Response on Work Life Issues in Relation to Employees’ Work
Statement SD D U A SA
F % F % F % F % F %
I have experienced disagreement in
schedule when it comes to
family events and work
41 12.8 39 12.1 37 11.5 131 40.8 73 22.7
I have experienced that my work
performance is affected by stress
over childcare
32 10.0 36 11.2 20 6.2 154 48.0 79 24.6
I believe that long daily and
weekly working hours causes
disagreements between my work
and my family
61 19.0 42 13.1 26 8.1 120 37.4 72 22.4
I believe that what my supervisors
want me to do leads to
disagreements with family
56 17.4 46 14.3 32 10.0 133 41.4 54 16.8
I choose my off-days with the
agreement of my co-workers or
supervisor
38 11.8 46 14.3 14 4.4 137 42.7 86 26.8
The organization provide facilities
that allow me to work from home
179 55.8 64 19.9 19 5.9 39 12.1 20 6.2
The study sought to find out employees work life issues in relation to their work the results are
presented on Table 4.20 It revealed that majority (131, 40.8%) employees agreed with the
statement that they had experienced disagreements in schedule when it comes to family events
and work, (73, 22.7%) employees strongly agreed with the statement while (80, 24.9%)
employees were in disagreement with the statement. The study findings showed that majority
(63.5%) of the employees in flower farms in North Rift region had experienced disagreements in
work schedules and family life. This implies that work program at the flower farms interferes
with the family events leading to conflicts. Family and work are the most important elements of
everyone’s life and any competing demands of work and family life cause conflict and
negatively affect the wellbeing of the flower farm workers. This concurs with the findings of
Kalliath and Monroe, (2009) who found that conflicts caused by interference between work and
family activities lead to lower family life satisfaction and work satisfaction and are negatively
related to Work life balance.
Similarly, (154, 48.0%) employees agreed with the statement that they had experienced that their
work performance was affected by stress over children, (72, 22.4%) strongly agreed with the
statement and (68, 21.2%) employees were in disagreement with the statement while (20,6.2%)
employees were undecided on the statement. The responses shows that majority (82.8%) of the
employees believed that their work performance is influenced by stress over childcare. This
implies that workers who have children cannot concentrate with their work due to the need to
care for their children. Those with young children therefore need flexible working hours so that
they can attend to their young ones and work simultaneously. This supports the arguments of
Grady et al. (2008) who argued that there were higher demands for more flexible working
arrangements for employees with eldercare and childcare responsibilities among the Irish
employee force. Further, (120,37.4%) employees agreed with the statement that “I believe that
long daily and weekly working hours causes disagreements between my work and my
family”, (72,22.4%) employees strongly agreed with the statement while (103,32.1%) employees
were in disagreement with the statement. It emerged from the study findings that a majority
(59.8%) of the employees believed that long daily and weekly working hours causes
disagreements between their work and their families. This implies that working hours need to be
reviewed to avoid conflicts between families and work place. This is consistent with Dolan et al.,
(2003) who reported that long working hours could lead to family conflicts which affect
employee morale and commitment. Employees will consider searching for alternative
employment thus leading to employee turnover.
In addition, (133, 41.4%) employees agreed with the statement that “I believe that what my
supervisors want me to do leads to disagreements with family”, (56,17.4%) employees strongly
disagreed with the statement, (54,16.8%) employees strongly agreed with the statement while
(32,10.0%) employees were undecided on the statement. The study finding showed that majority
(58.2%) employees believed that work roles assigned by supervisors have led to family conflicts.
This implies that assignment of duties to workers should be done equally without any
intimidation. It has been shown that supervisor intimidation could cause job dissatisfaction and
employee turnover (Dolan et al., 2001).
