Effect of Work life balance on Employee Performance in Trans Nzoia County Government, Kenya

Abstract

This study investigates the connection between employee performance in the Trans Nzoia County government and work-life balance. Even though they receive significant funding from the National Treasury and other local sources, the majority of county governments in the nation struggle with employee underperformance, which manifests as failure to meet goals, tardiness, unjustified absences, and inadequate revenue collection. Maslow's Hierarchy of Needs theory, developed by Abraham Maslow, served as the study's main theoretical foundation, and Dawis and Lloyd's Work Adjustment Theory served as its complement. A correlational survey design was used. All 102 members of the Department of Public Service Management in Trans Nzoia County made up the sample size. Primary data were gathered using a questionnaire. To analyze the gathered data, descriptive and inferential statistics were both employed. As a result of the regression analysis, it was discovered that employee performance was highly impacted by work-life balance (1= 0.309, P value = 0.000–0.05). It was determined that employee performance is impacted by work-life balance. According to the study, county governments in Kenya should create efficient HRM policies to guarantee that work-life balance is welcomed to the point of balancing both the demands of the employee and the employer.