Responses on Work Life Balance and Employee Turnover
Statement SD
D U A
SA
F % F % F % F % F %
Work hours fit in well
with one’s living program
0 0.0 28 8.7 30 9.3 90 28.0 173 53.9
I can do different
types of job
14 4.4 28 8.7 46 14.3 123 38.3 110 34.3
I feel secure in my
job
16 5.0 34 10.6 14 4.4 163 50.8 94 29.3
Working under a safe
environment
0 0.0 28 8.7 0 0.0 224 69.8 69 21.5
Flexible hours are provided
allowing for more personal
freedom
9 2.8 52 16.2 4 1.2 221 68.8 35 10.9
I can avoid excessive social
interaction in
order to keep healthy
30 9.3 26 8.1 39 12.1 154 48.0 72 22.4
My work place is close to
home
12 3.7 68 21.2 52 16.2 120 37.4 69 21.5
The results of the study on employees work life balance presented on Table 4.19 showed that majority
(173, 53.9%) employees strongly agreed with the statement that they feel relaxed and stable in their
lives when work hours fit in well with their program, (90,28.0%) agreed with the statement and
(30,9.3%) respondents were undecided on the statement while (28,8.7%) were in disagreement with
the statement. Muindi (2009) did a study on the determinants of work life balance in the Public
Sector: A Case Study of Ngong District Hospital. The study however did not outline the work life
balance practices if any, adopted in this industry. From documents analysis according to Kenyan law,
regular working hours are 46 hours of work per week, with a paid day of rest after every six days
worked. However, on all farms overtime is generally compulsory and is particularly common at
certain times of the year, such as in the run-up to Christmas, Valentine’s Day and Mother's Day, when
pack house workers are under great pressure to pack flowers before the nightly flight to Europe
departs. Packers and pickers on three out of four farms complained of working long hours, up to 16-
18 hours a day (like, 7:00 a.m. to 11:00 p.m.), and sprayers on half of the farms claimed to be working
11-12 hours, spraying from 7.00 a.m. to 6.00 p.m. One employer acknowledged that graders were
working more than 12 hours overtime a week, a situation which they are trying to ameliorate. More
female workers interviewed were involved in overtime work (since they formed the majority of pack
house staff), which can have serious implications as they typically also bear the responsibility for
work in the home (childcare and domestic tasks). In and of itself, overtime is not necessarily
problematic if: it is not excessive; workers are compensated appropriately; and it is chosen freely.
However, participants in several FGDs complained that overtime is not voluntary and that they are not
given the opportunity to refuse in accordance with codes. The responses also indicate that there is no
awareness of how many hours per week are allowable under a code or the law, pointing to
communication issues between management and workers (Flowers Growers’ Group of the
Agricultural Association, 2002). From the response it emerged that majority (81.9%) of the
employees felt relaxed and stable when working hours fitted well with their program. This implies
that they enjoyed working when their personal life activities were in line with the work schedule
programs. This shows the employees are satisfied with their work since there are no conflicting work
schedules and his/her own life program. This concurred with Clark, (2001) who opined that
employee work life balance occurs when there is satisfaction and good functioning at work and at
home.
Further, (123, 38.3%) employees agreed with the statement that they can do different types of jobs,
(110,34.3%) employees strongly agreed with the statement, (46,14.3%) respondents were undecided
with the statement and (28,8.7%) employees disagreed with the statement while (14,4.4%) employees
strongly disagreed with the statement. The study findings suggest that a majority (72.6%) of the
employees can do different jobs without any conflicts. This shows that employees can split their time
and perform different tasks without any stress or conflicts at work. This is supported by Hobbler and
Lemmon (2009) who argued that some employees can split their time and energy between work and
the other important aspects of their lives without any form of conflicts. This shows that majority of
the employees in flower farms can balance their work schedules to achieve their goals both at work
place and their own lives.
In addition, (163,50.8%) employees agreed with the statement that they felt relaxed and stable in their
lives when they are secure in their jobs, (94,29.3%) employees strongly agreed with the statement,
(34,10.6%) employees disagreed with the statement, and (16,5.0%) respondents strongly disagreed
with the statement while (14,4.4%) employees were undecided with the statement. It seems therefore
that majority (80.1%) of the employees in flower farms in North Rift Region were more relaxed and
stable when they felt secure in their jobs. This implies that job security among the employees plays an
important role in job satisfaction. Research has shown that job security induces organizational
commitment of workers.
Davy, Kinicki and Scheck (1997) discovered that job security significantly related to employee
commitment where commitment in this case leads to job satisfaction which is a predictor of employee
turnover. This finding was supported by the research finding of Abdullah and Ramay (2012) who
reported a significant positive relationship between job security and organizational commitment of
employees. This certifies that job security induces employee commitment in any work situation. In
other words, employees perceive threat of job security may become less committed to the
organization they are working for and may decide to quit the job. Thus, satisfaction with job security
is positively correlated with both organizational commitment and job performance (Yousef, 1998).
