Relationship between Work-Life Balance Programs and Employee Productivity in Kenya
DOI:
https://doi.org/10.47672/ejh.2370Keywords:
Work-Life, Balance Programs, Employee ProductivityAbstract
Purpose: The aim of the study was to assess the relationship between work-life balance programs and employee productivity in Kenya.
Materials and Methods: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
Findings: Organizations that implement comprehensive work-life balance programs, including flexible working hours, telecommuting options, and childcare support, often observe improved employee performance and engagement. These programs help reduce stress and burnout, enabling employees to manage their professional and personal responsibilities more effectively. Consequently, employees exhibit higher levels of job satisfaction and motivation, which translates into increased productivity. Studies also show that employees who experience a balanced work-life dynamic are less likely to experience absenteeism and turnover, further contributing to organizational efficiency and performance. Overall, the integration of work-life balance initiatives within organizational policies not only fosters a supportive work environment but also enhances overall employee productivity.
Implications to Theory, Practice and Policy: Conservation of resources (COR) theory, social exchange theory and self-determination theory may be used to anchor future studies on assessing the relationship between work-life balance programs and employee productivity in Kenya. Organizations should adopt a tailored approach when implementing work-life balance programs, considering the unique needs and preferences of their workforce. Policymakers have a vital role in promoting work-life balance programs, and they should advocate for legislation that encourages organizations to adopt these initiatives.
Downloads
References
Adjei, K. (2021). The impact of wellness programs on employee productivity in Ghana. African Journal of Business and Economic Research, 16(2), 213-225. https://doi.org/10.31920/1750-4562/2021/v16n2a11
Blau, P. M. (2019). Social exchange theory. In Sociological theories: From modernity to post-modernity. Sage Publications. https://doi.org/10.4135/9781526468533
Chuma, M. (2020). Flexible work policies and productivity in Tanzanian firms. Journal of African Business, 21(3), 345-359. https://doi.org/10.1080/15228916.2020.1784550
Deci, E. L., & Ryan, R. M. (2020). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Psychology Press. https://doi.org/10.4324/9780429472844
Gonzalez, L. (2020). Family-friendly policies and employee productivity in Mexico. Journal of Business and Management Studies, 32(4), 455-467. https://doi.org/10.1016/j.jbms.2020.06.003
Gonzalez, L. (2020). Family-friendly policies and employee productivity in Mexico. Journal of Business and Management Studies, 32(4), 455-467. https://doi.org/10.1016/j.jbms.2020.06.003
Hobfoll, S. E. (2018). The Conservation of Resources theory: Applications to stress management in workplace settings. Routledge. https://doi.org/10.4324/9781351137746
Moyo, T. (2019). The impact of wellness programs on employee productivity in South Africa. African Journal of Business Management, 13(2), 87-98. https://doi.org/10.5897/AJBM2019.8751
Mwangi, J. (2018). Work-life balance and employee performance in Kenyan companies. East African Business Review, 21(3), 201-215. https://doi.org/10.3175/eabr2018.013
Okafor, C. (2020). Remote working and stress management: The Nigerian experience. West African Journal of Industrial Relations, 14(1), 45-59. https://doi.org/10.1080/13639080.2020.1745829
Patel, R. (2018). Flexible work schedules and productivity in Indian firms. International Journal of Human Resource Studies, 8(1), 77-89. https://doi.org/10.5296/ijhrs.v8i1.12501
Rahman, A. (2021). Flexible working hours and employee productivity in Indonesia. Journal of Southeast Asian Business Studies, 10(1), 50-65. https://doi.org/10.1108/JSABS-01-2021-0005
Santos, M. (2021). Wellness initiatives and employee productivity in the Philippines. Asian Journal of Management Research, 12(1), 99-112. https://doi.org/10.1152/ajmr2021.098
Silva, M. (2019). Wellness programs and their effect on employee productivity in Brazil. Latin American Business Review, 20(2), 142-156. https://doi.org/10.1080/10978526.2019.1599015
Smith, J., & Brown, A. (2021). Flexible work arrangements and productivity in the United States. Journal of Workplace Behavioral Health, 36(1), 1-15. https://doi.org/10.1080/15555240.2021.1875472
Tanaka, H. (2019). Reduced work hours and employee efficiency in Japanese companies. Asian Business & Management, 18(3), 239-255. https://doi.org/10.1057/s41291-019-00049-8
Williams, K. (2020). The impact of wellness programs on employee output in the UK. British Journal of Occupational Therapy, 83(7), 442-453. https://doi.org/10.1177/0308022620917662
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Bonface Kimani
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution (CC-BY) 4.0 License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
