WORK-LIFE BALANCE AND EMPLOYEES’ JOB SATISFACTION IN THE UNIVERSITY OF BENIN (UNIBEN), BENIN CITY
ABSTRACT
The study examined Work-Life Balance and Employees’ Job Satisfaction in the Universityof Benin (UNIBEN). It seeks to explore the measures put in place by the University of Benin to balance work life; relationship between personal demographics of the respondents (age, gender, marital status, highest educational qualification, Religion, income, the length of services, etc.) and work life balance; relationship between work-life balance and employee job satisfaction; practices/policies of work life balance (flexible work practices, Leave Provisions, Welfare Policies, and Job Design) have more influence on employee job satisfaction in University of Benin;employees’ satisfaction index with work life balance policies in the University of Benin.
    The study adopted the survey method in the collection of research data and questionnaire as the research instrument. The study population consists of all the employees of the University of Benin, Benin City, Edo state. The sample size (380) was determined from the total Academics and Non-Academics staff (7679) using the Yaro Yamane formula and 75% of the three hundred and eighty (380) questionnaires (285 questionnaires) were distributed to Non-Academic staff while the remaining 25% (95 questionnaires) were distributed to Academic staff.
    The findings show that both academic and non-academic staff were of the opinion that career leave, study leave, annual leave and sick leave were the types of leave policy provided for by the University of Benin. They both agreed that the various forms of flexible work practice were available in the University of Benin. They also agreed that the welfare policy in the University of Benin included Housing, Health care and income security. Both groups were of the opinion that job rotation, job enrichment and job enlargement were put in place by the University of Benin in designing job; Non-academics perceived each dimension of work life balance policies better than academic staff; Academic staff perceives work life balance in the University of Benin does not depends on their age, gender, marital status, highest educational qualification, religion, income level and the length of services. Perception of work life balance amongst non-academic staff of University of Benin does not depend on their age, gender, marital status, highest educational qualification, religion, income level and the length of services. Another finding also showed that job satisfaction is higher amongst Non-academic than amongst Academics in the University of Benin; there is a positive and significant correlation between work life balance and employee job satisfaction Leave provisions is the most significant work life balance policies (factors) influencing employee job satisfaction, followed by welfare policies and job design.The study recommended among other things that Consideration should be given to the development of guidelines in order to ensure that working hours should not affect the work life balance of staff.
TABLE OF CONTENT
CHAPTER ONE: INTRODUCTION
1.1     Background of the Study -    -    -    -    -    -
1.2     Statement of the Research Problem -    -    -    -    -    
1.3     Research Questions -    -    -    -    -    -    -    
1.4     Objectives of the Study -    -    -    -    -    -    
1.5     Significance of the Study -    -    -    -    -    -
1.6     Scope of the Study -    -    -    -    -    -    -    -
1.7     Limitations of the Study -    -    -    -    -    -    -
CHAPTERTWO: LITERATUREREVIEW
2.1    Introduction    -    -    -    -    -    -    -    
2.2     Meaning and Importance Job Satisfaction -    -    -    -    
2.3     Job Satisfaction Theories -    -    -    -    -    -    
2.3.1     Affect Theory -    -    -    -    -    -    -    
2.3.2     Expectance theory -    -    -    -    -    -    -
2.3.3     Equity Theory -    -    -    -    -    -    -
2.3.4     Discrepancy theory -    -    -    -    -    -    -
2.3.5     Job Characteristics Theory -    -    -    -    -    -
2.3.6     Frederick Herzberg’s Two-factor theory -    -    -    -    
2.4     Factors that Determine Job Satisfaction -    -    -    -
2.5     The Concept of Work Life Balance - -    -    -    -    
2.5.1     Models of Work Life Balance -    -    -    -    -    
2.6     Factors that Influence Work Life Balance -    -    -    -    
2.6.1     Individuals Factors -    -    -    -    -    -    -    
2.6.2     Organizational Factors -    -    -    -    -    -    -
2.6.3     Societal Factors -    -    -    -    -    -    
2.7     Measurement of Work Life Balance -    -    -    -    
2.8     Relationship between Work-life-balance and Job Satisfaction -    -    
2.9     Outcomes of Work Life Balance -    -    -    -    -
2.9.1     Work Related Outcomes -    -    -    -    -    -
2.9.2     Non Work Related Outcomes -    -    -    -    
CHAPTER THREE: METHODOLOGY
3.1     Introduction -    -    -    -    -    -    -
3.2     Research Deign -    -    -    -    -    -    
3.3     Population and Sampling Techniques -    -    -    -
3.4     Operationalization of Variables -    -    -    -
3.5     Research Instrument     -    -    -    -    
3.6     Sources of Data -    -    -    -    -    -
