WORK-LIFE BALANCE STRATEGIES, ENVIRONMENTAL FACTORS AND PERFORMANCE OF NON-TEACHING EMPLOYEES IN SELECTED PUBLIC UNIVERSITIES IN KENYA

Abstract

Most organizations are facing new demanding challenges, in maintaining a healthy balance between work-life. This has emerged as a critical concern for both employees and employer. Public universities, for instance, play a crucial global role in driving economic and social development through research and innovation. Whereas various universities have embraced and implemented various work-life balance practices, the extent to which they effect employee performance of non-teaching staff has not been explored. However, universities in Kenya are currently facing significant challenges, including employee stress, inadequate service delivery, strikes, and poor performance rankings. This study aimed to explore the impact of work-life balance strategies on the performance of non-teaching staff in selected public universities in Kenya, considering the moderating effects of environmental factors. Specifically, it examined the influence of social support, leave policies, flexible work arrangements, and health program support on the performance of non-teaching employees, as well as how these environmental factors impact that relationship. The research was grounded in the spill over theory, along with supporting theories such as social exchange theory, organizational support theory, and resource drain theory. Employed positivist research philosophy, the study used descriptive, cross-section survey approach and causal research designs. The target population encompassed 3538 respondents from support, middle level and supervisory staff in grade 1-13 as per the public universities staff grading system. Random and stratified sampling techniques were utilized. A sample size of 343 respondents determined through Taro Yamanes formula. Data collected were cleaned and analyzed using SPSS Version 27, with both descriptive and inferential statistics applied. A pilot study was conducted at University of Eldoret to test reliability of instruments, which achieved a Cronbach’s alpha of 0.896. Descriptive statistics were represented in tables, percentages, frequencies, means, and standard deviations, while inferential statistics included Pearson's correlation, ANOVA, and Linear regression analysis. Multiple regression analysis was conducted to test the proposed relationship. Validity of the research was established through content and expert judgment analyses on interview data. Ethical considerations were also factored into the research process. The results from the multiple linear regression indicated that social support (B=0.048, P=0.417), leave policy (B=0.056, P=0.298), flexible work arrangements (B=0.486, P=0.000), and health program support (B=0.275, P=0.000) had positive and statistically significant effects on employee performance. Hierarchical regression showed a progressive increase in R-square values from 64.2% (R2 =0.642) in the first model to 67.0% (R2=0.670) in the final model, suggesting that environmental factors significantly moderated employee performance. In conclusion, social support and leave policy were not significant while flexible work arrangements and health program support were not significant predictors of performance in chosen public universities in Kenya. The study recommends that human resource practitioners should develop strategies, policies that effect work-life balance and employee performance in a harmonious environment. The findings contribute valuable insights for the education sector, and government entities in crafting strategies, policies that promote for public employees performance. The insights gained from this research will not only inform future studies but also enrich the knowledge base for researchers, scholars in related fields.