ABSTRACT
The study focused on the influence of staff work life balance in the performance of hospitality 5establishments in Umuahia, Abia State. The objectives of the study were; identify the various aspects of work-life balance situation of hospitality establishments, analyze the influence of staff work-life balance on productivity of hospitality staff, determine the factors affecting work-life balance in hospitality establishments and explore the measures followed by the hospitality establishments to enhance the work-life balance situation of its employees. To achieve the objective of the study, survey research design was adopted. The researcher adopted primary data in getting the required information through the use of structured questionnaire. The population for the study was 38 registered hotels in Umuahia, Abia State with 520 staff strength. The sample size of the study is 226 after adopting Taro Yamane formula. In analysis the data: mean and percentages were used. The findings revealed that delegation, holidays, free time and job shift were the major aspects of work-life balance situation of hospitality establishments. The findings also revealed that delegation, job shift, retirement scheme and holidays were the major factors that influences staff work-life balance on productivity of hospitality staff. The findings further revealed that organizational policy, qualification, level of customer patronage and years of service were the major factors affecting work-life balance in hospitality establishments. The findings also revealed that staff training, job shift and employing more staff to give room for break time and delegation of duties were the major measures followed by the hospitality establishments to enhance the work-life balance situation of its employees. Based on the result, the study recommends that hospitality establishments should try and maintain the major aspects of work-life balance situation to their staff such as delegation, holidays, free time and job shift. This will help in increasing employee job performance thereby enhancing the performance of hospitality establishments. The study also recommends that hospitality establishments should implement delegation, job shift, retirement scheme and holidays in their work schedules to enable employee have a good work-balance and increase their productivity. The study also recommends that hospitality establishments should review their policy regarding to work-life balance, ensure that staff are qualified, focus on increasing level of customer patronage and also put into consideration staff years of service. The study further recommends that hospitality establishments should train staff, implement job shift, employ more staff to give room for break time and delegation of duties in order to enhance a good work-life balance situation of its employees, for the purpose of increasing the performance of hospitality establishments.
TABLE OF CONTENTS
Title Page i
Approval ii
Declaration iii
Certification iv
Dedication v
Acknowledgement vi
Table of Contents vii
List of Tables x
Abstract xi
CHAPTER ONE: INTRODUCTION
1.1 Background
to the study 1
1.2 Statement
of the problem 4
1.3 Objectives
of the study 5
1.4 Research
questions 5
1.5 Research
hypothesis 6
1.6 Significance
of the study 6
1.7 Scope
of the study 7
CHAPTER TWO: REVIEW OF
RELATED LITERATURE
2.1 Conceptual
Framework 8
2.1.1 Work-life
balance 8
2.1.1.1 Job shift 10
2.1.1.2 Vacation 11
2.1.1.3 Delegation 12
2.1.1.4 Retirement
scheme 14
2.1.2 Effect of
balance on employee performance and satisfaction 15
2.1.3 Factors of work
and home-life balance time restrictions 18
2.1.4 Characteristics
of employees with good work and home-life balance 22
2.1.5 Characteristics
of employees with poor work and home-life balance 23
2.1.6 Human resources
in the Hospitality Industry 25
2.1.7 Work-life
balance and human resource management 26
2.1.8 Work-life
balance supports 27
2.1.9 Work-family
interface and conflict 27
2.1.10 Benefits of
flexible working arrangements 28
2.1.11 Work-family balance in hotels 29
2.2 Theoretical
Framework 31
2.2.1 Conflict theory 31
2.2.2 Enrichment
theory 32
2.2.3 Boundary and
border theory 33
2.3 Empirical
review 35
2.4 Summary of
related literature 40
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research
design 43
3.2 Area of the
study 43
3.3 Population of
the study 44
3.4 Sample and
sampling technique 44
3.4.1 Sample size
determination 44
3.4.2 Sampling
Technique 45
3.5 Instrument for
data collection 45
3.6 Validation of
the instrument 45
3.7 Reliability of
the research Instrument 46
3.8 Method of data
collection 46
3.9 Instrument for
data collection 46
CHAPTER FOUR: DATA
PRESENTATION, ANALYSIS AND DISCUSSION OF RESULTS
4.1 Data
presentation 47
4.2 Major findings 56
4.3 Discussion of
findings 56
CHAPTER FIVE: SUMMARY,
CONCLUSION AND RECOMMENDATIONS
5.1 Summary 58
5.1.1 Restatement of
the problem 59
5.1.2 Description of
methods used 60
5.2 Conclusion 60
5.3 Recommendations 61
5.4 Contribution
to knowledge 62
5.5 Suggestion for
further studies 62
REFERENCES
APPENDIX A
APPENDIX B
LIST
OF TABLES
Table 4.1 Mean responses on the various aspects
of work-life balance situation of hospitality establishments 47
Table 4.2 Mean responses of the influence of
staff work-life balance on productivity of hospitality staff 49
Table 4.3 Mean responses of the factors affecting
work-life balance in hospitality establishments 51
Table 4.4 Mean responses of the measures followed
by the hospitality establishments to enhance the work-life balance situation of
its employees 53
CHAPTER
ONE
INTRODUCTION
1.1 Background to the study
The hospitality industry is an emerging industry in Nigeria
with emerging innovations and industry tailored changes. The industry has both
government and private sector participation thus its spread and trends is
phenomenal. The hospitality industry remains one of the largest, if not the
largest industry that cuts across businesses such as hotels, restaurants, event
planning and management etc. and anchored on service delivery (Omobude and
Igbudu, 2012). The hospitality
establishment is a broad category of fields within the service industry that
includes hotels, food and drink services, event planning, theme parks,
transportation, cruise line, traveling and additional fields within the tourism
industry (Smith, 2017). The hotel industry being a vital part of the wider
hospitality industry occupies an important place in the economy of most
countries, the industry was forecast to generate 555 billion U.S dollars in
revenue in 2016 (Smith, 2017). The main
purpose of hotels is to provide accommodation, food and drink to travelers
(Wellington, 2015). They are meant to provide a hospitality service that is
basically composed of accommodation, food and drink but in a warm friendly
environment (Wilson and Ariffian, 2012).