3.7     Methods of Data Analysis -    -    -    -    -    -    
CHAPTERFOUR: DATAPRESENTATIONANDANALYSISOFDATA
4.1     Introduction     -    -    -    -    -    -
4.2     Demographic information of respondents     -    -    -
4.3     Measures Put In Place by the University of Benin to Balance Work Life    
4.4     Staff Demography and Perception of Work Life Balance in University
of Benin    -    -    -    -    -    -    -    -    
4.4.1    Relationship between Demographic Profile of the Academic Staff and
Work Life Balance    -    -    -    -    -    -    -
4.4.2     Relationship between Demographic Profile of the Non-Academic
Staff and Work Life Balance    -    -    -    -    -    
4.5     Work Life Balance and Employee Job Satisfaction in the University of
Benin    -    -    -    -    -    -    -    -
4.6     Relationship between Work-Life Balance and employee job
Satisfaction    -    -    -    -    -    -
4.6.1     Relationship between Work-Life Balance and Non-Academic Staff
Satisfaction    -    -    -    -    
4.6.2    Relationship between Perception of Work-Life Balance and Job
Satisfaction amongst Academic    -    -    -    
4.7     Influence of Work Life Policies and Employee Job Satisfaction in the University Of Benin    -    -    -    -    -    -    -
4.7.1    Influence of Work Life Balance Policies on Job Satisfaction amongst
Academic Staff in University of Benin    -    
4.7.2     Influence of Work Life Balance Policies on Job Satisfaction amongst
Non-Academic Staff in University of Benin    -    -
4.8    Employee Satisfaction with Work Life Balance Policies in University
of Benin    -    -    -    -    -    -
4.9     Discussion of findings    -    -    -    -    -    
CHAPTERFIVE: SUMMARYOFFINDINGS, CONCLUSIONANDRECOMMENDATIONS
5.1     Introduction     -    -    -    -    -    -    -
5.2     Summary of findings     -    -    -    -    
5.3     Conclusion     -    -    -    -    -    -
5.4     Recommendations      -    -    -    -    
5.4.1    Suggestions for Further Research -    -    -    -
Bibliography     -    -    -    -    -
Appendix 1 - Request Letter -    -    -    -
Appendix II - Number of Academic and Non-Academic Staff In The
University    -    -    -    -
Appendix III - Research Questionnaire        
LIST OF TABLES
Table 3.3: Operationalization of variables    -    -    -    -
Table 4.1: Demographic Information of Respondents -    -    -    
Table 4.2: Measures Put In Place by the University of Benin to Balance Work
Life-    -    -    -    -    -    -    -    -    -    -    
Table 4.3.1Academic Staff Perception of Work Life Balance Policies in University
of Benin    -    -    -    -    -    -    -
Table 4.3.2 Non-Academic Staff Perception of Work Life Balance Policies in
University of Benin    -    -    -    -    -    -    -    
Table 4.3.3: Perception Index Comparison    -    -    -    -
Table 4.4: Regression Result (Demographic Profile and Work Life amongst
Academics)    -    -    -    -    -    -    -    -
Table 4.5: Regression Result (Demographic Profile and Work Life amongst Non-Academics)    -    -    -    -    -    -    -    -
Table 4.6: Perception Index of Employee Job Satisfaction    -    -    
Table 4.7 : Correlations between Work Life Balance and Job Satisfaction (Academic Staff)    -    -    -    -    -    -    -    -    -    
Table 4.8: Correlations between Work Life Balance and Job Satisfaction (Non-Academics)    -    -    -    -    -    -    -    -    
Table 4.9: Regression Result: Work Life Balance and Job Satisfaction among Academics
Table 4.10: Regression Result: Work Life Balance and Job amongst
Non-Academics    
Table 4.11 Employee Satisfaction with Work Life Balance Policies in University
of Benin    -
CHAPTER ONE
INTRODUCTION
Background of the Study
    Greenhaus, Collins and Shaw, (2003) defines work-life balance as the extent or degree to which an individual is equally engaged in and equally satisfied with his or her work role and family role. Mukururi and Ngari, (2014) explained that the term work-life balance gained importance/recognition in the late 1960s due to concerns about the effects of work on the general well-being of employees. In the mid-1970s, employers concern was on work design and working conditions improvement. However, in the 1980s, the concept of quality Work Life gained importance and it comprised aspects that affect employees such as job satisfaction, reward systems, physical work environment, employee involvement, rights and esteem needs (Cummings and Worley, 2005). According to Wong and Ko, (2009), the issue of work-life balance has gotten much attention from diverse actors and participants in distinct sectors are gradually becoming aware of practices for balancing work and life (Mohanty and Mohanty, 2014). According toGreenhaus, et al., (2003), workers who encountered or experienced high work-life balance have a tendency to invest and contribute the same amount of time and commitment to work and non-work activities. Individuals experience or have difficulty working in different roles or even multiple roles (as a supervisor in work, a parent at home, which leads to stress (Grandey and Cropanzano, 1999). The resultant stress that employees experience is related to work and family conflicts (Wong and Ko, 2009).
