Effect of Work Life Balance on Organization Commitment at Energy and Petroleum Regulatory Authority
Abstract
The current organizational operating environment has prioritized competitiveness as the
main objective and employee organization commitment has been seen as the most
appropriate strategy to foster competitiveness .However, the challenge in organizations
is how to achieve optimum organizational commitment among employees. employee
organization commitment can be achieved through appropriate strategies such as
effective implementation of organization culture that prioritizes work-life balance.
Different work-life practices are expected to influence employee commitment level
differently. The study's main objective was to establish the effect of work-life balance on
organizational commitment at the Energy and Petroleum Regulatory Authority, Kenya.
Specifically, the research aimed to establish the impact of flexible work arrangements,
employee social support, family leave arrangements, and employee health and well-being
on organization commitment at the Energy and Petroleum Regulatory Authority, Kenya.
Regarding the literature review and empirical discussion of previous studies, the study
was anchored on two theories namely the spill spillover-crossover model and threecomponent
model. A descriptive research design technique was employed for the
investigation . The population of the study was all employees working for EPRA. The
extent of adoption of different work-life balance practices was measured via descriptive
statistics. Regression analysis was performed to measure the association between worklife
balance and organizational commitment. The findings established that flexible work
arrangements ,health and well-being and family leave arrangements cause a positive and
statistically significant variation in performance. Overall, work life management
practices was found to be a significant predictor of performanceThe study concludes that
EPRA has put in measures to ensure work-life balance among the employees although
some aspects such as ability to attend to emergencies and guaranteed help in times among
others are areas of improvement The study recommends that EPRA has the opportunity
to strengthen its workplace environment and boost employee commitment by
incorporating these recommendations. By promoting flexibility, prioritizing health and
wellbeing, enhancing family leave policies, and nurturing a culture of social support,
EPRA can create a more engaged and dedicated workforce. This, in turn, will not only
benefit the organization but also contribute to its long-term success in the energy and
petroleum regulatory sector.
Publisher
University of Nairobi
Rights
Attribution-NonCommercial-NoDerivs 3.0 United StatesUsage Rights
http://creativecommons.org/licenses/by-nc-nd/3.0/us/Collections
- School of Business [1387]
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