Effectiveness of work-life balance initiatives in influencing employee well-being in Kigamboni municipal council in Tanzania

Bahati shagama

doi:10.51867/AQSSR.3.3.67

Authors

Bahati Shagama Tanzania Institute of Accountancy Author https://orcid.org/0009-0004-2029-746X

DOI:

https://doi.org/10.51867/AQSSR.3.3.67

Keywords:

Effectiveness, Employee Well-Being, Local Government Authority, Work-Life Balance (WLB)

Abstract

Despite the attempts to improve work-life balance, challenges persist in Local Government Authorities (LGAs). This article aimed to evaluate the effectiveness of work-life balance initiatives in influencing employee well-being in Kigamboni Municipal Council, Dar es Salaam, Tanzania. A Cross-sectional study design based on mixed methods approach was employed to investigate relationship between Work-Life Balance (WLB) initiatives: flexible work arrangements, physical, mental and emotional health and family support with employees’ well-being. This study was guided by the Spill-over Theory . Data were gathered through a combination of structured questionnaires and unstructured interviews. The target population comprises of all 1940 employees of Kigamboni Municipal Council. Specifically, the study focused on gathering perceptions regarding work-life balance (WLB) initiatives.. A sample of 310 employees was used to gather quantitative data on their perceptions of work-life balance initiatives, while qualitative data were collected through in-depth interviews with five Key Informants to provide deeper insights into their experiences regarding WLB initiatives. Data analysis involved both descriptive, regression and thematic methods to examine the relationship between work-life balance initiatives and employee well-being. Employee perceptions of work-life balance initiatives in Kigamboni Municipal Council indicated that most of the employees were not satisfied with the current offerings. It was perceived that, work-life initiatives to be unsatisfactory, mainly in terms of flexible work time, and moderately satisfactory in terms of employees’ physical, mental and emotional health and family support. Also, it was found that family support and physical, mental and emotional health initiatives have positive and statistically significant relationship with employees’ well-being, while flexible work arrangements have non-significant relationship. It is recommended that the Kigamboni Municipal Council focus on improving the implementation of WLB initiatives to address employee concerns and enhance their well-being. Additionally, addressing flexible work-hour arrangement issues is crucial for improving overall employee satisfaction and well-being.

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