However, (179, 55.8%) employees strongly disagreed with the statement that the organization
provide facilities that allow employees to work from home, (64,19.9%) employees strongly
agreed with the statement and (59,18.3%) employees were in disagreement with the statement
while (19,5.9%) employees were undecided on the statement. From the responses, it seems that
majority (75.7%) of the employees believed that their organizations do not provide them with
facilities that allow them to work from their homes. This is due to the fact that working in flower
farms needs one to be at the place of work. imilarly, respondents were asked to rate in a five
point likert scale items in the questionnaire on work demands at flower farms. Results are
presented in Table
Table Responses on Work demands at Flower Farms
Statement SD D U A SA
F % F % F % F % F %
I have to put off doing things
at work because of demands on
my time at home
19 5.9 15 4.7 21 6.5 194 60.4 72 22.4
My home life interferes with
my duties
53 16.5 37 11.5 13 4.0 146 45.5 72 22.4
Family problems interfere with
my ability to perform my
job
57 17.8 37 11.5 22 6.9 147 45.8 57 17.8
The demands of my work
interfere with my family life
62 19.3 33 10.3 25 7.8 156 48.6 45 14.0
The amount of time my job
takes makes it difficult to
fulfil my family duties
43 13.4 21 6.5 17 5.3 155 48.3 85 26.5
Things I want to do at home do
not get done because of the
30 9.3 21 6.5 19 5.9 161 50.2 90 28.0
demands my job puts on me
Due to work-related duties, I
have to make changes to my
plans for family activities
53 16.5 27 8.4 34 10.6 145 45.2 62 19.3
In an effort to find out the agreement of the employees on responses on work demands, the
results are presented on Table 4.21 majority (194, 60.4%) employees agreed with the statement
that “I have to put off doing things at work because of demands on my time at home”, (72,
22.4%) employees strongly agreed with the statement and (34,10.6%) employees were in
disagreement with the statement while (21,6.5%) employees were undecided on the statement.
The study findings showed that majority (82.8%) of the flower farm employees in North Rift
region reported that they have to put off doing things at work because of demands at home. This
implies that due to employees’ commitment at home like childcare and other duties, employees
sometimes skip the flower farm duties to attend to these core duties at home and this result to
conflicts with the organization management. This concurred with Campo’s (2000) study on job
and stress at home showed that there is a negative relationship between work pressure and
marital life; in other words, when an individual feels more pressure, his/her marital relationship
decreases.
Notwithstanding, (146,45.5%) employees agreed that their home lives interfered with their duties
at work, (72,22.4%) employees strongly agreed with the statement and 88(28.0%) employees
were in disagreement while (13,4.0%) employees were undecided with the statement. The study
finding suggests that majority (67.9%) of the employees believed that their home life
interfered with their duties at the flower farms. This implies that due to the nature of work at
home, conflicts could arise at work place due to absenteeism or incomplete works. This supports
the work of Nadeem and Abbas, (2009) which showed that job satisfaction had negative
correlation with family to work interference.
In addition, (156, 48.6%) employees agreed with the statement that “the demands of my work
interfere with my family life” (62, 19.3%) employees strongly disagreed with the statement and
(45, 14.0%) employees strongly agreed with the statement while (25,7.8%) employees were
undecided on the statement. From the responses, it emerged that majority (62.6%) of the
employees reported that work demands at the flower farms interfered with their family life. This
could be attributed to the competing demands of both family and work place. This is supported
by Kalliath and Monroe, (2009) who said that any competing demands of work and family life
cause conflict and negatively affect the wellbeing of workers.
Moreso, (155, 48.3%) employees agreed with the statement that “the amount of time my job
takes makes it difficult to fulfill my family duties”, (85, 26.5%) employees strongly agreed with
the statement and (64, 19.9%) employees were in disagreement with the statement while (17,
5.3%) were undecided on the statement. The study findings showed that majority (74.8%) of the
employees believed that its difficult for them to fulfill their family duties due to due to the time
they are required to perform their duties in their workplace. This shows that little time is left for
family duties and could result to family conflicts which will later lead to either resignation or
dismissal from work. It seems therefore that most employees are not in a position to split their
time between work and family duties which contradicts Hobbler and Lemmon (2009), who stated
that work life balance is about the efforts of employees to split their time and energy between
work and the other important aspects of their lives.
On the statement that “due to work-related duties, I have to make changes to my plans for family
activities”, (145, 45.2%) employees agreed with the statement, (73,22.7%) employees strongly
agreed with the statement, (58,19.0%) employees were in disagreement with the statement
while (18,5.6%) employees were undecided on the statement. The study findings suggested that
majority (76.3%) of the employees in flower farms in North Rift region had to make changes to
their plans in order to accommodate family issues. This implies that they had to adjust their
schedules to fit with family issues and avoid competing interests between home and work duties.
This supports Hobbler and Lemmon (2009), who stated that work life balance is about the
efforts of employees to split their time and energy between work and the other important
aspects of their lives.
