Work-Life Balance and Organizational Productivity: An Evaluation of Work-Life Inhibiting Factors on the Productivity of Employees in Agricutural Sector in Nigeria

Abstract

The research titled Work-life balance and organizational productivity: An evaluation of inhibiting factors on the productivity of employees in Agricultural sector in Nigeria was conducted to identify the potencies/factors that facilitate work-life balance and the extent to which those factors enhance organizational productivity. The population of the study is the total staff strength of Okomu oil and Presco PLCS, a sample size of sixty (255) staff members of the institutions was selected for this study using Taro Yameni.  Questionnaire was the major instruments used in data collection.  Contingency table was used in analyzing the data collected from the questionnaire. Again, t-test statistic was used in testing the research hypotheses.  From the result, the following findings were made; that there is significant positive relationship between family responsibilities and work-life balance; that. demography  has significant positive impact on the work-life balance; that Culture has positive effect on the work-life balance; and that there is significant positive relationship between work-life balance and employee's  productivity.  In the light of these findings, the study recommended that Organizations should encourage dual earnings by giving employment to both couple so as not to pile economic  pressure on one side; that incentives like parental leave, childcare information and referral, and financial assistance with childcare should be encouraged as it increases employee's commitment and decreased turnover intentions among all employees; that attendance to social/cultural functions like burials, marriages, traditional and social weddings including numerous social and traditional functions which impact negatively on the work should be reduced to strike a balance; that Couples should assume  multiple roles as they both should take responsibilities for earning money and caring for their family and home; that Organizations should consider age differences in the overall number of work-life balance initiatives; and that Organization should encourage and make  available flexible work arrangements that can help employees maximize work-family balance, which benefits both the employee and the employer.