ghanaopendata/ghanaian-research-english huggingface dataset:
Work-family conflict and job burnout among staff of National health insurance scheme in Cape Coast

This study sought to assess the role of work-family conflict in job burnout on the staff of staff of National Health Insurance Schemes within Cape Coast Metropolis. As such, specific objectives were to examine how employees agree with their work-family conflict variables, determine the support employees received by their spouses on work-family conflict and job burnout issues, determine the support employees received by their supervisors on work-family conflict and job burnout issues, determine the support employees received by their co-workers on work-family conflict and job burnout issues, determine the effect of work-family conflict on job burnout. Data were collected through a self-administered questionnaire from staff in the National Health Insurance Schemes within Cape Coast Metropolis. The study used a random sampling technique and a sample size of 130. The results reveal that individuals who are confused between work and family roles repetitively experience greater stress levels that lead to undesirable work outcomes such as decreased job satisfaction. The results indicate that their work roles and their family roles fit do no together well. The study again revealed that spouses provided great amount of support to their fellow spouses such that their spouse always encourage them in what they do. Lastly, Work-family conflict affected employee job burnout at the Centre. The study concludes that, there is need supportive work-family culture and management is concerned about their relationships both at home and at work. Further, there is need to establish policies and procedures that go well with the diversity of workforce. It is recommended that supervisors should best be in placed to establish the cause of any problem as soon as it emerges and find a resolution before attitudes have hardened and confrontational stances have had time to develop.

Source: UCC
Work-family Conflict, Job Satisfaction, Family Satisfaction, and Social Support Among College Tutors In South Western Ghana

The study explored work-family conflict (WFC) among tutors in the south western regions’ Colleges of Education in Ghana, and its relationship with job satisfaction, family satisfaction, and social support. Descriptive research design was used to conduct the study. A total of 222 tutors were selected for the study, using census method. The instrument used for data collection was questionnaire. Data were analyzed using means and standard deviation, Bivariate Pearson Moment Correlation Coefficients, and a linear regression analysis. Findings revealed that tutors of Colleges of Education in the south western part of Ghana do not experience a significant level of conflict between their family responsibilities and the demands at work. Also, the result of the study shows that social support has a significant role to play in reducing work family conflict among tutors in Colleges of Education. It resolved that, although tutors experienced work-family conflict, the support they received was very helpful because it limited the influence of work-family conflict (WFC), as well as the job and family life satisfaction, among tutors in south western Ghana. It is recommended that tutors should plan and manage their time very well. This would ensure that sufficient quality time is spent with family and in fulfilment of their roles.

Source: UCC
Work-Family Conflicts And Employee Job Performance: The Moderating Role Of Openness

The purpose of this research is to explore how openness affects the relationship between work-family conflict and job performance. The research used a cross-sectional methodology, and 281 workers were chosen using random and stratified approaches (i.e., senior staff University of Cape Coast). Data were collected via a questionnaire, and the PLS-SEM was utilized to analyze the outcomes. The report's outcomes demonstrated that staff members were aware of the problem of work-family conflict and how it affected how well they did their jobs. Even if workers have alternative means of dealing with Work-Family Conflict (WFC), it was also discovered that openness had an impact on the association between job and household friction and staff work output. The research eventually concluded that work-family conflict affects workers' overall degree of output even while openness moderates the link and workers often use various coping mechanisms. The study then recommended that the human resource directorate and management of the University of Cape Coast should adopt policies and measures that would reduce conflict due to balancing one’s job and household duties. This can be achieved by ensuring that employees adhere to the leave policy of the university and take their leave when it is due. The management of the University of Cape Coast should create flexible work schedules and implement team-building activities to reduce workplace conflicts and foster commitment among employees in the University.