H03: There is no significant statistical relationship between work life balance and employee
turnover in flower farms which have human resource practices in place. Pearson Correlation
analysis was used to test this hypothesis and the results are presented in
Table Work Life Balance and Employee Turnover in Flower Farms
Elements of work Life
Balance
Employee Turnover
Attrition
Resignation Dismissal
Work Life Balance r = -.483** r= -.378** r = -.494
p =.000 p=.000 p = .000
Work life Issues r= -.228** r =.052** r=-.-.020*
p =.000 p =.002 p =.004
Work Demands r= -.126** r =.050** r=- -.063*
p =.024 p =.007 p =.061
**Correlation is significant at the 0.01 level (2-tailed)
*correlation is signification at the 0.05 level (2-tailed)
Source: Survey Data, 2016
From the findings in Table 4.22 work life balance had negative correlation with the indices of
employee turnover (attrition and Dismissal). However work life balance had a positive
correlation at 0.05 significance level. This implies that there was a statistical significance but
negative relationship between work life balance and employee turnover in flower farms in North
Rift region. From the findings work life balance may not influence attrition and dismissal
though, it can influence employee resignation. Work life issues had a negative correlation with
attrition and dismissal at a significance level of 0.01 and a positive correlation with resignation.
This implies that when work life issues increase employee resignation increases. Work demands
had a negative correlation with attrition and dismissal at a significance level of 0.01 and a
positive correlation with resignation. This implies that when work demands increase resignation
also increases.
Ordinal Regression for Objective III
To examine the relationship between Work Life balance and employee turnover in flower
farms.
Table 4.23 Model Fitting Information
Model Fitting Information
Model -2 Log Likelihood Chi-Square Df Sig.
Intercept Only 880.206
Final 726.438 153.767 42 .000
The results from table 4.23 show the Model fitting information. This will give the determination
whether the model improves our ability to predict the outcome. We compare the final model
against the baseline to see whether it has significantly improved the fit to the data. The Model
fitting Information table gives the -2 log-likelihood values for the baseline and the final
model. The significant chi-square statistic p<.000 indicates that the final model gives a
significant improvement over the baseline intercept-only model. This implies that the model
gives better predictions based on the marginal probabilities for the outcome categories. At
α=0.05 chi-square statistic p<.000 is significant which indicates that the final model gives a
significant improvement over the baseline intercept-only model. This implies that the model
gives better predictions based on the marginal probabilities for the outcome categories.
Table Goodness-of-Fit
Goodness-of-Fit
Chi-Square Df Sig.
Pearson 938.208 1008 .943
Deviance 421.941 1008 1.000
Results as shown in Table 4.24 implies that we accept the assumption of a good fit, p<.05, the
results for this analysis suggest the model fits well p<.943 since the p value is large the study
conclude that the data and the model predictions are similar and that has a good model. This
table contains Pearson's chi-square statistic for the model as well as another chi-square statistic
based on deviance. These statistics are intended to test whether the observed data are consistent
with the fitted model. We start from the null hypothesis that the fit is good. If we do not reject
this hypothesis if the p value is large, then it is concluded that the data and the model predictions
are similar and that gives a good model. However, if rejected the assumption of a good fit,
conventionally if p<.05, then the model does not fit the data well. The results for our analysis
suggest the model fit well p<1.000
Table Pseudo R-Square
Pseudo R-Square
Cox and Snell .381
Nagelkerke .383
McFadden .092
The pseudo R2 values (Nagelkerke = 38.3%) implies that there is significant relationship between
the variable and the dependent variable, that is the work Life balance explains the 38.3% of
employee turnover in flower farms in the areas as shown in Table 4.25. In linear regression, R2
the coefficient of determination summarizes the proportion of variance in the outcome that can
be accounted for by the explanatory variables, with larger R2 values indicating that the variation
in the outcome can be explained up to a maximum of 1. What constitutes a good R2 value
depends upon the nature of the outcome and the explanatory variables. Here, the pseudo R2
values Nagelkerke = 38.3%) indicates that work life balance explains a low proportion of the
variation between employee turnover. The low R2 indicates that a model containing only work
life balance is likely to be a poor predictor of employee turnover. Note though that this does not
negate the fact that there is a statistically significance.Table 4.26 Test of Parallel Lines
Test of Parallel Linesa
Model -2 Log Likelihood Chi-Square df Sig.
Null Hypothesis 726.438
General .000b726.438 1008 1.000
The result of the test of parallelism is in Table 4.26. The row labeled Null Hypothesis contains
2log-likelihood for the constrained model and assumes the lines are parallel. The row labeled
General is for the model with separate lines or planes. The entry labeled Chi- Square is the
difference between the 2log-likelihood values. If the lines or planes are parallel, the observed
significance level for the change should be large, since the general model doesn’t improve the fit.
From Table 4.26 shows that the assumption is reasonable for this problem. If the null hypothesis
not rejected, it is possible that the link function selected is incorrect for the data or that the
relationships between the independent variables and logits are not the same for all logits. From
the results of the study, it shows there is complete separation of data since the significance level
for the change is large p<1.00 as shown in Table 4.26
