| dc.description.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 | en_US |
