Quality Of Work-life Balance and Employee Performance in Kigali Independent University

ABSTRACf In this study the researcher discussed about Quality of work —life and employee performance, case of Kigali Independent University and researcher attempted to assess the effect of quality of work-life balance on employee performance in that university, and this was verify true analysing the effects of flexible working hours on employee performance, to analyse the effect of dependent care initiatives on employee performance, to assess the influence of wellness program on employee performance, to determine the effect of reduced working hours on employee performance and to determine the effect of health and welfare on employee performance. The second chapter included discussions as to other related literature secondary sources were used for this purpose; they included books on Human resource and personnel management, journal and articles published both in print and online. The organisations documents (from human resource department) were also used to throw some light on issues pertaining to the university. Interviews and questionnaires were used to collect information and descriptive research help us with describing the characteristics of staff ofKigali Independent University, a sample size of 127 had been used to represent a total population of 187 employees that works in Kigali Independent University. Data are mainly primary and secondary data. Both qualitative and quantitative data analysis were used in analysing the data collected. Analysis and interpretation of findings revealed that there is a very strong relationship between quality of work life balance and employee performance, it revealed that there are consequence of unbalance between work and life at organizational level, family level and at individual level, but XII it revealed also there was some advantage that employees receive from Kigali Independent University in terms of work life program, health welfare and career development. In conclusion unbalance between work and life had different effect on employees’ performance at individual level organizational level and family level, however work life balance and employee performance go in pair. In the study it was evidence that Kigali Independent University have tried their best to balance employees work and life even if human beings are generally not satisfied, they are comfortable at Kigali Independent University.

Table of Contents

Title Page

DECLARATION ii

APPROVAL iii

DEDICATION iv

ACKNOWLEDGEMENTS

Table of Contents

LIST OF TABLES

LIST OF FIGURES

ABSTRACT

CHAPTER ONE 1

INTRODUCTION 1

1. 1.1 Background of the study 1

1.1.2 Historical Background ofthe Kigali International University 3

1.2 Statement of the problem 4

1.3 Purpose ofthe study s

1.4 Objectives ofthe study 6

1.5 Research question 6

1.6 Scope of the study 7

1.7 Significance ofthe study 7

1.8 Conceptual framework 8

vi

CHAPTER TWO .12

REVIEW OF LITERATURE 12

2.1 Overview 12

2.1.2 Theoretical framework 12

2.2 Review of Related literature 13

2.2.1 Quality ofwork life efforts 14

2.2.2 Factors contribute to Quality of Work Life 15

2.2.3 Work life conflict and Work life balance 16

2.2.4 Work life balance programs 20

2.2.5 Child and dependent care facilities 22

2.2.6 Employee assistance programs 24

2.3.7 Drivers for work life balance strategies 27

2.3.8 Employee performance 28

CHAPTER THREE 31

RESEARCH METHODOLOGY 31

3.1 Overview 31

3.2 Research design 31

3.3 Research Population 32

3.4 Sampling Size and Sampling Procedure 32

3.5 Data Collection Instrument 33

3.6 Validity and Reliability of Instruments 33

3.7 Data analysis 34

VII

3.8 Limitations of the study .35

CHAPTER FOUR 36

DATA PRESENTATEON AND ANALYSIS 36

4.1 Overview 36

4.2 Quantitative analysis 36

4.3 Qualitative analysis 50

4.3.1 Balance between work and life 50

4.3.2 The effect of unbalance between work and life on employees output 50

4.3.3 Deliverance of permission 51

4.3.4 Flexible hours, and reduced hours for work 51

4.3.5 Child care initiatives and its disadvantages 52

4.3.6 Weilness program and its advantages 53

CHAPTER FIVE 54

DISCUSSION OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS 54

5.1 Introduction 54

5.2 Discussion of Major Findings 54

5.2.1 Work life Conflict 54

5.2.2 Flexible working hours 55

5.2.3 Childcare Initiative 56

5.2.4 Work Life Program 56

5.2.5 Career Development 57

5.3 Conclusions

5.3.1 Work life conflict ~

5.3.2 Flexible working hours 58

5.3.3 Child and Dependent Care Initiatives 58

5.3.4 Weilness programs 58

5.4 Recommendations 59

5.4.1 Work life conflict 59

5.4.2 Working flexible hours 60

5.4.3 Health and welfare 61

5.4.4 Dependent Care Initiatives 62

5.4.5 Weliness programs 63

REFERENCES 65

APPENDIX A: INTERVIEW GUIDE 69