Source: UCC
Work-home conflict of female administrators in basic schools in the Accra metropolis

The purpose of the study was to find out the problems women administrators face as they perform work-home roles. The study investigated the nature of the conflict and gender roles that conflict with their participation in educational administration. The study also tried to identify the support the female administrators get from their family members as they perform their dual responsibilities and how to manage work-home conflict. The study employed the descriptive survey design. The purposive and random sampling techniques were used to draw a sample size of 125 from the population of 400. The sample size was made up of female heads of public and private basic schools in the Accra Metropolis. The main instrument used for data collection was the questionnaire which had 43 items, made up of both open-ended and closed-ended items. The return rate achieved in the distribution and collection of the questionnaire was 96%. The findings of the study revealed that women work after official hours to get work done. They confirmed that delegation of some aspect of their jobs to subordinate helps to promote efficiency. The study further revealed that although women get support from family members in the performance of their duties in the home, they sometimes leave their official work to attend to family problems and vice versa, hence the difficulty to combine their roles. On the other hand the study revealed that women administrators are able to manage work-home conflict. Recommendations made include the training of women in administrative positions on how to manage role conflict efficiently and effectively.

Source: UCC
Work-life balance and creativity among senior staff at the university of cape coast, Ghana

Work life balance and employee creativity are very significant for ensuring sustained and productivity from the employees of an organization. It is an impressive contribution to the development of the University of Cape Coast. The main objective of this study is to determine the influence of work life balance on creativity among senior staff employees in University of Cape Coast. The study employed a descriptive survey research design. The study used a quantitative approach. The population was 550 and the sample size of 200 staff was determined using the Morgan Sample Determination Table. A self-administered questionnaire was the main research instrument. The statistical tools used to analyse the study were the frequency table, percentages, Pearson Product-Moment correlation analysis and Multiple Regression. Overall, results showed that there was a positive and significant relationship between work life balance and employee creativity (Beta = 0.533). Also, a positive relationship between time balance and employee creativity. Moreover, involvement balance was positively related to employee creativity. Finally, there was a positive relationship between satisfaction balance and employee creativity. Due to the highest correlation between involvement balance and employee creativity (r = 0.438), management should endeavor to empower their staff. In an organisation where employees are empowered, collective decision-making and the balanced distribution of authority and responsibility not only increase the employee‟s efficiency, work satisfaction and organizational commitment, but also improves the employee‟s capacity of meeting expectations and of adapting to change, and being creative. It is recommended that the University of Cape Coast, particularly, the Human Resource Unit should put in measures that would give staff enough time to enjoy their personal lives without limiting their potential to execute their official duties.

Source: UCC
Work-life Balance and Employee Commitment of Lecturers in University of Cape Coast

The study sought to examine the relationship between work-life balance and employee commitment of lecturers in the University of Cape Coast. This was done by identifying the causes of work-life imbalance, and evaluating the effect of time balance, involvement balance, satisfaction balance and work-life balance on employee commitment. The study employed a quantitative research approach using standard linear regression, correlation analysis and descriptive statistics in achieving its specific objectives. Structured questionnaire was used to collect data from lecturers selected randomly from the five main colleges in the university. The sample size of the study was two hundred and fifty three (253). The study found out that the primary causes of work-life imbalance among lecturers are their career ambitions, inadequate training and resources, no opportunities to work lesser hours or in shifts, and unrealistic deadlines and unreasonable job demands. The study also found a positive and moderately strong relationship between work-life balance- along with its dimensions, and employee commitment. Based on this premise, the study recommended work-life balance policies such as flexible work schedules, paid study leaves, family-coverage incentives, work holidays and career advancement support to help improve the commitment of lecturers and the subsequent enhancement of their job performance.

Source: UCC
Work-life balance and employee exit intentions: evidence from three selected commercial banks in the Wa Municipality

In this modern, dynamic and complex business environment, organisations including commercial banks are under immense pressure to acclimatise to changes, opportunities and challenges in bid to compete and survive. This therefore puts pressure on staff to meet target. In this regard, staff may either have to concentrate more on their job to meet the demanding target at the neglect of their family and vice versa. It is in this regard that the current study seeks to examine the effect of work-life balance on employee exit intentions in three selected commercial banks in the Wa municipality, Ghana. The study employed the quantitative approach and causal research design due to its research objectives. The census technique was employed to solicit for information from all the 106 staff of the three commercial banks within the Wa municipality. However, data obtained from 98 respondents with a 92.6 percent response rate were reliable and thus used for the study. The study employed descriptive tools such as means and standard deviations in analysing data obtained from structured questionnaires. The study found that, having in-depth knowledge about one’s work is a positive and highest determinant of work life balance among the employees. Finally, the study found work life balance to have a negative significant effect on the exit intention of the banking staff in the Wa municipality. To address these problems, the study recommended that, management of these commercial banks that should organise more intensive, innovative and educative employee development programmes through workshops. Organising workshops regularly to address various challenges facing the staff at the workplace would help increase their level of knowledge about their work roles and in turn improve work life balance.

