International Journal of Management and Commerce Innovations ISSN 2348-7585 (Online) Vol. 7, Issue 2, pp: (210-213), Month: October 2019 - March 2020, Available at: www.researchpublish.com
INFLUENCE OF WORK LIFE BALANCE BENEFITS ON EMPLOYEE PERFORMANCE IN THE STATE CORPORATIONS IN KENYA 1
Regina Wairimu Kamwenji, 2Dr. Patrick Karanja Ngugi, PhD, 3 Dr. Mary Kamaara, PhD 1, 2, 3
College of Human Resource Development
Jomo Kenyatta University of Agriculture and Technology P.O BOX 62000-00200 Nairobi, Kenya
Abstract: This study sought to establish the influence of work life benefits on employee performance in state corporations in Kenya. Various theories were reviewed during this study to assess and enhance understanding on the variables. These include Abraham Maslow’s, Vrooms’ expectancy and Reinforcement theory. The study used descriptive and explanatory research with a sample size of 642. The Cronbach’s alpha was used to check the reliability of the questionnaire. Data was analyzed by use of SPSS and presented through percentages, means, standard deviations and frequencies. The study used regression analysis to test the significance of the variables at 5% significance level on the dependent variables. The study also tested for multicollinearity, heteroscedasticity, Normality and goodness of fit of the regression model. The findings showed that work life balance rewards moderately influence employee performance. The study concluded that most state corporations in Kenya recognized work life balance programs, however, these organizations hardly budgeted for the work life programs. The study therefore recommends that work life programs should be considered and budgeted for. Offering gym facilities to employees provides a healthy life style and also counters stress. Organizations can also offer child care facilities so that the parents can work comfortably without worrying about their children and hence maximum concentration at work place that would lead to better productivity. Key words: Reward Management Practices, Work Life Benefits, Employee Performance, State Corporations.
1. INTRODUCTION Human resources or the people are the organizations’ most valuable assets (Tessema, Ready & Embaye, 2013). Notably, employees create a major source of competitive advantage for companies. Hence the need for every firm, private or public, to acquire and retain committed, skilled and motivated personnel. Barney and Hesterly (2012) indicated that firms that utilize capabilities and resources to seize business opportunities and neutralize threats are likely to realize an increase in their net revenue or a decrease in their net costs or both or vice versa. Qureshi, Akbar, Khan, Sheikh and Hijazi (2010) examined the relationship between rewards and employee performance in cement industry in Pakistan. They found that there is a direct relationship among extrinsic rewards, intrinsic rewards and employee performance. Iveta, (2014) found that work environment is an important determination of job satisfaction and performance of employees. Russell (2016) noted that offering work life balance attracts individuals to an organization and result in increased positive related attitudes, work effort and behaviors. In Kenya various companies have instituted work life balance facilities to mitigate work family related conflict that can have a negative impact on employee performance.
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