    Balancing the demands/requests of the workplace and a personal life is an important issue across sectors. As more employees are being forced to work round the clock, modern society is being defined as the 24-hour society (Jacobs and Gerson, 2001). Round the Clockwork involves evening work, night work and works on a shifting basis. While regulations may characterize to what extent we can work they can't characterize the schedule of work. The implications of working time plan may have on the social and personal life of people also on the feasibility of the firm have attracted in the consideration of social experts (Jacobs and Gerson, 2001). Work life balance policies are back bone for employee’s job satisfaction and their overall performance in any organization (Maurya, Redy, Maurya, Arora and Datt 2014). Work life balance policies have been found to positively influence employees’ job satisfaction and result in unprecedented organizational growth (Maurya et al., 2014).
    The issue of job satisfaction is fundamental in hman resources management. Robbins, (2003), defined Job satisfaction as the positive emotional reactions and attitudes an individual has towards his/her job. Mosadeghrad, Ferlie and Rosenberg, (2008) opines that job satisfaction is dependent on a number of factors: reward system in work, perceived quality of supervision, working conditions, and individual determinants (such as status and seniority, age group, marital status, and years of experience) Mustapha (2013) explains that Job satisfaction is a reward that an employee gained or achieved as a result of productive activity separate from his income. Organization must consider job satisfaction in order to satisfy employees and to retain their best workers (Arif and Farooqi, 2014). Arneja, Maurya and Gaganpreet, (2014) and Maurya et al., (2014) opined that organizations who rapidly follow fluctuated atmosphere and work life balance policies can continue to exist for their growing. Kotter (2001) expressed that management, leadership, and work-life balance policies are both essential for the creation of a successful environment in an enterprise of today. Hence, organizations that want to create environment where employers are satisfied with respect to their jobs must give attention to the issue of work-life balance.
StatementoftheResearchProblem
    Numerous studies in literature have pointed to the benefits of work-life balance as it relates job satisfaction in organization (Harrington and Ladge, 2009; Parkes and Langford, 2008). Several researchers have however noted that the impact of work-life balance on employees’ attitudes and behavioursare still unclear and have called for more in-depth research studies to identify what types of performance are related with work-life balance (Casper and Buffardi, 2004; Kossek and Ozeki, 1998). Besides these research requests and the increment in concern about work-life balance, there has been another research deficiency. The vast majority of the studies to date on work-life balance in Nigeria have been carried out in the Banking sector which does not have the same organizational structures with Educational sector (Ojo, 2012; Orogbu, Onyeizugbe and Chukwuemeke, 2015). This study therefore seeks to contribute to existing literature on work life balance by addressing the above issues.
Research Questions
Flowing from the statement of research problem above, this study seeks to profer answers to the following questions:
What are the measures put in place by the University of Benin to balance work life?
What is the relationship between personal demographics of the respondents (age, gender, marital status, highest educational qualification, Religion, income, the length of services, etc) and work-life balance?
What is the relationship between work-life balance and employee job satisfaction?
Which practices/policies of work life balance (flexible work practices, Leave Provisions, Welfare Policies, and Job Design) have more influence on employee job satisfaction in University of Benin?
Objectives of the Study
Flowing from the research questions the specific objectives of the study are as follows:
To ascertain measures put in place by the University of Benin to balance work life.
To examine the relationship between personal demographics of the respondents (age, gender, marital status, highest educational qualification, Religion, income, the length of services, etc) and work life balance.
To ascertain the relationship between work-life balance and employee job satisfaction.
To identify which practices/policies of work life balance (flexible work practices, Leave Provisions, Welfare Policies, and Job Design) have more influence on employee job satisfaction in University of Benin.
To ascertain the employees’ satisfaction  with work life balance policies in the University of Benin
1.5 Significance of the Study
    The findings of this study will be useful to the public and private universities or organizations, employees, practitioners and policy makers and to the future researchers or students in the following ways.
Public and private universities/organizations in Nigeria – This study will help the top management in public and private universities or managers of the organizations to understand the importance of effective implementation of work-life balance policies. It will help the Universities/organization to increase productivity, commitment, and better teamwork.
Employees – It will enable or help the individual employees have more value, balance in daily life and work and reduce stress.
Practitioners and Policymakers – it will be of benefit to practitioners and policy makers to properly understand the concepts of work-life balance and employee job satisfaction and understanding the relationship between work-life balance and employee job satisfaction
Future researcher or students – This study will be a milestone for the students or future researchers in carrying out research.
1.6 Scope of the Study
    This study focuses on work-life balance and employees’ job satisfaction in the university of Benin (UNIBEN), Benin City. The statement above simply means that the study will focus on UNIBEN where the sample and the population will be taken from the employees of the institution.
1.7 Limitations of the Study
    Possible limiting factors that may be faced in the course of this research include;
The problem of bias on the part of the respondent: this might serve as a limiting factor and inability to obtain answers to every question in a questionnaire from a significant number of respondents might also serve as a limiting factor. Low response rate: this might happen if respondents feel hesitant to completely reveal or answers each inquiry in the survey.
Inability to obtain a random sample: we might be constrained or compelled to utilize non-probability sampling methods, for example, convenient sampling method which chooses any individual who is accessible and willing to take an interest in a study. Small sample size and inability to use more universities other than the University of Benin might confine the conclusion of the study.