Abstract

The aim of this study is to examine the effect of work life balance on the productivity of female lecturers in University of Buea. The study use the survey research design. Data was collected using questionnaire from 210 female lecturers in University of Buea. The purposive sampling technique was used in the study. The data was analyzed using both descriptive and inferential analysis. There was a significant positive relationship between all variables (workload, work-family conflict, work place stress) with the dependent variable (Productivity).

The study recommends that the organization should make sure to handle female lecturer with care. It was therefore recommended that University of Buea should put in place a system of work-life balance by allowing lecturer to participate in their activities, communicating to students on any decision taken that affect them and promoting productivity.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Every organization in the world has an objective to attain productivity and sustainable performance is key determinant in the achievement (Orogbu, & Chukwuemeke, 2015). Organizations have continuously focused on implementing high performance human resource and strategies to improve on their employees job performance. Among these human resource practices, improving work life balance is considered as one of the High-Productivity. Human Resource Practices which highly contributes to enhance employee performance Hyde et al, (2013). Work life balance has been one of the key pillars in improving employees’ overall productivity and increase work life support family stability, reduce social problems, and prepare employees to care for their children by guiding them and engaging in other parenting activities (Sadat & Rekha, 2024). It has now become evident that the productivity of firms is of utmost significance to employees and their organizations (Mmakwe & Jiabo, 2018). The productivity substantial impact on library staff members’ organizational commitment.

The productivity and growth of an organization are determined by the efforts and attachment of its employees (Musgrove et al., 2014). One of the major determinants in the achievement of goals in today’s business world is employee productivity and as such, organizations seek different ways to motivate their employees. With the development of the resource-based view (Barney et al., 2001). Productivity is essential for delivery quality education and research outputs, as looking for different way of monitoring their employees, in order for them to give their best to the organization (Orogbu & Chukwuemeke, 2015).

Work life balance is define as the maintenance of balance between responsibility at work and at home (Ciere et al., 2002). Never the less employees who have balance work and non- work roles are more likely to perform better, thus it’s essential for employer to promote policies and structure that enhance work life balance in their organization (Tamunomiebi & Oyibi, 2020). Organization make their employees to experience work life balance and resolve conflict amongst emphasis through the use of work life balance institute by them, the rate at which employee quit their job and increasing demand for work life balance have such as frings benefits, job design , telecommunications, flex time, leave and wellness programes originate from work life conflict experience by employees. Teaching is a time- consuming task that requires the instructor to complete a lot of paperwork on time (Bhatnagar, 2018). Academic time is required for the preparation and delivery of courses, lessons, examinations, and student guidance (Alboliteeh , 2019).

According to Chandra and varghese (2019), the academic staff has a responsibility to complete the obligations given to them by their department schools or professional organization. Academics are also intended to publish serve as reviewer, participants, or organiser of the study of professional/ community development pragrammes that add to the corpus of knowledge in their respective fields of study University of Buea. Being an academic, a spouse, a mother, and a friend are just a few of the responsibilities placed on women in academia by their job’s, families, and personal lives (Dutta et al., 2011). Academics are responsible for teaching, grading, supervising, conducting research, and handling administrative tasks.

According to Schubert and Fabry, (2017), the higher education sector is currently more scrutinized than ever before, and the Education System is under a lot of strain at work (Slišković and Masli, 2011) as cited in Mayya et al., 2021). The higher education environment is now diverse and complex due to factors including global rivalry, the technological innovation, and privatization of higher education (Shrivastava & Shukla, 2017). Teaching is a time-consuming task that requires the instructor to complete a lot of paperwork on time (Bhatnagar, 2018). Academic time is required for the preparation and delivery of courses, lessons, examinations, and student guidance (Alboliteeh, et al., 2019). The academic staff has a responsibility to complete the obligations given to them by their department, school, or professional organizations. Academies are also intended to publish, serve as reviewers, participants, or organisers of professional/community development programmes that add to the corpus of knowledge in their respective fields of study. Being an academic, a spouse, a mother, and a friend are just a few of the responsibilities placed on women in academia by their jobs, families, and personal lives (Dutta et al., 2011).