Similarly, (224, 69.8%) employees agreed with the statement that they felt relaxed and stable in their
lives when working and safe environment, (69,21.5%) employees strongly agreed with the statement
while (28,8.7%) employees were in disagreement with the statement. To support the above findings,
according to study by National Resource Institute (2006), a majority of the workers handling
chemicals in flowers farms were provided with respirators (57%), overalls (80%), impermeable
gloves (63%) and rubber boots (80%). However, only 37% of workers interviewed were provided
with impermeable goggles. This means that the majority of workers are exposed to possible eye injury
from the chemicals. These results imply that the workers are not fully aware of how to handle the
chemicals they use and the risks involved in handling these chemicals. The workers are thus at risk of
being exposed to the chemicals hence affecting their health.
It is important to instruct and train workers, especially the spray operators, on safe application and
risks of pesticides and chemicals when the working environment is not safe and dangerous for
employees. From other research, there are biological, chemical, physical and socio-psychological risk
factors have been investigated which are related to occupational safety and health in the hotel
industry. The main factors affect on job satisfaction are biological and chemical risk factors. While
the risk factors on occupational health and safety increase, the satisfaction of employees will decrease
(Kilic & Selvi, 2009). The characteristic of fast growing industries are non-standard work
arrangement, low wages, work demands over, high frequent interaction with customer, and working
environment rapidly change (Lo & Lamm, 2005). When the job requirements do not meet to the
employees’ abilities, resources and needs, it will cause job stress. The factors of stressful varied with
the type of occupation or jobs (Sunny Hu & Cheng, 2010). Occupational stress increases the
employees’ turnover of employees.
Furthermore, there is also a relationship between job satisfaction and health. There are two kinds of
health included, which are physical and mental. From other research, health characteristic in the
workplace is reviewed systematically as an important implication. Organizations are required to
accept the responsibilities which are work practice impact on the health level of employees. A good
communication between workers and employees are required in order to reduce the stress level of
workers effectively. Workplace policies which are concern with improving the health of employees be
executed and developed through meaningful communication between management and workers in
order to identify the current working condition of employees (Faragher, Cass, & Cooper, 2005).
Although Kenya has attracted some foreign dollars through these export-based flower and tea
industries, a majority of Kenyans remain mired in poverty (Dotan et al 2003). It is quite true that
most workers don't eat flowers. But they are an important source of food security because of the
income they bring to thousands of workers most of them women are still remain poor. The main
issues raised were a lack of provision of protective clothing for workers handling chemicals, the
non-observance of re-entry periods, and the exposure of pregnant women to chemicals. In some cases,
the perception of risk among workers exceeds actual risk, suggesting that companies may not be
providing sufficient training and/or accurate information to workers on where the dangers of
chemical exposure lie. Lack of access to adequate maternity leave creates anxiety about income
security and can lead women to seek abortions and/or hide their pregnancies, both of which can carry
long-term health implications.
The study findings showed that a majority (91.3%) of the employees in flower farms in North rift
region were more satisfied with their work when working under a safe environment. This shows that
employee safety is an important consideration for flower farms in order to retain their workforce. This
supports Ayieko’s (2011) findings which showed that lack of health and safety facilities can lead to
job stress and job dissatisfaction. Further observations indicated that rest brakes were not available. A
rest break allows all employees to test for a short period of time during work hours. Rest breaks are
also preferred as crib breaks, rest pauses as tea breaks. The organization of working time Act 1997
sets out that an employee is entitled to a break of 15 minute after 41/2 hr work period and if more than
6 hrs than it is 30 minutes before breaking for lunch. What I observed is that an employee checks in at
7.30am and leaves the work place at 2.00pm without having short brakes of may be tea at rest time.
This goes against the rule set by Organisation of Working Time Act of 1997. At the time for checking
out these employees are already time and worn out as they look weary and tired. Sustainable and
efficient rest facilities should be provided at readily accessible places. These rest places could be rest
rooms, canteens or restaurant to purchase food in order to use them. Rest rooms should include
eating facilities. Employees should obtain hot food from restaurant. From my own observation
restrooms were not sufficiently stocked. Most employees carry their lunch and eat them under trees
where there are no seats. Some employees eat their food standing because of lack of available seats.
More so, (221,68.8%) employees agreed with the statement that they felt relaxed and stable in their
lives when flexible hours are provided allowing for more personal freedom, (35,10.9%) employees
strongly agreed with the statement while (61,19.0%) employees were in disagreement with the
statement. From the responses, it can be argued that majority (79.7%) of the employees in flower
farms enjoyed their work more when flexible hours were provided allowing for more personal
freedom. This showed that for organizations to retain their employees, they need to initiate flexible
working hours (Grady et al., 2008) as this enable work life balance of the employees.
In addition, (154,48.0%) employees agreed with the statement that they felt relaxed and stable in their
lives when they can avoid excessive social interaction in order to keep healthy, (72,22.4%) employees
strongly agreed with the statement while (56,17.4%) employees were in disagreement with the
statement. The responses showed that majority (70.4%) of the employees believed that they were
more relaxed when they avoided social interactions in order to keep healthy. This implies that
employees are more satisfied with their work when they are in a healthy condition which is supported
by Fischer and Sousa- Poza (2007) who reported that job satisfaction is conducive to individual
health satisfaction of an individual. Further, the respondents were requested to rate in a five point
likert scale items in the questionnaire on work life issues in relation to their work at flower farms.
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