INVESTIGATING THE IMPACT OF WORKLIFE CONFLICT ON EMPLOYEES’ JOB SATISFACTION IN THE CASE OF COMMERCIAL BANK OF ETHIOPIA

Abstract

Work life conflict is defined as a form of inter-related conflict in expectation between both work and life roles. Job satisfaction has been defined as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences”. The study aimed at exploring the impact of work life conflict on job satisfaction in Commercial bank of Ethiopia in Addis Ababa. To achieve this purpose, explanatory study design were used to analyze the data collected through cross sectional survey questionnaire from a sample of 410 bank employees. Five branches were selected by simple random sampling and the study subjects in each branch. Simple Random Sampling (Lottery method) was employed to obtain the participant from each working unit from monthly work schedule obtained from the managers of each branch. The data collected from the questionnaire were analyzed using Statistical measures such as correlation and multiple regression analysis. The major findings of the study include low level overall job satisfaction in the organizations under study, three work life conflict dimensions i.e., work to personal life interference, work overload and personal life to work interference and job satisfaction found to be inversely and significantly related. And also indicate that job autonomy is the most important factor to have a strong, positive and significant relationship with job satisfaction. In addition to this, four work life conflict dimensions of this research significantly explain the variations in job satisfaction. However, except job autonomy, which statistically and positively predicts the variation in job satisfaction, the three work life conflict dimensions i.e. work to personal life interference, work overload and personal life to work interference statistically and negatively predict the variation in job satisfaction. Based on the findings of the study, it is recommended that Top management should realize the effect of work life conflict on job satisfaction and should implement work life balance programs, practices and policies, and also it is essential that HR departments are responsive to the needs and constantly changing requirements of workforce and the effect of environmental issues in order to improve programs and policies of work life balance like locally attainable flexible work time arrangements.