| dc.description.abstract | Achieving work-life balance is especially important for women, as they often juggle multiple roles and responsibilities in both the workplace and the home. Balancing work and family responsibilities can be particularly challenging for women, especially those with caregiving duties for children, elderly parents, or other family members. The general objective of the study was to establish the influence of work-life balance practices on women employee performance at Tier one commercial banks in Nairobi, Kenya. The specific objectives of the study were to establish the influence of flexible work arrangements, implementation of leave and time-off policies, child care support and telecommuting on women employee performance at Tier 1 commercial banks in Nairobi, Kenya. The study deliberately focused on women employees in the human resource departments of Tier 1 commercial banks because women experience distinct work-life balance challenges compared to men, making their perspectives critical for this investigation. The study was guided Work-Family Border theory, Component theory, Spillover theory and Role theory. A correlational research design was used for the above study. The target population of this study constituted of 338 women employees in the human resource department in the Tier 1 commercial banks. The study used 30% of the target population to get the sample size of 101 respondents. Stratified random sampling was employed to get a representative sample. The questionnaire was used for collection of data that had closed ended questions. A pilot test of 12 respondents was selected from Family Bank for pre-testing to enhance reliability and validity of instruments. All the constructs had a Cronbach’s Alpha coefficient of 0.7 and above and thus were deemed to be reliable. The questionnaire was proofread to verify that there were no typographical or form problems to enhance validity. To analyze the data Statistical Package for Social Sciences Version 25 was used. A combination of descriptive and inferential statistical methods was employed to analyze the data. The study employed inferential statistics, including correlation analysis, multiple regressions and F-statistics, with data presented in tabular form. Findings revealed that flexible work arrangements had a moderate and significant positive relationship with employee performance (r = 0.430, p < 0.000) and significantly predicted performance in the regression model (β = 0.102, p < 0.027). Implementation of leave and time-off policies showed a moderate and significant correlation with employee performance (r = 0.507, p < 0.000) and were the strongest predictor in regression (β = 0.184, p < 0.002). Child care support demonstrated a weak but significant correlation (r = 0.240, p = 0.021) and a modest predictive effect in regression (β = 0.12, p = 0.012). Telecommuting exhibited a moderate and significant correlation (r = 0.448, p = 0.000) and significantly predicted employee performance (β = 0.166, p = 0.011). R2 was 0.408, meaning that approximately 40.8% of the variability in employee performance was explained by the independent variables. These results indicate that flexible work practices, implementation of leave and time-off policies and telecommuting positively influence women employee performance, while child care support need improvement. The study recommends that commercial banks enhance part-time work arrangements, maintain and expand leave support, improve child care provisions and monitor telecommuting challenges to optimize employee satisfaction and productivity. | en_US |
