Work Life Balance and Staff Job Satisfaction in Tanzania Banking Sector

Abstract

Just as customer satisfaction is the most important issue in the banking industry, work-life imbalance is one of the challenges that the banking industry must recognize in order to ensure staff job satisfaction and remain competitive. The demand for work-life balance remedies for employees in organizations has been growing exponentially thus far. In order to generalize the findings, this study examined the crossover and spillover relationships between work-life balance and employee happiness in Tanzania's banking industry using the case studies of CRDB and NMB Banks in Moshi Municipality. The study specifically aimed to ascertain the impact of leave policies, job design, wellness initiatives, and flexible work schedules on employee job satisfaction in Tanzania's banking industry. The Spill over theory served as the study's compass, and an empirical assessment on work-life balance was conducted to assess the study's validity. The study used a cross-sectional research methodology, and the 91 staff members in the sample were selected from the populations of three NMB Bank and CRDB Bank branches located in the Moshi municipality. The banks were chosen via the use of purposeful sampling, and the desired number of employees within the two chosen banks were then chosen through the use of simple random sampling. Data were gathered using a questionnaire in compliance with the study's goals. Descriptive and regression analysis were performed on the collected data using the Statistical Package for Social Science (SPSS) program. The research revealed that job design, flexible work schedules, and job design had a stronger correlation with employee happiness in Tanzania's banking sector than did wellness initiatives. The results of this study show that work-life balance rules, such as those pertaining to flexible work schedules and leave provisions, are not being implemented effectively. The report advises banks to prioritize giving staff members study leave and to simplify the application procedure for caregiver's leave. It also suggests that banks take into account the appropriate number of hours that employees work each day. In order to satisfy personnel, this study recommends integrating WLB practices like autonomy as well as carefully modifying and implementing alternative work arrangements that are WLB-friendly.