Effect of reward, job engagement, advance technology and supervisor support on family support and work life balance of Nigeria women in public sector
Previous studies on work-life balance found that working women had problems related to imbalance work and unfavourable family lives that influenced the family and organization. This phenomenon occurred due to a work-life imbalance in the office and at home that impacted personal and organizational p...
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| Format: | Thesis |
| Language: | eng eng |
| Published: |
2021
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| Subjects: | |
| Online Access: | https://etd.uum.edu.my/9895/1/depositpermission_s818438.pdf https://etd.uum.edu.my/9895/2/s818438_01.pdf |
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| Summary: | Previous studies on work-life balance found that working women had problems related to imbalance work and unfavourable family lives that influenced the family and organization. This phenomenon occurred due to a work-life imbalance in the office and at home that impacted personal and organizational productivity. A few factors have been recognized to understand better why working women need to balance their work and family life. One of the significant ways is to initiate, practice, and institutionalize a good work-life strategy that balances personal life, home, and work. There are empirical studies in the literature that have revealed the influence of reward, job engagement, advanced technology, supervisor support, and family support towards work-life balance. However, this situation does not exist for the Imo State of Nigeria; hence this study is conducted. Thus, this study was conducted to fill the research gap to determine the relationship between reward, job engagement, advanced technology, supervisor support, family support, and work-life balance of working women in a public sector (in four selected ministries) in the Imo state of Nigeria. In this study, multiple regression analysis techniques were used. There were 500 questionnaires distributed to the working women in the four selected ministries. Out of this 500, 304 or 60.8 % of questionnaires were returned, which was above the average, and therefore the analysis was conducted. The result of the analysis shows that advanced technology is positively related to work-life balance but is not significant. Supervisor support is negatively related but significant to work-life balance. Reward and job engagement are positively related, which is significant to work-life balance and support it. Besides, family support has no moderating effect on reward, job engagement, advanced technology, or supervisor support on work-life balance. These indicate that they are not supported. Thus, the hypotheses result show that three hypotheses (H1, H3, H4) are supported while five hypotheses (H2, H5, H6, H7, H8) are not supported. The practical implications of the finding have been discussed. |
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