Empirical study of work-life balance and organizational commitment in tin can island port terminals, Lagos State, Nigeria

Ugo Chuks Okolie; Akpo Muvire Mukoro; Atare Otite

doi:10.21831/jss.v20i1.71019

Empirical study of work-life balance and organizational commitment in tin can island port terminals, Lagos State, Nigeria

Ugo Chuks Okolie, Department of Public Administration, Faculty of Management Sciences, Delta State University, Abraka, Nigeria, Nigeria
Akpo Muvire Mukoro, Department of Public Administration, Faculty of Management Sciences, Delta State University, Abraka, Nigeria, Nigeria
Atare Otite, Department of Public Administration, Faculty of Management Sciences, Delta State University, Abraka, Nigeria, Nigeria

10.21831/jss.v20i1.71019

Abstract

Despite the benefits of work-life balance and the large number for studies it has motivated in developed nations, relatively little studies have been done on how it affects organisational commitment in Nigeria. This is because Nigerian businesses are known for endorsing unstable working environments and unethical workplace standards at the expense of the wider public. In light of this, this study examined the connections between organisational commitment and work-life balance in the Tin Can Island Port terminals in Lagos State. Purposive sampling was used in conjunction with the cross-sectional approach. The work enrichment theory served as the study's theoretical framework, and a questionnaire with 389 respondents was used as the research instrument. Statistical Package for Social Sciences (SPSS) Version 23 was used to analyse the data using percentages, mean, standard deviation, Pearson's coefficient of correlation, and both linear and multiple regression analysis. The study's conclusions demonstrated how employees' affective, continuance, and normative commitments were impacted by work-life balance in Tin Can Island Port, Lagos State. The study came to the conclusion that employees' commitment to their organisation as well as their personal lives, are impacted by an inadequate work-life balance. Based on the study's findings and conclusion, the management of Tin Can Island Port should, among other things, develop and successfully apply flexible work schedules to help staff members manage and lessen the conflicts they encounter in their personal lives.

Keywords

Work-life balance, flexible work schedules, organisational commitment

Full Text:

PDF

References

Abdirahman, H. I H., Najeedeen, I. S., Abidemi, B. f., & Ahmed R. B. (2018). The relationship between job satisfaction, work -life balance and organisational commitment on employee performance. IOSR Journal of Business and management, 20(5), 76-81.

Adame-Sanchea. C., Gonzalez-Cruz, T. P., & Martinez-Fuentes, C. (2016).Do firm implement work-life balance policies to benefit their workers or themselves? Journal of Business Research, 69(1 1), 5519-5523.

Adisa. T. A.. Osabutey, E. L. C., Gbadamosi, G. (2016). Understanding the causes and consequences of work-family conflict: An exploratory study of Nigerian employee. Employee Relations, 38(5), 770-788.

Akinyele, S. T., Peters, M. C., & Akinyele, F. E. (2016). Work-life balance imperatives for modern work organisaton: A theoretical perspective. International Journal of Managerial Studies and Research, 4(8), 57-66.

onal Behaviour, (1), 99-121.

Afsar. S. T. (2014). Impact of the quality of work-life on organisational commitment: a comparative study on academicians working for state and foundation. International Journal of Social Sciences, 3(4), 124-152.

Anyim, F. C.. Shadare, O. A., & Adio. L. A. (2020). Work-life balance and employee performance selected insurance companies in Lagos State. Academic Journal of Economics Studies, 6(2), 88-95.

Arif, B., & Farooq, Y. A. 92014). Impact of work-life balance on job satisfaction and organisational commitment among university teachers: A case study of university of Gujrat, Pakistan. International Journal of Multidisciplinary sciences and Engineering, 5(9), 24-29.

Ashibekong, U. A., & Ohiani, A. S. (2019). Work-life balance practices and employee commitment in Heritage bank pic across Victoria Island Lagos, State, Nigeria. EUO Quarterly Journal of Contemporary Research, 7, 1-9.

Azeez, R. O., Fapohunda, T. M., & Jayeoba, F. I. (2017). Work-life balance and organisational commitment: Perceptions of working postgraduate students. BVMSR's Journal of Management Research, 9(2), 178-188.

Beauregard, T. A., & Henry, L. C. (2009), Making the link between work-life balance practices and organisational performance. Human Resource Management Review. 19. 9- 22.

Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Psychology. 66. 32-42.

Carlson, D. S., Fergurson, M., Kaemar, K. M., Grzywacz, J. G., & Whitten, D. (201l).Pay it forward: The positive crossover effects of supervisor work-family enrichment. Journal of Management. 37(3), 770-789.

Carnevale, J., & Flatak, I. (2020). Employee adjustment and well-being in the era of Covid- 19: Implications for human resource management. Journal of Business Research, 116,183-187.

Casper, W. J., Harris, C., Taylor-Bianco, A., Wayne, J. II. (2011). Work-family conflict, perceived supervisor support and organisational commitment among Brazilian professionals. Journal of Vocational Behavior, 79(3), 640-652.

Chepkemoi. J. (2021). Effect of work-life balance on organisational citizenship behavior in environmental agencies within north rift region, Kenya. A frican Journal of Education, Science and Technology, 6(3), 154-161. (

Creswell, J. W. (2009). Research design: Qualitative, quantitative and mixed method approaches. Los Angeles: Sage Publications.

De-Tiroina., & Sulaiman, M. (2021). The effect of work from home during the Covid-19 pandemic on work-life balance and its impact on employee performance of AC Ell communication, inforamtics and enconding office. International Journal of Business Management and Economic Review, 4(2), 55-63.

Evans, A., Carney, T. & Wilkinson, M. (2013). Work-life balance for men: Counselling implications. Journal of Counselling & Development, 91(4), 436-441.

Gokhroo, N., & Sharma, B. S. (2019). Work-life balance of employees: Theoretical conceptual framework. International Journal of Education, Modern Management. Applied Science & Social Science, 1(2), 118-128.

Grzywacz, J., & Marks, N. (2000). Reconceptualising the work-family interface: An ecological perspective on the correlates of positive and negative spillover between work and family. Journal of Occupational Health Psychology, 5, 111-126.

Guest, D. E. (2002). Human 'resource management: When research confronts theory. International Journal of Human Resource Management, 12(2), 22-38.

Hashish, A. E. A. (2017). Relationship between ethical work climate and nurses’ perception of organisational support, commitment, job satisfaction and turnover intention. Nursing Ethics, 24(2), 151-166.

Hoeven, C. I.. & Van-Zoonen, W. (2015). Flexible work designs and employee well-being: Examining the effects of resources and demands. New Technology, Work and Employment, 30(3), 237-255.

Kalliath, P. Kalliath, T., Chan, X. WL, & Chan, C. (2019). Linking work-family enrichment to job satisfaction through job well-being and family support: A moderated mediation analysis of social workers across India.' The British Journal of Social Work, 49(1), 234- 255.

Khalid. S. S., & Ibrahim, B. T. (2018). Relationship between work-balancc and employee commitment among professions in Nigeria: A study on radio Journalists in Kano. International Journal of Business and Tehnopreneuship. 8(3), 257-268.

Khan, R., Roy, M. K., & Hossain, K. S. M. (2018). Bankers ‘work-life balance and organisational commitment: Exploring the dominant factors to move on job-family life balance. Journal of Business Management and Economic Research, 2(10), 15-27.

Khan. M. K. Tariq. A., ITamayoun, A. A., & Bhutta, M. IT. (2014). Enhancing organisational commitment through employee empowerment. Middle-East Journal of Scientific Research, 21(1). 148-157.

Khateeb. F. R. (2021). Work-life balance: A review of theories, definitions and policies. Cross-Cultural Management Journal, 23(1), 1-29.

Kim, 11. K. (2014). Work-life balance and employees’ performance: The mediating role of affective commitment. Global Business and Management Research, 6(1). 37-51.

Lewis, S. R., & Ganbles, R. (2007). The constrain of a work-life balance approach: International perspective. The International Journal of Human Resource, 18(3), 360- 373.

Li. Y. (2018). Effect of work-life balance on organisational commitment: A study in China. Social Science Research, 5(2), 114-166.

McNabb, D. E. (2012). Research methods in public administration and nonprofit management: Qualitative and quantitative approaches (3rd Edition). New Delhi: PHI Learning Private Limited.

Meyer. J. P., & Allen, N. J. (1991). A tree-component conceptualisaton of organisational commitment. Human Resources Management Review, 1, 61-89.