Source: UCC
Work-life Balance and Employee Performance at the Tamale West Hospital, Ghana

ABSTRACT The purpose of the study was to examine the effect of work-life balance on employee performance at Tamale West Hospital, Ghana. In order to achieve the main purpose, the following specific objectives were pursued: Examine the examine the effect of work-life balance practices on task performance, citizenship performance and counterproductive performance of employees at Tamale West Hospital. The study adopted a quantitative approach and the design was the descriptive research design. Out of 300 staff members, questionnaires were distributed and retrieved from a sample of 170. The data was coded using Statistical Package for Service Solution (SPSS) version 25.0 and the analysis was done by adpting descriptive statistic and linear regression analysis. The findings revealed that health workers were able to balance both work and personal/life roles. Also, it was found that work-life balance practices cause a change in employees’ task, citizenship and counterproductive performance, however, weak. The study further concluded that work life balance practices have positive impact on employee performance, however, small. The study recommended that the authorities of Tamale West Hospital, Ghana must institute effective work load management that explain the causes of imbalance and strategies for upgrading the quality of lives to crate the life and work goals.

Source: UCC
Work-life Balance and Employee Performance in the Ghana Education Service in Nsawam-adoagyiri Municipality

ABSTRACT The purpose of the study was to examine the effect of work-life balance on employee performance at the Ghana Education Service in Nsawam-Adoagyiri Municipality. Based on the purpose of the study, the following specific objectives were formulated: assess work-life balance practices for workers, examine the level of performance of employees as a result of being able to balance work and life roles andexamine the effect of work-life balance practices on employees’ performance in the Ghana Education service at Nsawam Adoagyiri Municipality. The research used a quantitative methodology, and adopted descriptive design for objectives one and two and explanatory research design for objective three. A total of 317 people were randomly selected from a population of 1789. The respondents were given structured questionnaires, which were all suitable for analysis. Data obtained were analyzed using descriptive statistical tool – mean, standard deviation and linear regression. The study revealed that to enhance work-life balance practices factors to put in place included flexible working arrangement as well as enable workers to work from home. However, the study found that management do not understand family issues of staff well. Again, the study found that the balance achieved help them to exhibit skillfulness in delivery service, exercise adequate control over task and a strong and positive significant relationship between the two variables. It was concluded that work life balance practice is a good predictor of employee performance in the Ghana Education service at Nsawam-Adoagyiri Municipality. It was recommended that management should establish facilities that would create a balance between work pressures with physical and mental well-being

Source: UCC
Work-life balance and employee performance in the Ghana Audit Service

Work-life balance has been known as one of the possible factors that influence employee performance. A drop in performance has been experienced by employees at the Ghana Audit Service, and this could be attributed to labour-life balance. This research, therefore, examined the impact of work-life balance and employee efficiency at the Ghana Audit Service in the Cape Coast Metropolis. The research was also interested in finding the causes of work-life imbalance among audit staff as well as the effect of labour-life balance on employee performance. The investigator assumed the correlational research design and used a planned questionnaire to collect data from 75 employees of the Ghana Audit Service in Cape Coast. The responses were analysed using mean, standard deviation, independent sample test, and the linear regression techniques. The study revealed that stress, work overload and irregular work schedule are some of the causes of work-life imbalance. It was also discovered that work-life balance has a substantial effect on the performance of employees. It has also been shown that there is no significant distinction between the audit staff's work-life balance between males and females. The researcher suggests that training programs be undertaken to provide workers with personal management and effectiveness skills so as to be able to properly handle the strains of their work. It was also recommended that more employees be hired to ease the pressure on existing staff.