In Cameroon, the seeking of competitive advantage has led to an increased work load and put a strain on the employees consequently causing an imbalance between their work and life and hence impacting negatively on their performance. Work pressure, for those in work place has been alarming over the years more specifically in university of Buea as most managers are trying to meet up with specific targets. Factors such as long working hours, tight work schedules, fast adaptive technological changes and the pace of change all demand our time and can be sources of pressure Miebaka et al., (2016). Also, personal issues that employees in University of Buea face outside work, may demoralize them and in turn discourage them to be jealous in their service delivery to Students.

Employees in University if Buea continue to experience major conflicts trying to balance work, family, and other private matters related to their life which has resulted to poor service delivery by most employees. These conflicts are due to long working hours, unpredictable working hours, reduced presence at home, missing social activities, and child sicknesses, reducing their job performance and productivity as well as affect the upbringing of children, lead to broken and unhappy homes and poor social life. With the above mentioned challenges face by these organizations, University of Buea, have put in place concrete measures by adopting different types of work life balance policies to address such issues but most of them have not been sufficiently implemented. Thus, the main objective this paper is to: The effect of work life balance on the productivity of female lecturers in University of Buea(UB).

Academics are responsible for teaching, grading, supervising, conducting research, and handling administrative tasks. This can result in disagreements over time and pressure from having to juggle demands from both work and non-work realms (Macaskill and Reidy, 2016). Due to the blending of responsibilities, these multiple chores may prevent time from being spent on other activities. Long and unsociable work hours may result from this, which can mean less time spent on the family and other crucial facets of life. Studies show that academic staff in higher education programmes experience work stress owing to workload, despite the fact that the academic community benefits from benefits like leave or semester/year breaks, incentives,the opportunity for professional promotion, support services, etc. (Beddoes et al, 2016). There are instances when demands from both work and non-work activities conflict. Because of the intense competition at work, employees who want to offer everything their best view work-life balance as an impossibility (Tummala, 2016). This notion led the researchers to decide to investigate the link between productivity of female academic staff at University of Buea, Cameroon, and work-life balance.

Despite the importance it is expected to perform multiple roles, including teaching, and administrative tasks, while also managing to their family and personal responsibility (Mama, 2013). The lack of work life balance among employees can lead to decreased productivity, job satisfaction, and overall well-being (kossek & lee, 2017). This study aims to investigate the effect of work life balance on the productivity of female lecturer. In addition a study by (Ayayi & Osiba, 2019). This can result in in disagreement over time and pressure from having to juggle demand from both work and non- work realms (Macaskill & Ready, 2016). Studies show that academics staff in higher education programs experience work stress, work load, despite the fact that the academic community benefits like leave or semester/year breaks, incentive, the opportunity for professional promotion, support services (pawley, 2014).

Historical work life balance became a subject amongst scholars in the 60’s (Khalag, 2018). The integration of work life balance emerged in the 1970’s when more women started working in offices. At this point the matter was seen as women’s problem and social problem. In the late 1980’s human resources practitioners presented this area of employment policy as a potential business issue (Frame & Hartog, 2003). Social forces have altered the need of both employees and employers. Work life balance can be attained and encourage as it’s an important issue in field of human resources employees, workers, government, academics researcher and the popular, media (Mcpherson & Reed, 2007). But in recent years, it’s seen that a successful work life balance is beneficial to both the employees and the organization (Greenhaus & Powell, 2006). Several researcher in this context have argued that improving the work life balance of employee highly contribute to increase their satisfaction, moral, commitment and engagement (Mc Donald et al., 2013).

Studies work life balance among academics have shown that factor such as heavy teaching loads, demanding research expectations, administrative duties, and limited access to flexible work arrangements can negatively affect the well-being and productivity of faculty members (Lewis & Cooper, 2010). This is because there will be a decrease in productivity and employees performance if the organization does not carefully consider and manage the work life balance of its employees. In fact, nowadays, employees emphasize work life balance more than just income, especially at many workplace are now filled with the millennial generation that values job flexibility and is closely connected to technology.

The important implication of this emerging behavior for achieving high productivity the school must implement work-life balance policies to motivate employees and encourage their commitment to work optimally for the company (Wolor et al., 2020). Argue that the conflict between work and family has tangible consequences (Rachmadini & Riyanto, 2020). It significantly affects the quality of family life and career achievement for women. Work life balance is a crucial phenomenon that garners significant attention from various employees in public sectors. It’s goes beyond simply prioritizing one’s work and personal life roles. It also influences the social, psychological, economic, and mental well-being of individuals (Neelima & Shankar, 2019), said that work life balance is the maintenance of a business between responsibility at work and at home antagonist sphere, equally greedy to energy and time, responsible for work family conflict.

