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.