| dc.description.abstract | The Objective of this study was to establish the impact of work-family conflict on Job Satisfaction in Kenya Revenue Authority. It was to answer two research questions: what forms of work-family conflict are prevalent among KRA employees, and which cadre of staff are most affected by the identified forms of work-family conflict. Review of the past research studies, books, journals and articles were carried out on the objective of the study. The study adopted a sample survey research designs. Data was collected using structured questionnaire, which covered all the variables of the study from 94 sampled employees of KRA and from across all departments and job grades.
Data obtained was subjected to quantitative methods of data analysis using SPSS (version 15). Results obtained were presented using tables and graphs for ease of understanding and interpretation. The results of the study showed that employees of the authority experience all the forms of work-family conflict. However, the most common one is time-based workfamily conflict. Work-family conflict is more prevalent compared to family-work conflict. Male employees were found to be experiencing more of work-family conflict than female counterparts. Family-work conflict though not common in KRA is experienced more by female employees than male counterparts.
The study also found that work-family conflict is more prevalent at the top management level, followed by middle-level management. In contrast, nonmanagement staff experience more work-family conflict than lower-level management staff. In all the cadres in KRA, work-family conflict was found to have a negative correlation with job satisfaction. The more work-family conflict increases, the more job satisfaction is affected.
In conclusion, the study has found that work-family conflict not only affect Western countries but also is prevalent in African settings. Therefore, further research on this topic is recommended in organizations adopting a 24-hour operation, while also advocating for formulation of work-family friendly policies to help reduce conflict between work and family domains. | en_US |