Globally, employees continue to experience major conflict trying to balance work, family, and other private matters related to their life (Brought et al., 2008). As a result, employee burnout, stress and under performance is continues to pervade challenging constructive performance and productivity programmed institute by organizations. The pressure of work we lead to lack of work flexibility, high work pressure, and long working hours are stressing out many workers, reducing their job performance and productivity as well as causing broken homes (Erie, 2011).

There has been an upsurge in the consideration of the pressures that work has on family as well as life of employees (Mmakwe et al., 2018). This has triggered research bordering on work life balance. For instance when demand from both work and non-work activities conflict. Because of the intense competition at work, employees who want to offer everything their view work life balance as an impossibility (Tummala, 2016). This notion led the researcher to decide, to investigate the link between productivity and work life balance in the University of Buea.

In university of Buea, the seeking of competitive advantage has led to an increased workload and put a strain on the employees consequently causing an imbalance between their work and life and hence impacting negatively on their productivity. Work pressure, for those in work place has been alarming over the year’s more specifically in the university of Buea, at most female lecturers are trying to meet up with specific targets. Factor such as long working hours, tight work schedule, fast adaptive technological changes and the pace of change all demand our time and can be sources of pressure (Miebaka & Feyisayo, 2016).

Moreover, personal issues that female lecturers face outside work, may demoralized them and discourage them to be jealous in their services delivery to student and they face major conflict trying to balance work, family, and other private matters related to their life which has resulted to poor service delivery by most employees. These conflict are due to long working hours, unpredictable working hours, reduced presence at home, missing social activities and child sicknesses, reducing their job performance and productivity as well as affect the upbringing of children, lead to broken and unhappy homes and poor social life. With the above mentioned challenges faced by these organizations, university of Buea have put in place concrete measures by adopting different types of work life balance policies to address such issues but most of them have not been sufficiently implemented.

According to Redmond and Drew (2006), work-life balance is the flexible working arrangements that provide a balance between work responsibilities and personal responsibilities. define work life balance as where work is paid employment and life is everything outside of the formal employment but is usually used to denote the realm of family or home life, work life balance is viewed as the steadiness between work life and life outside the work (Ranson, 2007).

1.2 Problem Statement.

Productivity is a critical concern for organizations, as it directly impacts their competitiveness, efficiency, and bottom-line performance (Taylor, 2022). Despite their increasing numbers in the academic workforce, female lecturers continue to face various challenges that hinder their productivity, including gender bias, limited access to resources, and balancing work and family responsibilities (Okeke, 2016).

Research has shown that female academics in Cameroon, including those in the University of Buea, experience significant barriers to their career advancement and productivity (Tantoh, 2022). The problem of Low productivity among female lecturers in the University of Buea is further exacerbated by the lack of support systems and policies that promote gender equality and work-life balance (Kamden, 2022). For instance, a study by (Ngonnso, 2022), found that female lecturers in the University of Buea experience significant challenges in balancing their work and family responsibilities, leading to decreased productivity and job satisfaction.

To address the problem of low productivity among female lecturers in the University of Buea, there is a need for a multifaceted approach that includes providing support systems and policies that promote gender equality and work-life balance (Tantoh, 2020). Additionally, the university needs to provide training and development opportunities that enhance the skills and knowledge of female lecturers, as well as promote a culture that values and supports diversity and inclusion (Kamden, 2022).

By addressing the root causes of low productivity among female lecturers, they can improve their productivity, job satisfaction, and overall well-beings and develop effective strategies that promote employee engagement, motivation, and well-being. This can include implementing policies and programs that support work-life balance, providing training and resources to enhance employee skills and productivity, and creating a work environment that fosters collaboration, creativity, and innovation (Maslach & Leiter, 2022).

1.4 Research Question

1.4.1 Main Research Question

ⅰ) What is the effect of work-Life Balance on the Productivity of Female lecturers in University of Buea?

1.4.2 Specific Research Question

1. How does workload affect productivity of female lecturers in university of Buea?
2. What is the relationship between work-family conflict on the productivity of female lecturers in university of Buea?
3. How does work places stress affect productivity of female lecturers in university of Buea?

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