Assessing the Effect of Work-Life Balance Initiatives on Organizational Citizenship Behaviour

Abstract

The concept of work-life balance developed on the premise that career and personal life should not be seen as competing concerns but as balanced components of one’s overall existence. Initiatives to promote work-life balance become mandatory requirements for employees to maximize productivity and retain talent. This study examines the effect of work-life balance initiatives on organizational citizenship behavior in the case of commercial bank branches in Werabe (Ethiopia). Descriptive and explanatory research designs were employed by using a quantitative research approach. The data was collected through a standard questionnaire. The study used the census method. 150 employees from nine different commercial bank branches in Worabe town were selected to provide the study’s primary data. The collected data were analyzed using descriptive and inferential statistical tools. The study found that most employees’ perceptions were low for all significant work-life balance initiative variables included in this study; they were also medium in perceiving organizational citizenship behavior. Among the independent variables under investigation, three of them (flexible work arrangements, work leave programs, and dependent care initiatives) have positive and significant effects on organizational citizenship behavior. In contrast, the other two (working hours and workload) negatively and significantly affect organizational citizenship behavior. The beta coefficients of this study indicated that flexible work arrangements have a high effect on organizational citizenship behavior, followed by work leave programs. Therefore, it is better to adopt them in the organization. The influence of the abovementioned variables on organizational citizenship behavior is significant. This study fills this gap and extends the understanding of the role of variables. The bank’s management needs to offer initiatives by allowing employees to schedule their time and assisting and advising them on childcare costs and responsibilities such as schools, offering extended leave if something goes wrong, and sharing charges for education.