Effect of Work-Life Balance On Employee Performance in Nigerian Development Consulting Sector (Published)
This study evaluates the effect of work-life balance on employee performance in the development consulting sector in Nigeria. The study adopted a quantitative cross-sectional survey research design, and using a multi-stage stratified random sampling technique, collected data from a sample size of 395 respondents out of 28,590 staff of 1,906 firms, determined using the Taro Yamane formular. The scales in the questionnaire were content validated and has a high correlation coefficient of 0.98. The data collected were checked for normality using the Skewness and Kurtosis statistic; and subsequently analyzed using Multiple Regression analysis. The research findings reveal that some dimensions of work-life balance (Work Interference with Personal Life and Personal Life Interference with Work) had a positive effect on employee performance, while others (Work-Personal Life Enhancement and Work-Personal Life Constraint) had a negative effect on employee performance. These results are in line with the theoretical literature, particularly the Resource Drain Theory and Work-Family Enrichment Theory. It was therefore recommended that sustainable policies involving remote work, flexible physical work hours, and capacity building on managing job stress within a competitive environment, among others will improve work-life balance and ensure that institutional memory stays in-country, leading to more sustainable outcomes for Nigerian communities. This study also lends strong evidence to the inclusion of the dimension of “Work-Personal Life Constraint” when adapting instrument scales in the measurement and examination of work-life balance, in relation to the Resource Drain Theory.
Keywords: Employee Performance, development consulting sector, work-life balance
Demographic Factors, Inclusiveness and Employee Performance in University of Abuja Nigeria (Published)
Demographic factors and inclusiveness often inhibit open communication and thereby enhancing overall productivity and satisfaction. The paucity of empirical studies in this area prompts the need to examine the correlation between demographic factors, inclusiveness and its effect on employee performance. The hypothesis for this study is test using Pearson’s Product Moment Correlation Coefficient alongside descriptive statistics of percentage. According to the descriptive statistics, while the university benefits from a well-educated and experienced workforce, improving gender balance, retaining newer staff, and leveraging academic expertise could enhance employee performance and contribute to a more productive university environment. The findings indicate that demographic factors like age and education show slight positive correlations with employee performance, while inclusiveness—through diverse collaboration, leadership commitment, and openness to ideas—moderately enhances job satisfaction, engagement, and discretionary effort, highlighting the role of inclusive practices in boosting performance.
Keywords: Demographic Factors, Employee Performance, Inclusiveness, Productivity
Knowledge Storage, Retrieval and Employee Performance: The Moderating Role of Employee Engagement (Published)
Knowledge has been considered by organizations as a strategic resource in enhancing both individual and organization performance. Organizations in their effort to store knowledge encourage employees to document which is then stored in repositories where it can be accessed with ease and used by anyone in the organization who needs it. Accessing knowledge and learning appropriate knowledge. Based on this argument, the study sought to establish the relationship between knowledge storage and retrieval and employee performance and also to determine the moderating effect of employee engagement on the relationship between knowledge storage and retrieval and employee performance. Human capital theory, resource based view and knowledge based view theory informed the study. The study used explanatory research design. The target population was 3147 employees in public technical institutions in Rift valley and 343 formed the sample size as per Cochran’s formula. Random sampling technique was used to identify the respondents who filled the questionnaires. Data was analyzed using descriptive and inferential statistics and presented in form of frequencies, percentages charts and graphs. The study showed that there is a relationship between knowledge storage, retrieval and employee performance. The study further revealed that employee engagement moderates the relationship between knowledge storage, retrieval and employee performance.
Keywords: Employee Engagement, Employee Performance, Knowledge Storage and Retrieval