Work-life balance is one of the prevailing issues in many organizations. Inability of workers to balance work and family could lead to increased rates of absenteeism, stress, employee turnover, job dissatisfaction and poor work performance. It is therefore essential for employees to maintain stability between work and their private lives. This research examined the effect of work-life balance on employee performance of selected deposit money banks in Lagos State, Nigeria. Survey research design was adopted. The target population was 54,028 employees, which consisted of all employees of the six selected Deposit Money Banks in Lagos State, Nigeria. A sample size comprising 520 employees were selected using random sampling technique. Primary data were collected using a structured questionnaire. Data were analysed using descriptive statistics and simple regression analysis. The findings revealed that job stress significantly affects quality of work of employees (F= 33.500, p< 0.05); and long working hours significantly affects motivation of employees in the selected deposit money banks in Lagos State (F= 8.716, p< 0.05). However, the study reveals that role overload has no significant effect on job satisfaction of employees in selected deposit money banks in Lagos State (F= 0.011, p> 0.05). This study concludes that work-life balance has significant effect on employee performance in the selected deposit money banks in Lagos State, Nigeria.

IntroductionCompensation management and job satisfaction over the years have been issues of concern to both employers and employees in various organizations globally. The vital role the health sector plays in the global economy has made these concerns become debatable as health is wealth. The health sector to a large extent utilizes human labour for the discharge of its services to patients and the general public, however; inadequate compensation in terms of basic pay, fringe benefits and recognition are some of the reasons responsible for employees' dissatisfaction on the job. It has been observed thatin the public health sectors, there have been evidences of persistent low-productivity, low morale, high rate of strikes and protests, lateness to work, absenteeism, massive turnover and turnover intentions which has affected its overall effectiveness.Aiken, Sermeus, and Heede (2012) reported that in European countries like Greece, Ireland, Spain and Germany, job dissatisfaction was high among health workers with the rate of 56%, 42%, 38% and 37% respectively. Job dissatisfaction among health-workers in these countries has affected their commitment level and conscientiousness in extra-role behaviour leading into intention to leave the organization, absenteeism and sabotage (De Gleter, Hofsman, &

Job satisfaction and turnover intention have received a lot of research interest in relations to how management can encourage their employees. These interests may vary due to different perceptions on how employees should be managed in the organization. In the banking sector, employees are seen as key factors for growth and sustainability. Therefore, emphasis is made on how employees are managed in the organization as it has an effect on the outcome or behavioural attitudes that they exhibit in the organization. Although, a lot has been put in place to enhance employee behaviour and attitude in the organization, however, there still exist issues in the area of employee relationship management which often lead to low job satisfaction and high degree of turnover intention. Employee commitment is important because employees who are committed to their organisations are less likely to resist change or engage in activities against the success of the organisation (Bozionelos, Kostopoulos, Van Der Heijden, Rousseau, Hoyland & Mikkelsen, 2016). In the current world economy, steady economic change continually needs employee's support to ensure implementation of certain tasks and activities. Most organisations have realized that employee outcomes such as trust, leadership, employee involvement are significant in determining the success of the organisation (Craig, Allen, Reid, Riemenschneider & Armstrong, 2013). Therefore, it is important for employers and managers to prevent employees from underperforming and encourage their best effort in carrying out their duties. In Nigeria, employee outcomes are critical issues that require the attention of organizational managers and other stakeholders involved. Aremu (2013) observed that poor attitude to work often, is a reflection of lack of job satisfaction leading to poor performance as perceived by

The study investigated internal management integration policies and school-community relations in Tertiary Institutions in Rivers State. Two research questions and two hypotheses guided the study. The study adopted correlational design. The population of the study is 1,071 respondents. A sample of 535 respondents was drawn using simple random sampling technique. Two sets of instruments were used for data collection. The first was titled: ‘Internal Management Integration Policies Questionnaire and the second was School-Community Relations Questionnaire. The reliability of 0.83 was determined with Cronbach Statistics. Out of 535 copies of questionnaire administered, 508 were properly filled and retrieved which represented 95% return rate. The Research questions were answered using Pearson Product Moment Correlation (PPMC) while Hypotheses were tested using r-ratio at 0.05 level of significance. The finding among others are that high positive relationship exists between award of contracts to community members and school-community relations and the null hypothesis of no significant relationship between award of contracts to community members and school-community relations is rejected. It was concluded that internal management integration policies have high positive relationship to school-community relations in Tertiary Institutions in Rivers State. It was recommended among others that higher institutions’ administration should give full implementation to local content laws during the award of contracts in the school environment. Keywords: Internal, management, Integration, Policies, School-Community.

Executive compensation is a major strategy being employed by deposit money banks to achieve steady growth in their customer acquisition efforts. The banks face series of challenges including inability to achieve consistent service excellence which had negatively impacted on new customer acquisition. The study examined the effect of executive compensation package on customer acquisition of selected deposit money banks in Lagos State, Nigeria. The study employed cross sectional survey research design where four hundred and twenty-nine copies of the research instruments were administered to purposively selected respondents who were senior and executive staff of the selected banks. The result of multiple regression analysis revealed that base salary (B = 0.217, p = 0.000) and recognition (B = 0.123, p = 0.012) have positive and significant effect on customer acquisition while supplementary benefits (B = 0.017, p = 0.568) and executive bonus (B = 0.044, p = 0.175) have positive, but insignificant effect on customer acquisition. The study concluded that executive compensation has positive effect on customer of selected deposit money banks in Lagos State, Nigeria. It was recommended that attractive compensation management should be instituted to ensure that executive staff are adequately remunerated to facilitate their performance with less distractions.