Work–life balance is the term used to describe the balance
that an individual needs between time allocated for work and other aspects of
life (Berrera, 2017). Areas of life other than work-life can be, but not
limited to personal interests, family and social or leisure activities. The
term ‘Work Life Balance' is recent in origin, as it was first used in UK and US
in the late 1970s and 1980s, respectively. More recently the term has drawn on
some confusion; this is in part due to recent technological changes and
advances that have made work and work objectives possible to be completed on a
24-hour cycle. The use of smart phones, email, video-chat, and other
technological innovations have made it possible to work without having a
typical "1 to 5 work day" (Chow, & Keng-Howe, 2016).
The menace of work- life imbalance is noticeable in the
hospitality industry. Employees in the hotels take painful effort to deliver
the various needs of its customers (Bardoel, De Cieri, &Shea, 2019). Work
deadlines are getting compact and the individual's jobs are loaded and added
with quality output (Abbott, 2018). Due to work in pressure, it becomes hard to
maintain balance between professional and family life. Work-life balance is now
an important determinant for more workers in attaining a thriving career (Abbott,
2018). The stipulations of work or personal life can cause stress, poor quality
time with family and friends, kids not knowing their parents and parents not
understanding their kids, as well as broken homes. Such circumstances impact on
workers physiologically thus resulting in
work
stress. People becomes disconnected from the work and instead of seeing work as
pleasure, work is seen as a burden (Bardoel, De Cieri, &Shea, 2019).
Organizational performance comprises
the actual output or results of an organization as
measured against its intended outputs (or goals and
objectives) (Hayman, 2010). Organizational performance involves
analyzing a company’s performance against its objectives and goals. In other
words, organizational performance comprises real results or outputs compared
with intended outputs. The analysis focuses on three main outcomes, shareholder
value performance; financial performance; and market performance. A high
performance in any hospitality establishment is usually accomplished when the
demands of personal life, professional life, and family life of a staff are
balanced. The staff tends to work with happiness and put in their best because
they are contended. One of the major determinants of staff happiness is
work-life balance (Berrera, 2017). A good work-life balance, on the other hand,
is profitable for both employees and employers. A case in point is the rise in
output of factories in the 19th century when work hours were reduced to 10, and
later, eight hours a day (Chow, & Keng-Howe, 2016). This reduction in work
hour positively affect work-life-balance but inversely affect workers
performance. There is growing concern that the quality of home and workers’
life is declining thereby causing poor worker contributions and performances at
work. Where employees are unable to suitably balance work and family life, they
tend to find it difficult to manage tasks at the workplace and this
subsequently shrinks productivity. Lack of work flexibility, elevated work
pressures and long working hours; a situation that decreases their job
performance and productivity (Chow, & Keng-Howe, 2016).
One of the inhibiting factors which must be acknowledged in
the discussion of work-life balance is the relative scarcity of theory; this
can be attributed to the fact that it is one of those areas of administration
where practice is ahead of theory (Berrera, 2017). Work-Life Balance is an area
which has been flooded in western literature however far less attention has
been given to the area in developing economies like Nigeria (Mordi, Mmieh &
Ojo, 2012). However, they acknowledged that some aspects of work-life balance
practices may be less applicable or require substantial adaptation in Nigeria
because of institutional and cultural differences. It is important for
organizations to ensure that their employees have a satisfactory level of
balance between work and other spheres of their life in order to ensure they
maintain a high level of job quality so as to minimize errors which would be
costly to the organizations. Work-life balance has become an increasingly
pervasive concern to both employers and employees of most organizations the
world over. Work-life balance primarily deals with employees’ ability to
properly prioritize between their work and everyday life, social life, health,
family etc. Work life balance (WLB) is largely associated with matters of
workers’ productivity, performance and job satisfaction. Where there is
appropriate balance between work and life, workers become predisposed to
putting in their best shots at work, because their families are contented.
