WORK-LIFE INTEGRATION STRATEGIES AND CAREER SUCCESS IN THE NIGERIAN BANKING INDUSTRY
Abstract
This study examined the relationship between work-life integration strategies and career success in the Nigerian banking industry. The target population of the study comprise employees of deposit money banks (DMBs) in Rivers State, Nigeria; however the study was streamlined to ten biggest DMBs in Rivers State, Nigeria.Using purposive sampling techniques a sample of 250 respondents were drawn from the selected DMBs. A quasi-experimental research design was employed, and data was collected through a cross-sectional survey, and the researchers gathered their data from primary sources using a 5-point Likert-type validated questionnaire. The correlation analysis using the Statistical Package for Social Sciences (SPSS) Version 25 was used for data analysisas it allows the researcher to estimate relationship between two variables. The result illustrates that work-life integration strategies has a positive influence on career success in the Nigerian banking industry. Specifically, the dimensions of work-life integration such as flexible work arrangements, transparent/open communication, employees’ training and development, wellness programmes, encouraging time-off/leave policy, and measuring work results, not hours respectively, were revealed to have a positive and statistically significant correlation with career success in the Nigerian banking industry. Based on these findings above, this study concludes thatflexible work arrangements, transparent/open communication, employees’ training and development, wellness programmes, encouraging time-off/leave policy, and measuring work results, not hours respectively, play significant roles in enhancing employees’ career success in the Nigerian banking industry.This study therefore is a strategic imperative for top management and other decision makers in the Nigerian banking industry seeking to encourage career success of their employees and to foster a thriving and sustainable workplaceby formulating suitable policies and guidelines to ensure the implementation of favourable work-life integration strategies. Other theoretical and practical implications for managing work life integration and promoting career success are also discussed.
Downloads
References
Allen, T. D., Eby, L. T., Conley, K. M., Williamson, R. L., Mancini, V. S., & Mitchell, M. E. (2013). The effects of coaching on performance and work-life balance: A meta-analysis. The Industrial-Organizational Psychologist, 50(2), 80-88.
Amakiri, D. S. (2023). Work-life balance and career success of academic staff in Nigerian public universities: The moderating role of digital technology. Journal of Business and Social Sciences, 1(7), 1-13.
Andrea, E. A. (2009, December 3-4). How to measure career success: Conceptual considerations and empirical findings in different fields of employment [Conference presentation]. University of Erlangen-Nurember, Germany.
Arthur, M. B., & Rousseau, D. M. (1996). The boundaryless career: A new employment principle for a new organizational era. Oxford University Press.
Arthur, M. B., Hall, D. T., & Lawrence, B. S. (1989). Handbook of career theory. Cambridge University Press.
Bates, R. (2014). Train, retain, and sustain: Key practices for an effective workforce. Public Personnel Management, 43(2), 175-195.
Bellavia, G. M., &Frone, M. R. (2005). Work–family conflict. In J. Barling, E. K. Kelloway& M. R. Frone (Eds.), Handbook of Work Stress. Sage.
Bodibe, O. (2006). The extent and effects of casualisation in Southern Africa. Free Press.
Business Day. (2023). Here are Nigeria’s 10 biggest banks by assets. Here are Nigeria's 10 biggest banks by assets - Businessday NG
Clark, C. (2000). Work/family border theory. SAGE Journal, 53(6), 747-770.
Collin, A. (2006). Encyclopedia of career development. In Greenhaus& G. A. Callanan (Eds.), Sage Publications.
Colquitt, J. A., LePine, J. A., & Noe, R. A. (2000). Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research. Journal of Applied Psychology, 85(5), 678-707.
Corinne, V. D. B. (2012). The employee evaluation of career success [Master’s thesis, University of Twente]. ProQuest Dissertations and Theses Global.
Danna, K., & Griffin, R. W. (1999). Health and well-being in the workplace: A review and synthesis of the literature. Journal of Management, 25(3), 357–384.
Darko-Asumadu, Ampem Sika-Bright D., Solomon N., Osei-Tutu, Brempong. (2021). The influence of work-life balance on employee’ commitment among bankers in Accra, Ghana. African Journal of Social Work, 8(1), 47-55.
Deacon, A. (1997). From welfare to work: Lessons from America. Institute of Economic Affairs, Health & Welfare Unit.
Field, J. C., Smith-Ruig, T., Sheridan, A., & Conway, M. L. (2017). Crafting careers in a technology-enabled flexible work environment.
Golden, T. D., Veiga, J. F., & Dino, R. N. (2008). The impact of professional isolation on teleworker job performance and turnover intentions: Does time spent teleworking, interacting face-to-face, or having access to communication-enhancing technology matter? Journal of Applied Psychology, 93(6), 1412–1421.
Greenhaus, J. H., &Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10, 76–88.