Source: UCC
Work-Life Balance and Employee Retention at the Selected Hospitals in the Ga West Municipality

The purpose of the study was to examine the effect of work-life balance and employee retention at the selected hospitals within the Ga West municipality. To achieve the main purpose, the following specific objectives were pursued: examine the work-life balance among the employees considering their personal and organisational roles in the selected hospitals, examine the difference for work-life balance for male and female at selected hospitals and examine the effect of work-life balance on employee retention at selected hospitals within the Ga West municipality. The study adopted a quantitative approach and the design was both the descriptive and explanatory research design. The study also adopted a census study however, 103 questionnaires were retrieved from a population of 104. The Research instrument used was questionnaire and the findings revealed that health workers were able to balance both work and personal/life roles and there were differences in mean score for male and female in balancing work and life roles. Also, it was found that a moderate and positive statistically significant relationship between the work life balance and employee retention. The study concluded that there is difference in mean score for work-life balance for male and female and work life balance practice is an important factor in increasing employee retention. The study recommended that the health authorities must institute effective work load management that explain the causes of imbalance and strategies for upgrading the quality of lives to crate the life and work goals, especially for the female counterparts.

Source: UCC
Work-Life Balance and Employees‟ Performance: A Case of Staff of University of Cape Coast

This study was aimed to examined the effect of work life balance on employee performance of University of Cape Coast. Specifically, to analyse the work life balance policies for staffs at the University of Cape Coast; to analyse the perceived level of performance among staffs of the University of Cape Coast; and to examine the effect of work life balance on performance of staff of the University of Cape Coast. The study was centered on the social exchange theory and social cognitive theory. The “study employed the explanatory research design since the study tested the relationship between the various variables. The data collection instruments were questionnaire. The study employed the quantitative research approach. The simple random sampling technique was used in selecting a respondent of 385. Descriptive statistics and structural equation model were employed to analyse the objectives of the study. The study found that, there was work life balance influences performance of employees of University of Cape Coast. The study recommended that management must implement flexible work arrangements such as flexible hours, compressed workweeks, or remote work options. This flexibility allows employees to manage their personal and professional commitments more effectively.

Source: UCC
Work-life balance and performance of employees of Volta River Authority Limited, Aboadze

Work-life balance has become major factor in modern trends in human resource management that will enable direct relationship between competent and committed organization and its employees. Studies in the work-life balance literatures have shown that work-life balance has some influence on employees‘ performance but has not been conclusive. The study moves out to investigate the relationship between of work-life balance and employees‘ performance at Volta River Authority, Western Area work location. Having use quantitative correlation design, census sampling method, interview schedule, multiple regression and statistical software program SPSS_20 for analysis. The study revealed that geographical location and physical/health fitness significantly influence employees‘ performance. It was discovered that geographical location and physical/health fitness significantly influence employees‘ output. Work-life balance has no significant influence on employees‘ quality of work. Work-life balance has no significant influence on employees‘ punctuality. In this regard, it is recommended that managers and supervisors should pay more attention to geographical location and physical/health fitness to drive employees‘ performance. Besides, the study recommends that managers and supervisors should consider geographical location and physical/health fitness in order to increase employees‘ output.

Source: UCC
Work-Life Balance and Psychological Well-Being of Mental Health Nurses in Ankaful Psychiatric Hospital: The Moderating Role of Personality Trait.

The goal of this study was to look into mental health nurses' work-life balance and psychological well-being at Ankaful Psychiatric Hospital. Descriptive survey design was used for this research. Census method was used to select One hundred and thirty-three (133) mental health nurses. Data were collected using adopted questionnaire that is; psychological well-being questionnaire, work-life balance questionnaire and personality trait questionnaire. Statistical procedures used in data analysis were mainly percentages and frequency distribution, means and standard deviations, Pearson’s product Moment Correlation Coefficient and process procedure by Hayes (2013) for moderation analysis. The study discovered that mental health nurses of Ankaful psychiatric hospital had a balanced work-family life. Moreover, respondents had high psychological well-being. Work-life balance and psychological well-being also had a weak positive relationship. Extraversion has also been revealed to be a moderating factor in the association between work-life balance and psychological well-being. Other personality qualities such as openness, neuroticism, agreeableness, and conscientiousness had no bearing on the work-life balance-psychological well-being link. To maintain the better psychological well-being of mental health nurses, work-based techniques such as work-conflict management strategies should be implemented.

Source: UCC