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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/7398

Title: An Investigation into Work-Life Balance Practices and Its Effect on Career Progression; a Case Study of Female Lecturers on KNUST Campus
Authors: Acheampong, Adwoa Frimpomaa
Issue Date: 30-Jul-2013
Abstract: Women’s involvement in multiple and interdependent roles are rewarding but presents on-going personal and professional challenges. Many female lecturers are affected in the progression of their career, due to the demands of multiple roles which impact on their personal well-being and career satisfaction. An organizations inability to adequately help female lecturers to balance the multiple roles, poses a lot of problems for both employers and employees. This research was therefore conducted to investigate work-life balance practices at KNUST and how it affects career progression of female lecturers.The study used both qualitative and quantitative methods to collect data from respondents. The study revealed that there are a number of work-life balance policies at KNUST such as maternity leave and part time work. The study also revealed that a positive relationship exists between work-life balance policies and career progression among female lecturers at KNUST only if the policies were effectively implemented. It was also found that the support of family members plays a positive role in female lecturers’ ability to balance work and life demands and career progression. The responses received from the study in connection to challenges faced in combining work and family life revealed that indeed female lecturers face a lot of challenges such as missing lectures because of child care. It was therefore recommended that the management of KNUST should make a conscious effort to implement policies such as job share, compressed working hours and paternity leave. These policies will go a long way to facilitate the balance between work and life and consequently, help female lecturers to achieve their career goals and/or progression.
Description: A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of Master of Business Administration (HRM Option), 2013
URI: http://hdl.handle.net/123456789/7398
Appears in Collections:College of Arts and Social Sciences

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