The Impact of Work Life Balance and Job Satisfaction on Organisational Commitment among Female Employees: A Case of Harare Central Registry.

Abstract

This study uncovers the family and work dimension, digging deeper into the impact that work-life balance and job satisfaction has on organisational commitment. It explores the relationship that these three variables have on each other. Factors involved include emotional attachment to the organisation, sense of belonging and job requirement satisfaction. Work life is predicted to foster satisfaction and therefore lead to commitment in the long run. Work life was measured using nine (9) statements, job satisfaction using five statements and organisational commitment using eight (8) statements. A total of fifty (50) questionnaires were distributed out of which thirty-five (35) were returned after filling. No probabilistic method was used to choose the sample. Summary statistics were calculated and explanations were based on these and other qualitative reasons. The need to investigate and deepen the understanding of the implication of lacking balance between work and life can be connected to many factors which are stated in the body of the research. The findings of the research indicated that work life balance, job satisfaction and organisational commitment have a significant relationship. When controlling for demographic and professional experience, the results also indicated that age, marital status and culture were significant predicators for work life balance. The results also showed that female employees that are married with children have lower job satisfaction. Mostly, single employees show a degree of satisfaction whereas their married counterparts lacked it. This may be attributed by the ever increasing responsibilities brought about by marriage. Pay and sense of belonging were found to be predicators for job satisfaction. The results also indicated that the level of commitment was lower for married middle aged employees due to the responsibilities that are mostly expected of them at home. The findings of this study provide valuable insight for managers and policy makers who are interested in factors that contribute to work- life balance, overall job satisfaction and organisational commitment among females employees