Work-Life Balance Practices, Transformational Leadership and Employee Performance in County Referral Hospitals, Kenya: Testing a Moderation Model
Main Article Content
Keywords
Abstract
The paper aimed to explore the moderating effect of the dimensions of transformational leadership (idealized influence, inspirational motivation, intellectual stimulation and individualized consideration) on the association between work-life balance practices and employee performance. The study was guided by spillover theory and full range theory; it adopted the positivist paradigm with explanatory research design. A structured questionnaire was used to obtain quantitative data from members of staff of the four selected County Referral Hospitals. The study targeted 8 county hospitals in the North Rift Economic Bloc (NOREB) which had a population of 6,188 employees. Out of these, four county referral hospitals were selected hence; the study population was 3,480 employees. A sample size of 432 respondents was selected from the specified population using a mix of stratified and simple random sampling technique. Descriptive statistics were used to describe data characteristic while hierarchical multiple regression analysis was used to test hypotheses with direct effect relationships. Additionally, PROCESS macro was used to test hypotheses with indirect, interactive and conditional effects. Results demonstrated that work-life balance practices and the dimensions of transformational leadership (idealized influence, inspirational motivation, intellectual stimulation and individualized consideration) had a significant positive direct effect on employee performance. Further, idealized influence and individualized consideration significantly moderated the relationship between work-life balance practices and employee performance; while inspirational motivation and intellectual stimulation did not moderate the relationship between work-life balance practices and employee performance at their high levels but on low and moderate levels. The study recommends that the management team should be trained on top-notch qualities of transformational leadership particularly, on idealized influence and individual consideration; such qualities entail excellent communication skills, being visionary, adaptability, emotionally intelligence, creativity, being inspirational, supportive of employees, open-mindedness, pro-activeness, problem solving skills, risk-takers, and trustworthiness. This will enable the managers to stir and stimulate subordinates towards desirable outcomes hence, developing leadership ability by themselves. However, the leaders need to be monitored so as to ensure that all the initiatives advanced by them are not radical to the detriment of employees’ life and performance at work.
References
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Hutagalung, I., Soelton, M., & Octaviani, A. (2020). The role of work life balance for organizational commitment, Indonesia. Management Science Letters, 10(15), 3693-3700. https://www.researchgate.net/publication/342705011
Ibiba, A. G. (2023). Work-Life Balance and Employee Commitment in Indigenous Oil Servicing Companies in Revers Estate, Nigeria. Journal of Human Resource and Leadership, 7 (1), 2616-8421. https://www.stratfordjournals.com
Jemesunde, L., & Ng’eno, W. (2022). Effects of Employee Job Commitment on Organizational Performance in Kenya: A Case of Huduma Centre–Baringo. East African Journal of Interdisciplinary Studies, 5(1), 161-169. https://journals.eanso.org/index.php/eajis/article/view/762
Jiatong, W., Wang, Z., Alam, M., Murad, M., Gul, F., & Gill, S. A. (2022). The impact of transformational leadership on affective organizational commitment and job performance: the mediating role of employee engagement. Frontiers in Psychology, 13, 831060. https://www.frontiersin.org
Jolaolu, I. O. (2022). Work-life balance of rotational workers in the Nigerian energy sector (Doctoral dissertation, Walden University). https://scholarworks.waldenu.edu/dissertations/9382
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Kibozi, S. C., & Michael, F. (2018). Nexus between work-life balance practices and affective organizational commitment in Tanzanian Health Sector Employees: The mediating role of transformational leadership style. Business Management Review, 21(1), 60-73. https://journals.udsm.ac.tz/index.php/bmr/article/view/1827/1718
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Maiz, E.K., Chelimo, K. & Kiprotich, S. (2018). The Moderating Role of Transformational Leadership and Involvement on Organizational Performance of Hotels in Nairobi County, Kenya. https://ijecm.co.uk/wp-content/uploads/2018/01/6115.pdf
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Nzabirinda, E., Forbes–Menson, D. F., & Osman Sesay, D. I. (2022). Factors Affecting Employee Performance in UK Warehousing Sector. A Case Study of Superdrug Warehouse. https://papers.ssrn.com/sol3/papers.cfm?abstract_id=4088281
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Owuor, P. (2018). Effects of Transformational Leadership Style on Organizational Performance in Kenya: A Case Study of Kenya Breweries Limited. https://core.ac.uk/download/pdf/224836799.pdf
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Pallant, J. (2020). SPSS survival manual: A step by step guide to data analysis using IBM SPSS. Taylor & Francis. https://doi.org/10.4324/9781003117407
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Published
Apr 15, 2025
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Naibei , L. C., Korir , M., & Kipsang, S. (2025). Work-Life Balance Practices, Transformational Leadership and Employee Performance in County Referral Hospitals, Kenya: Testing a Moderation Model. Journal of Frontiers in Humanities and Social Sciences, 3(1), 82–106. https://doi.org/10.69897/jofhscs.v3i1.208
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Author Biographies
Lydia Chebet Naibei , School of Business and Economics, Moi University, P.O Box 3900-30100, Eldoret, Kenya
School of Business and Economics, Moi University, P.O Box 3900-30100, Eldoret, Kenya
Michael Korir , School of Business and Economics, Moi University, P.O Box 3900-30100, Eldoret, Kenya
School of Business and Economics, Moi University, P.O Box 3900-30100, Eldoret, Kenya
Stanley Kipsang, School of Business and Economics, Moi University, P.O Box 3900-30100, Eldoret, Kenya
School of Business and Economics, Moi University, P.O Box 3900-30100, Eldoret, Kenya