Effect of Perceived Work Life Balance Practices on Employee Job Satisfaction at Kenya Forest Service
Abstract
In recent times, the field of human resource has widely preoccupied itself with the
discourse of work-life balance practices. Many organizations are therefore rethinking
around and towards ensuring their employees are satisfied with their jobs. The study’s
objective was to establish the effect of perceived work-life balance practices on employee
job satisfaction at Kenya Forest Service.The study was anchored on two theories, the
Psychological Contract theory and Social exchange theory. A descriptive research design
was utilized in the study. All the employees of Kenya Forest Service headquarters were
used as the study population. This study used census method which refers to the complete
enumeration of a population. Both open and closed -ended questions were collected by
use of a questionnaire. The data comprising two hundred and fifty which was drawn from
20 Senior Management, 90 Middle level Management and 140 from the Lower cadres.
The data was analysed using descriptive statistics: frequency, percentages, standard
deviation and mean. Data was presented using tables, charts and graphs. According to the
study it was evidence that most of the staffs in Kenya forest service highly accept flexi
time work schedule, and they agreed that Kenya forest service can set up flexi time
scheduling without incurring extra cost. However the organization has failed to train all
the employees to familiarize them with flexi time work arrangement, also they failed to
communicate with all employees for the successful implementation of the flexi time
program in Kenya Forest Service headquarter. The study of the findings established that
perceived work life balance practices had positive effect on the employee job satisfaction
at Kenya Forest Service. By increase of their attributes to satisfaction on their retention,
team work, their loyalty to the Company, attendance and Employee attitude. The findings
also indicated positive linear relationship established between work life balance and
employee job satisfaction. The study concluded that the most problem facing the
organization in Kenya is the implementation of the work life balance practices in order to
motivate employees, motivated employees work harder to achieve the organization
objectives. Most organization has good work life practices but failed to implement them.
This means that for Kenya Forest Service headquarter to satisfy their employees they
must implement fully and involved all employees when formulating work life balance
practices. Since there was a positive relationship between work life balance practices and
job satisfaction it is suggested that the same study can be conducted in all the Kenya
forest conservation areas.
Publisher
University of Nairobi
Rights
Attribution-NonCommercial-NoDerivs 3.0 United StatesUsage Rights
http://creativecommons.org/licenses/by-nc-nd/3.0/us/Collections
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