Greenhaus, J., Parasuraman, S., and Wormley, W. M., (1990), Effects of race on organizational experience, job performance, evaluation and career outcomes, Academy of Management Journal, . 33, (1), 64-86
Hall, D. T. (1996). Protean careers of the 21st century. Academy of Management Executive, 10(4), 8-16.
Ilies, R., Schwind, K., Wagner, D. T., Johnson, M. D., DeRue, D. S., &Ilgen, D. R. (2007). When can employees have a family life? The effects of daily workload and effect on work family conflict and social behaviours at home. Journal of Applied Psychology, 92, 1368–1379.
Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The big five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52(3), 621-652.
King, D., & Wickham-Jones, M. (1999). From Clinton to Blair: The democratic (party) origins of welfare to work. The Political Quarterly, 70, 62–74.
Kossek, E. E., & Ozeki, C. (1998). Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for organizational behavior-human resources research. Journal of Applied Psychology, 83(2), 139–149.
Kossek, E. E., Lautsch, B. A., & Eaton, S. C. (2006). Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work–family effectiveness. Journal of Vocational Behaviour, 68(2), 347-367.
Mead, L. M. (1997). The new paternalism: Supervisory approaches to poverty. Brookings Institute Press.
Mmakwe, K. A., &Ojiabo, U. (2018). Work-life balance and employee performance in Nigerian banks, Port Harcourt. International Journal of Advanced Academic Research in Social and Management Sciences, 4(1), 107-119.
Odita, A. O. (2023). Work-life balance practices and employees’ performance: A correlational survey of commercial banks in Delta and Bayelsa states, Nigeria. International Journal of Management & Entrepreneurship Research, 5(3), 157-174.
Odita, A. O. (2020). Effects of technological change on the performance of banks in Delta State, Nigeria. West African Journal of Business and Management Sciences, 9(1), 121-135.
Odita, A. O. (2021). Organizational culture and implications on workers’ commitment: An applied study of breweries in Nigeria. Nigerian Journal of Management Sciences, 22(2), 84-105.
Ogechi, E. B., &Nwaeke, L. I. (2019). Assessment of work-life balance and employees’ job performance in oil servicing companies in the Niger Delta region of Nigeria. IIARD International Journal of Economics and Business Management, 5(3), 33-42.
Okeke, M. N., Osuachala, C. F., &Umeakuana, C. A. (2022). Work-life balance and female employee performance in Anambra State Deposit Money Banks. International Journal of Business & Law Research, 10(4), 34-46.
Okeya, O. E., Ajayi, O. S., Olamide, M., &Owoniyi, B. (2020). Effects of work-life balance on health and wellbeing of employees in the Nigeria banking industry. International Journal of Research and Review, 7(7), 472-479.
Osibanjo, A. O., Waribo, Y. J., Akintayo, D. I., Adeniji, A. A., &Fadeyi, O. I. (2019). The effect of quality of work life on employees’ commitment across Nigerian tech start-ups. International Journal of Mechanical Engineering and Technology, 10(3), 41-59.
Riordan, R., &Louw-Potgieter, J. (2011). Career success of women academics in South Africa. South African Journal of Psychology, 41(2), 157-172.
Salolomo, B., &Agbaeze, E. K. (2022). Effect of work-life balance on performance of money deposit banks in south-south Nigeria. Management Science Letters, 3(1), 536-548.
Siwale, J., Hapompwe, C., Kukano, C., &Mwiikisa, F. L. (2021). Exploring the effects of work-life balance on employee performance in the banking sector: A case study of AB Bank in Lusaka, Zambia. International Journal of Scientific and Research Publications, 11(6), 113-123.
The HR. (2024). Mastering Work-Life Integration: Strategies for a Fulfilling Career and Personal Life. Retrieved from https://www.thehrteam.com/.
Wepfer, A. G. ; Allen, T. D ; Brauchli, R. ; Jenny, G. J. ; Bauer, G. F. (2018) “Work-life boundaries and well-being: does work-to-life integration impair well-being through lack of recovery?” Zurich Open Repository and Archive University of Zurich University Library Strickhofstrasse 39 CH-8057 Zurich www.zora.uzh.ch
Williams, D. R. (2004). Effects of childcare activities on the duration of self-employment in Europe. Entrepreneurship Theory and Practice, 28, 467–485.
Work-Life Balance Centre. (2021). How to measure work-life balance. Retrieved from https://worklifebalancecentre.org/how-to-measure-work-life-balance/#navbaroffcanva.
Copyright (c) 2024 GPH-International Journal of Business Management
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Author(s) and co-author(s) jointly and severally represent and warrant that the Article is original with the author(s) and does not infringe any copyright or violate any other right of any third parties and that the Article has not been published elsewhere. Author(s) agree to the terms that the GPH Journal will have the full right to remove the published article on any misconduct found in the published article.
