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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/7736

Title: The effect of work-life balance on job performance and turnover intentions: A case study of Barclays Bank Ghana Ltd. Ashanti Region
Authors: Mehmood, Aleem
Issue Date: 2-Jul-2013
Abstract: Work-life balance (WLB) is a state in which employees are able to create an acceptable balance between their paid work and personal/social life. This concept has attracted a lot of interest from both industry and academia due to the changing nature of the job market and society as a whole. This particular exploratory study was undertaken to assess the effects of WLB policies and practices on job performance and turnover intentions of employees at Barclays Bank Ghana Limited (BBGL). Out of one hundred and fifty-eight (158) employees drawn from the ten (10) branches in the Ashanti Region, hundred (100) responses were retrieved. In addition, four (4) Branch Managers and the Regional Manager were also interviewed. The findings of the research show that, though some practices of WLB are in place, there is no document that explains the WLB policies and practices of BBGL in its entirety. The employees lack awareness of these policies and go through a lot of challenges in the access and usage of the known WLB practices. Findings from the data collected show that employees are not able to balance their work and life and wish that something could be done to help improve their WLB which they believe will enhance their job performance. The study also revealed that majority of employees had intentions of leaving the organisation. This may be attributed to the inability of employees to find a meaningful balance between their work and life domains. The interview results also confirmed that the performance of employees can be improved. It is suggested that HRM Department should intervene and make the WLB policies effective. Moreover, conscious efforts can be made to provide flexible working arrangements, career progression, on-site childcare and relocation facilities. It is hoped that these practices will reduce employees’ stress and increase their level of performance and minimise the turnover intentions.
Description: A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfilment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HUMAN RESOURCE MANAGEMENT OPTION), 2013
URI: http://hdl.handle.net/123456789/7736
Appears in Collections:College of Arts and Social Sciences

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