THE EFFECT OF WORK-LIFE BALANCE FACTORS ON EMPLOYEES JOB PERFORMANCE – IN THE CASE OF COMMERCIAL BANK OF ETHIOPIA FEMALE TOP & MIDDLE LEVEL ADMINISTRATIVE STAFFS

Abstract

Today we see women working in almost all types of professions demonstrating that there is no gender difference in work. In fact, many organisations say that women are playing a major role in uplifting the organization. This is a positive development that women are making their presence felt in different walks of life. On the other hand, for every woman there is one more background to manage. That is home and personal life. Today with increasing demands at work place, the interface between work life and personal life assumed significance which demands more attention. Different factors affect work –life balance and one set of factors could be performance. The present study is undertaken to examine the effect of work life balance factors on job performance in different branch of Commercial Bank of Ethiopia within Addis Ababa. With the help of literature reviews summary, the study identified that three organizational factors which include: work time arrangement, WLB program (leave program) and organizational support (assistance program). And other factors like demographic factors (marital status & job level) and investigates their influence on job performance. To do so, the study has employed an explanatory study design with a descriptive design in interpretation of the data collected through questionnaire and structured interview. Accordingly, Commercial Bank of Ethiopia constitute the universe for the study and a whole sample of 289 women administrative staffs were participated in the study whose administrative level ranges from top and middle level in Addis Ababa. The respondents were selected using census that is using the entire population as a sample size. The analysis is made by making use of descriptive statistics, Pearson correlation, multiple regression model and ANOVA. The findings further indicate that, positive and substantial relationship was found between selected organizational and demographic factors and job performance. Among them assistance program and working time arrangement and leave program are significant predictor of job performance. In addition, it was revealed that the perception of WLB and level of job performance does significantly vary with different marital status but not significantly vary with different job level of the staffs. Based on this findings, it was recommended to the organization to improve assistance program and working time arrangement and to give more focus to WLB incentives and factors and suggestions for other researchers are also forwarded.