Nayak, T., & Sahoo, C.K. (2015). Quality of work life and organisational performance: The mediating role of employee commitment. Journal of Health Management, 17(3), 263-273.

Norton. J. (2009). Employee organisational commitment and work-life balanpe in Australia. The Australian Journal of Business and Informatics, 4( 1), 1 -9.

Obasi. l.N. (2000). Research methodology in Political Science. Enugu: Academic Publishing Company.

Ogar. C. A., & Amanze, D. (2019). Work-life balance: The Nigerian organisational experience: A study of selected banks in Ebonyi State. International Journal of Research and Innovation in Social Science, 3(3), 145-157.

Ojo, 1. S.. Falola, FI. O., Mordi, C. (2014). Work-life balance policies and practices: A case of Nigerian female University students. European Journal of Business and Management. 6(12), 1-10.

Okolie. U. C .. Igborhiohwunu, A. V., & Omole, O. G. (2017). Impact of work-life balance on employee job attitudes: A review. Journal of Management and Corporate Governance, 9(1). 71-93.

Okolie. U. C.. & Ochei, J. O. (2020). Employee empowerment and continuance commitment in the Nigerian manufacturing industry. International Journal of New Economics and Social Sciences, 11(1), 209-222.

Osagie, N. (2019). Organisatonal justice and job commitment of workers in Ldo state inte4rnal revenue service. African Journal of Management. 4(2), 28-41.

Parkash, J., & Jyoti, O. (2016). Impact of work-life balance on performance of employee in the organisation. Global Journal of Business Management, 7(1), 43-45.

Parkes, L. P., & Langford, P. H. (2008). Work-life balance or work-life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations . Journal of Management & Organisation, 14(3), 267-284.

Piokrkowski, C. S. (1979). Work and the family system: A naturalistic of working-class and lower-middle-class families.,New York: Free press.

Powell, CL, & Greenhaus, J. (1006). Is the opposite of positive negative? Untangling the complex relationship between work-life enrichment and conflict. Career Development International, 11, 650-659.

Pradhan. G. (2016). Conceptualising work-life balance. Bangalore: Institute for social and Economic change publications.

Rincy, V. M., & Panchanatham, N. (2014). Work-lile balance: A short review of the theoretical and contemporary concepts. Continental Journal of Social Sciences, 7(1). 1- 24.

Rumangkit, S., & Zuriana, Z. (2019). Work-life balance as a predictor of organisational commitment. A multidimensional approach. Diponegoro International Journal of Business, 2(1), 18-22.

Salansan, E. (2011). Work-life progrmmemes and organisational commitment. Human Resource Management Journal, 1(4), 22-38.

Salzstein. A. L.. Ting, V., & Salzstein, G. II. (2001). Work-family balance and job satisfaction: The impact of family-friendly policies on attitudes of federal government employees. Public Administration Review, 61(4), 452-467.

Talip, D.S.N.A., Flassan, Z., Kasa, M., Sabil, S., & Ibrahim, D. K. A. (2021). The relationship of work-life balance and the quality of life among employees studying part time. International Journal of Academic Research in Business & Social Sciences. 11(14), 207-284.

Talukder, A. K. M. (2019). Supervisor support and organisational commitment: The role of work-family conflict, Job satisfaction and work-life balance. Journal of Employment Counseling, 56(3), 98-116.

Turner, M., Lingard, EL, & Francis, V. (2009). Work-life balance: An exploratory study of supports and barriers in a construction project. International Journal of Managing Projects in Business, 2(1) 94-111.

Ugwu, F. O., Anazue, L. O.. Onyedire, N. G. (2017). Work-life balance in Nigerian banking IOSR Journal of Business and Management, 16(2), 69-74.

Unnam. A. O. (2021). Work-life balance and employee commitment in the Port Harcour area command of the Nigeria police force: The Strategic Journal of Business & Change Management, 8(3), 182-194.

Yadav, M. J., & Jadhav-Tilekari, S. (2021). A study of work-life balance of women employees during work from home in the period of Covid-19. International Journal of Future Generation Communication and Networking, 14(1), 2063-2066.

Zedeck, S., & Mosier, K. L. (1990). Work in the family and employing organisation. American Psychologist, 45(2), 240-257.

DOI: https://doi.org/10.21831/jss.v20i1.71019