Effect of Perceived Work Life Balance on Employee Turnover Intent Among International Humanitarian Organizations in Kenya

Abstract

This study was conducted to establish the effect of perceived work life balance on employee turnover intent among international humanitarian organizations in Kenya. The study adopted a descriptive survey research design. The target population of the study included all the 1860 employees of International Humanitarian Organizations in Kenya. The sample of the study was 144 selected through stratified sampling method. The respondents included program staff working for the IHOs. Primary data was collected from the participants using a structured questionnaire. Correlation and regression analysis were used in establishing the effect of perceived work life balance on employee turnover intent among international humanitarian organizations in Kenya. The research findings revealed that International humanitarian Organizations in Kenya have adopted a wide range of work life balance practices. These practices include those related to flexible working schedules; employee benefits, employee assistance programs and job design. It was concluded that that a strong inverse correlation exists between WLB practices relating to flexible working schedules; employee benefits; employee assistance programs and turnover intent. Perceived WLB practices were found to have a significant effect on turnover intent among the IHOs in Kenya. The key recommendations of the study were: working in shifts was not very common among the IHOs. There was need to explore ways of making this realistic since it is one of the WLB practices that may provide enough time to employees to attend to other important issues in their lives. Another recommendation was that paid study leave and provision of day care services paid for by the organizations were not common WLB practices. The organizations need to consider these because they assist in improving the skills of workers and enabling them access vital services respectively.