Title: Work-Life Balance And Employee Engagement In Manufacturing Companies In Rivers State
Authors: NSIRIM, CHARLES , PROF. EDWINAH AMAH
Volume: 9
Issue: 10
Pages: 54-65
Publication Date: 2025/10/28
Abstract:
The research examined the work-life balance and manufacturing employees' engagement in Rivers State. The study was conducted with four objectives and research questions and hypotheses directing it. It was based on Theory X and Y. A correlational research design was used for the study. The study population was made up of 2,652 employees from ten (10) chosen manufacturing companies in Rivers State, and the sample size was 335 employees determined based on the Krejcie and Morgan Sampling Table's suggestion. The companies were chosen using simple random sampling, while the respondents were selected through stratified random sampling. The researcher created a questionnaire called "Work-life Balance and Employees' Engagement Questionnaire (WBEEQ)". The instrument was validated and checked for reliability, with a reliability coefficient of r = 0.842 being determined through Cronbach's Alpha Analysis. Pearson Product Moment Correlation was utilized to respond to the research questions, while Linear Regression Analysis was employed to assess the null hypotheses at the 0.05 significance level. The results of this research revealed that there is a positive, strong, and significant relationship between time balance and employees' engagement in manufacturing companies of Rivers State, and there is a positive, very strong and significant relationship between role balance and employees' engagement in manufacturing companies of Rivers State. Therefore, this study considers that work-life balance is not only a welfare issue but an essential strategy to improve organizational performance. Taking the results into account, the research suggested that among other things, manufacturing industries are encouraged to adopt flexible working hours or shift changes for the workers to have ample personal time, and companies are supposed to set up support systems for employees and work-family assistance programs to enable the staff juggling different roles to cope better.