Finding a suitable balance between work and life is a challenge for all
workers. Studies indicate that when there are happy homes, work places tend to
be conflict free and enjoyable places to be (Hayman, 2010). Rising attrition
rates and escalating demand for work-life balance have made it compulsory for
organizations to look outside human resource interventions (Hayman, 2010).
Consequently, schemes such as flexible working hours, alternative work plans,
leave plans, benefits rather than family care responsibilities and employee
assistance programmes have become an important part of organization benefit
programmes and reward packages especially in developed economies. It is on this
ground that this study intends to examine the influence of staff work life
balance in the performance of hospitality establishments in Umuahia, Abia
State.
1.2 Statement of the Problem
A central characteristic of work-life balance is the amount
of time a person spends at work. There are indications that long work hours may
harm personal health, endanger safety and increase stress. Developing economies
like Nigeria are faced with serious economic challenges and labour market
pressures added to poor social infrastructures, poverty, high unemployment and
corruption. These conditions further exacerbate the work and life of the
average Nigerian worker whose aim is to make a living and who may have to
arduously build up accommodating arrangements and cognitive psychological
coping behaviours that stimulate desirable satisfaction and effectual
functioning both at work and at home (Fapohunda, 2013). Most workers in Nigeria
are affected by lack of work flexibility, elevated work pressures and long
working hours; a situation that decreases their job performance and
productivity. There is growing concern that the quality of home and workers’
life is declining thereby causing poor worker contributions and performances at
work (Abbott, 2018). Where employees are unable to suitably balance work and
family life, they tend to find it difficult to manage tasks at the workplace
and this subsequently shrinks productivity (Fapohunda, 2013). It is against
this backdrop that this study intends to examine the influence of staff work
life balance in the performance of hospitality establishments in Umuahia, Abia
State.
1.3 Objectives of the Study
The main objective of the study is to examine the influence
of staff work life balance in the performance of hospitality establishments in
Umuahia, Abia State.
Specific the work will:
(i)
identify the various aspects of work-life
balance situation of hospitality establishments.
(ii)
analyze the influence of staff work-life
balance on productivity of hospitality staff.
(iii)
determine the factors affecting work-life
balance in hospitality establishments
(iv)
explore the measures followed by the hospitality
establishments to enhance the work-life balance situation of its employees.
1.4 Research Questions
The
following research questions guided the study
(i)
What are the various aspects of work-life
balance situation of hospitality establishments?
(ii)
What is the influence of staff work-life
balance on productivity of hospitality staff?
(iii)
What are the factors affecting work-life
balance in hospitality establishments?
(iv)
What are the measures followed by the
hospitality establishments to enhance the work-life balance situation of its
employees?
1.5
Research Hypotheses
H01:
Staff work-life balance situation has no significant influence on the
productivity of hospitality staff in Umuahia.
1.6
Significance of the Study
The result of this study will be of great
benefit to the various hospitality establishments.
Hospitality Establishments: It will give the
management and staff a broad knowledge of work-life balance, how to implement
and maintain it. When the management team and staff implements this knowledge
in their organization, staff will always be happy and have a sense of equity,
thereby putting in their best performance increasing the sales volume, thus
increasing productivity. Staff will have a greater level of motivation,
demonstrate greater level of involvement in their jobs, and having greater
level of readiness in giving more than what they are supposed to in
contributing to the survival and success of their organization and the
organization in turn breaks even and maximizes profit.
Students: The study will be of significant
importance to the students. They will have a better knowledge of work-life
balance. It will benefit them in gaining more knowledge for practical purposes
in the work field and for those who wish to use it as a basis for further
research.
Companies: It will be beneficial to various
companies, as the knowledge and understanding of work-life balance with proper
implementation will help promote equity in the work environment, break-even and
make higher profit.
Government: The Government will also benefit
from the study. Steady inflow of tax income will be accrued to the Federal
Government when various hospitality establishments start making maximum profit
and growing, thus boosting Nigeria economy.
1.7 Scope of the Study
The
scope of the study is limited to the influence of staff work-life balance in
the performance of hospitality establishment in Umuahia, Abia State. The
geographical scope is Umuahia, Abia State while the unit scope is managers and staff
of some selected hotels in Umuahia, Abia State.
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