is represented in the final sample in proportion to its size in the overall population. The researcher collected both primary and secondary data for the study. Secondary data was collected through the review of literature on JKUAT. Primary data was collected through the use of semi-structured questionnaires. The study used both descriptive and inferential statistics for data analysis with the aid of Statistical Package for Social Sciences (SPSS version 25). Descriptive statistics such as mean, standard deviation, frequency, and percentages were used in this study. Data was then presented in tables, bar charts, and pie charts. The study concludes that time management has a positive and significant effect on employee performance in Jomo Kenyatta University of Agriculture and Technology (JKUAT), Kiambu County, Kenya. The study also concludes that employee development has a positive and significant effect on employee performance in JKUAT. The study recommends that the organization should implement a time management training program for all staff members.
Key Words: Work-life Balance, Time Management, Employee Development, Performance in Jomo Kenyatta University of Agriculture and Technology
Full Text:
PDFReferences
Alguenza, B. B., Al-Kaseem A. H., & Mat Som A, P. (2018). Social media and productivity in the workplace: Challenges and constraints. Interdisciplinary Journal of Research in Business, 2(2), 22-26.
Ali-Hassan, H., Nevo, D., & Wade, M. (2015). Linking dimensions of social media use to job performance: The role of social capital. The Journal of Strategic Information Systems, 24(2), 65–89.
Anandarajan, M. and Simmers, C.A. (2005), “Developing human capital through personal web use in the workplace: mapping employee perceptions”, Communications of the Association for Information Systems, 15(2), 776-791.
Aryeetey, E. & Gockel, H., (2018). Supply and demand for finance of small scale enterprises in Ghana. Working Paper No.251.Washington D.C.World Bank.
Ashraf, N., & Javed, T. (2014). Impact of Social Networking on Employee Performance. Business Management and Strategy, 139-150.
Athar, R., & Shah, F. M. (2015). Impact of Training on Employee Performance (Banking Sector Karachi). IOSR Journal of Business and Management (IOSRJBM) e-ISSN, 2278.
Babiker, M.E.I. (2017). An evaluation of the use of social media and how it affects productivity/cost effectiveness at the workplace (Doctoral dissertation). Cardiff Metropolitan University.
Ball-Rokeach, S. & DeFleur. (1976). A Dependency Model of Mass Effects. Communication Research, 3(1), 3-21
Boyd, D.M. & Ellison, N.B. (2008). “Social Network Sites: Definition, History, and Scholarship,” Journal of Computer-Mediation Communication, 2 (13), 210-230.
Cao, X., Guo, X., Vogel, D., & Zhang, X. (2016). Exploring the influence of social media on employee work performance. Internet Research, 26(2), 529–545.
Cherono, C., Kiprono, T. D., & Njeje, D. (2018). Influence of Mentorship Practices on Employee Performance in Small Manufacturing Firms in Garissa County, Kenya. European Journal of Business and Management, 8(8), 151-160.
Cherono, J. (2017). Employee development and organizational performance of Unilever Tea Kenya Ltd in Kericho County. Retrieved from https://ir-library.ku.ac.ke/bitstream/handle/123456789/18756/
Commission for University Education (2020). Status of Universities (Universities Authorized to Operate in Kenya) – Status of Universities (Universities Authorized to Operate in Kenya)". cue.or.ke. Retrieved 25 May 2020.
Cooper, D. R. & Schindler, P. S. (2011). Qualitative research: business research methods, Boston, MA: McGraw-Hill.
Creswell, R. (2014). Research design: qualitative, quantitative, and mixed methods approaches. USA: Sage Publications.
Cronbach, L. J. (2011). Test Validation. In R. L. Thorndike (Ed).Educational Measurement (2nd Ed.) Washington, DC: American Council on Education.
Cronbach, L. J. (2018). My Current Thoughts on Coefficient Alpha and Successor Procedures. Washington, D: Educational and Psychological Measurement.
Crowther, D. & Lancaster, G. (2018). Research Methods: A Concise Introduction to Research in Management and Business Consultancy. New York: Butterworth-Heinemann.
Debrah, Y., & Ofori, G. (2016). Human Resource Development of Professionals in an Emerging Economy: The case of the Tanzanian Construction Industry. International Journal of Human Resource Management, 17(3), 440-463
DeFleur, M. L. (1989). Theories of Mass Communication. New York: Longman.
Delloitte (2014). Global Human capital trends 2014. Top findings for Kenya engaging the 21st century workforce.
Devito, J. A. (2008). Essentials of Human Communication. New York: Person.
Divya, S. & Regi, B. (2014). An empirical study on effectiveness of social media as a marketing tool. International Journal of Current Research and Academic Review.
Durant, J. (2010). Social Networking and Workplace Productivity.
Ejakait, J. E. (2016). Effects of Training Needs Assessment on Employee Performance in the Postal Corporation of Kenya, Bungoma County. Research on Humanities and Social Sciences, 6(17), 140-145.
Griffiths, M. (2010), “Internet abuse and internet addiction in the workplace”, The Journal of Workplace Learning, 22(7), 463-472.
Hsu, S.H. and Yen, H. (2016), “Predicting good deeds in virtual communities of consumption: the cross-level interactions of individual differences and member citizenship behaviours”, Internet Research, Vol. 26 No. 3, pp. 689-709.
Huma, Z., Hussain, S., Ramayah, T. and Malik, M.I. (2017), “Determinants of cyberloafing: a comparative study of a public and private sector organization”, Internet Research, 27(1), 97-11.
Iskamto, D. (2021). Stress and Its Impact on Employee Performance. International journal of social and management studies, 2(3), 142-157.
Itayo, J., Stanley, A., & Ejike, D. C. (2019). Career Self-Management and Employee Job Satisfaction in Selected Public Sector Organizations in South-South Nigeria. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3410604
Jones, P. & Holmes, D. (2011) Media & Communication 55 City road, London.
Kagaari, J. R. (2011). Performance management practices and managed performance: the moderating influence of organizational culture and climate in public universities in Uganda. Measuring Business Excellence, 15(4), 36-49.
Palvalin, M., Voordt, T. V., & Jylhä, T. (2019). The impact of workplaces and self-management practices on the productivity of knowledge workers. Journal of Facilities Management 15(4), 23-67.
Refbacks
- There are currently no refbacks.