Work-Life Balance Programs to Improve Employee Performance

Work-Life Balance Programs to Improve Employee Performance by George Sheppard MBA, SUNY Empire State College, 2011 BS, SUNY Empire State College, 2008 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University January 2016 Abstract Although work-life balance programs in the United States have become increasingly popular through the years, there is still a need to understand the contributions of these programs on employee performance. The purpose of this case study was to explore the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization. The job demands-resources model formedAlthough work-life balance programs in the United States have become increasingly popular through the years, there is still a need to understand the contributions of these programs on employee performance. The purpose of this case study was to explore the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization. The job demands-resources model formed the conceptual framework for this study. Data were collected through semistructured interviews from a purposeful sample of 10 managers and 10 non-managerial employees working at a charter school organization in Harlem, New York. Data collection also included organizational performance track indicator documents on employee absenteeism, turnover, motivation, productivity, job satisfaction, and retention, archived organizational records on WLB programs, and current WLB programs and policies guidelines. Through methodological triangulation, a number of themes emerged. These themes included work-life balance programs’ effectiveness, the importance of a supportive work environment, employee commitment and motivation, employee wellbeing and productivity, employee job satisfaction and quality work life, organizational culture change, and low utilization of the job sharing program. According to the study results, work-life balance programs could help improve organizational culture and employee overall performance. The results of this study may contribute to social change by preparing employers for success while simultaneously positioning individuals to attain optimum balance between work and life responsibilities. Work-Life Balance Programs to Improve Employee Performance by George Sheppard MBA, SUNY Empire State College, 2011 BS, SUNY Empire State College, 2008 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University January 2016 Dedication I dedicate this doctoral study to my Lord and Savior Jesus Christ for his grace, mercy, and favor to complete this doctoral program. I also dedicate this degree to my beloved wife Amorel and my children Tatiana, Kelvin, John Luke, and Adonai for providing me an opportunity to practice balance between my professional and personal life. Your support, prayers, understanding, and wisdom allowed for my success. Furthermore, my dedication goes to my mother and father, my brothers and sisters. Thank you all for praying for my continuing progress as well as for believing in me. This has been a long and rewarding process that would not have been possible without all of you. Each of you touched my life in ways that inspired me to press forward when this journey became challenging. Acknowledgments I want to thank the many professors and staff in the Walden community for their support and guidance throughout this process. Specifically, I want to thank Dr. Gergana Velkova for her encouragement, exceptional guidance, and countless reviews of my DBA proposal drafts from the beginning through the end of this process. Without your relentless support and patience, including responding to the numerous emails I sent, as well as making yourself available beyond your work hours, the process of reflecting, writing, and putting my doctoral study into final form would not have been possible. Furthermore, I want thank Dr. Jill Murray for providing me the wisdom, knowledge, and instructions to explore my topic in depth. Finally, I want to thank Dr. Richard Snyder, URR, for his expert input regarding the content, which encouraged me to think reflectively and critically while writing.