Assessment of Coping Strategies for Work-Life Conflict: A Focus on Selected Deposit Money Banks in Aba, Abia State Nigeria

Abstract

Introduction Life ordinarily is lived in multiple but related domains such as work, family, recreation, religion and leisure. However, of these domains, work and life (family) are seen as the dominant and most active domains of an adult. As noted by Grywacz and Bass (2003), how work and family intersect in a person's life, or rather how they fit, have been reported to have important ramifications for individuals and families. In other words, giving more attention to one domain will affect the others and the effect may be positive leading to work-life facilitation or negative which manifests as work-life conflict. As a result, work-life conflict has in recent times become a source of concern to both management practitioners and scholars. Work Life Conflict (WLC) exists when time and energy demand to satisfy one role make it difficult to participate in others (Duxbury, and Higgins, 2001). Lockwood (2003) described WLC as push and pull between family and work responsibilities. Kahn, Wolfe, Quinn, Snoek & Rosenthal (1964), defined work family conflict as a form of inter-role conflict in which the role pressures from work and family domains are mutually incompatible in some respect. That is, participation in the work (family) role is made more difficult by virtue of participation in the family (work) role. A number of factors have been isolated as being responsible for the worsening problem of work-life conflict. Engram (2011) identified the following factors: Economic changes such as globalization, knowledge-based economy, deregulation and labour shortages, emerging employment relationships that include part-time and contingent workers, self-employed and subcontracting , restructuring of organizations which increases workload, flexibility, multitasking and tele-work, family and demographic changes which lead to dual earner and single-parent families, sandwich generation and aging workforce, social and institutional changes that cause de-institutionalization of health care, increased demand on families, difficulty to care for children and the elderly. Obviously, work-life conflict is inevitable in life. As a result, both workers and organizations make effort to either reduce it or eliminate it. The absence of conflict between work and family leads to work-life balance (WLB) that is the extent to which individuals are equally engaged in and equally satisfied with work and family roles. Greenhaus and Powell (2006) defined work-family balance as the degree to which an individual's effectiveness and satisfaction in the roles of work and family domains are well-matched with the individual's life priorities.

The Effect of Work-Life Balance and Social Competence on the Psychological Well-Being of Public Service Employees

“…Data analysis also supported Hypothesis 2: social competence positively correlates with employee psychological well-being, confirmed in previous studies(Gómez-López et al, 2022). Social competencies plausibly positively relate to employee psychological well-being because it is a composite of social skills such as social adaptability, emotional intelligence, and social intelligence that have the potential to improve interpersonal relationships(Holopainen et al, 2012;Onyemaechi & Ikpeazu, 2020). People in cordial relationships with others are likely to express joy and happiness, fundamental components of psychological well-being.Hypothesis 3 on moderation was confirmed.…”

Mentoring and Quality Service Delivery in Nigerian Public Universities: Does Organizational Culture Matter?

“…It is a technique for upholding services, improving productivity and establishing trust by providing psychological and educational assistance (Reddy, 2017). Studies such as Onyemaechi and Ikpeazu (2019), Nurul (2014) and Richard et al (2015) posited that peer review mentorship enhances the relationships among co-workers and improves service delivery and organizational performance. Similarly, Piraeus (2018) found that peer review mentoring enhances the working relationship and improves workers' effectiveness.…”

“…Against this backdrop, this study seeks to examine the effect of mentoring on quality service delivery in Federal Universities in Nigeria. Mentoring can be acquired through supervision (Eby & Allen, 2012;Ekechukwu & Horsfall (2015), career development (Braer & Simmons, 2018;Jeevan & Poonam, 2015), peer review (Onyemaechi & Ikpeazu, 2019;Nurul, 2014;Richard et al, 2015) as well as role modelling (Daniel, 2013).…”

Development of seafarers' onboarding scale: a pilot study on ship familiarization

“…Mentorship is a human resources technique that uses a targeted dyadic connection to help individuals enhance their professional skills and advance their careers. This approach entails pairing novice people with experienced ones for the latter to convey knowledge, confidence, abilities, and other advantages to the less experienced person (29). The quality of mentorship for a new employee significantly contributes to their socialization and learning, and it can be highly effective in improving work attitudes and employee engagement (20).…”