Balancing work, family and personal life: Perspectives of female staff at the College of Distance Education, University of Cape Coast, Ghana

Abstract

The study examined how female staff of the College of Distance Education (CoDE), University of Cape Coast (UCC) balance work, family and personal life roles, amidst their busy work schedules. A 21-item well-structured questionnaire was developed to collect primary data. Using the convenient sampling technique, 32 female staff was selected for the sample. Statistical tools such as percentages, mean, standard deviation as well as regression analysis were used to examine the relationship between organizational, family and personal life roles of the respondents. The findings of the study revealed that female staff of CoDE is not able to balance work, family and personal due to situational roles and their busy work schedules. The study also show that the university does not support female staff with policies and programmes that would assist them in this regard. The urgent need for the university to enact institutional policies and to show commitment in establishing a work-family friendly environment was recommended. This is important since the female staff at CoDE work 15 h on the average daily, which far exceed their contractual working period of 8 h.

Influence of Work-Life-Balance and Family-Life-Balance on Job Performance and Satisfaction of Business Studies Teachers in Bauchi State, Nigeria

“…The study of Gragnano et al (2020) also confirmed that workers considered health as important as a family in the WLB. Some Recent studies also affirmed this finding (Clara, 2020;Denson et al, 2018;Jackson & Bridgstock, 2019;Rusman et al, 2020;Szelényi & Denson, 2019).…”

“…Brue (2019) reported that WFB has an influence on the job performance and satisfaction of the employee. Similarly, Clara (2020) reported that WFB promotes the job commitment of workers, reduces the rate of absenteeism and enhances the satisfaction of the employee. Felicity et al (2013) conclude that WFB is a strong determinant of employee commitments and satisfaction in an organization.…”

“…Arthur argued that the effective WLB has an influence on levels of success and satisfaction of the employee. Clara (2020) reported that adequate WLB enhances the job commitment of workers reduces job stress, absenteeism and more job satisfaction for individual workers. Felicity et al (2013) conclude that WLB is important in enhancing employee performance at work and home.…”

“…Several studies were conducted on the subject matter. For example, studies at tertiary institutions (Clara, 2020;Denson et al, 2018;Jackson & Bridgstock, 2019;Szelényi & Denson, 2019) studies conducted with business organizations (Gragnano et al, 2020;Joseph & Sebastian, 2017), few were conducted in primary and secondary schools (Song et al, 2020) from different countries of the world such as USA (Brue, 2019;Denson et al, 2018;Szelényi & Denson, 2019) Mexico (Rusman et al, 2020) Malaysia (Johari et al, 2020) Turkey (Erdamar & Demirel, 2016;Koc & E, 2020) Italy (Gragnano et al, 2020) and China (Song et al, 2020) with densely women respondents (Gragnano et al, 2020) leaving behind limited information concerning the subject matter in Nigeria more especially at Basic Education which the study seeks to bridge the gap by examining the influence of WLB and family life balances on job performance and satisfaction of business studies teachers in Bauchi state.…”

Ten simple rules for empowering women in STEM

“…In addition, personal endeavors to balance time are: (a) establishing priorities among tasks and roles; (b) planning and scheduling work, personal, social, and familial activities; (c) building boundaries between work and social activities; and (d) organizing vacations; among others [59][60][61][62][63].…”