Impact Of Differing Work-Life Balances On Marriage Stability Among Married Couples
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Impact Of Differing Work-Life Balances On Marriage Stability Among Married Couples
ABSTRACT
This study looked into how different work-life balances affected marriage stability among married couples in Lagos’ Eti-Osa Local Government Area. This study’s population consists of all married men and women in Lagos State’s Eti-Osa Local Government. The study used a descriptive survey research design.
A random sample of 200 married men and women was drawn from five Local Community Development Areas in Eti-Osa Local Government, Lagos State. The sample consisted of 200 married men and women, selected using a simple random sampling technique from five Local Community Development Areas (Ikoyi-Obalende LCDA, Eti-Osa East LCDA, Eti-Osa West LCDA, and Iru – Victoria Island LCDA) in Eti-Osa Local Government, Lagos State.
After confirming its validity and reliability (r=0.741), respondents were asked to complete a self-created questionnaire with 40 items. The study examined six hypotheses, with Chi-square and Independent t-test statistical techniques employed to assess hypotheses at significance levels of 0.05.
The study found that different work-life balances had a substantial impact on marriage stability, child well-being, professional advancement, and personal wellness. Furthermore, there is no substantial gender difference in the varying work-life balances and marriage stability between married couples.
In light of the study’s findings, the researchers made a number of recommendations and ideas, the most important of which was the necessity for couples to reorient themselves on the essence of family values.
Work may leave you, but your spouse and family will remain. When job becomes frustrating, a spouse and family might provide comfort.
Married persons should work in jobs that offer flexible scheduling and consistent working hours. Employers (organisations) should establish a work-life balance policy and explore activities that allow for flexibility in achieving evenness.
The government should require firms to have a work-life balance policy that allows employees to live a balanced existence. Employees are under significant personal and workplace strain due to the unpredictable economic environment.
The rate of job loss and decrease in discretionary income as a result of exorbitant inflation are also contributing to the problem. Employers should give a balanced set of perks that are highly valued by employees both during and after their employment.
Chapter one
INTRODUCTION
1.1 Background of the study
Marriage is a fundamental institution in all societies. Marriage occurs as a public legal institution in every fully regulated society, rather than as a private personal declaration or religious rite. According to Hilliard (2007), marriage is a social union or legal compact between two people that establishes kinship.
It is a recognised social institution that not only establishes and maintains families, but also creates and sustains familial bonds.Marriage is intended to be a holy and eternal contract that will outlive the couples.
However, there are a variety of conflict difficulties affecting marriages nowadays. Differing work-life balances are one example of such an issue.Differing work-life balances among married couples have resulted in neglect of children’s needs, separation, or even divorce.
The term “work-life balance” could be described as a condition of equilibrium in which a person’s employment and personal/marital/family life demand equal attention (Clark, 2000). It is the link between the amount of time and effort that someone devotes to their job and the amount that they devote to other elements of their life, such as their family.
A work-life balance is thought to occur when there is proper functioning at work and at home, with little role conflict (Guest & Sturges, 2004). As a result, the incompatibility of work and non-work needs causes friction, and people suffer from a lack of work-life balance.Differing work-life balance occurs when a husband and wife have separate work-life schedules, causing the married and family life to be out of balance.
Work-life balance initiatives are a global phenomena. According to Alvesson (2002), working women have a dual role as employees and housewives. They are super moms who play several duties while balancing tradition and modernity, whereas males who work have the challenge of raising a happy family while also maintaining a good report card for professional responsibilities and growth.
Rigidity in working hours, in particular, causes a variety of problems (Hill, 2005). Working long hours can cause stress and mental illness (Fritschi, Morrison, Payne, Wall, and Whaley, 2005). According to research, this is exacerbated when the worker has additional duties outside of work.
Responsibilities outside work inevitably include non-work responsibilities such as child care, elder care, and, in some cases, social commitments that require the individual’s time and energy.
In Nigeria, for example, strict adherence to work schedules has been identified as a cause of secondary manifestations of work-life conflict, such as increased medical problems (diabetes, hypertension, aches and pains); increased psychological or attitudinal problems; absenteeism; lateness; interpersonal problems; and behaviour (language and dress) (Laoye, 2014).
All of the negative expressions of work-life conflict have a direct impact on an individual’s performance and productivity. Reducing these negative consequences should be a top priority for any organisation.
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