WORK-LIFE-BALANCE AND ORGANIZATIONAL PERFORMANCE IN THE NIGERIA POLICE FORCE, IKOT AKPAN ABIA UYO, AKWA IBOM STATE.

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WORK-LIFE-BALANCE AND ORGANIZATIONAL PERFORMANCE IN THE NIGERIA POLICE FORCE, IKOT AKPAN ABIA UYO, AKWA IBOM STATE.

WORK-LIFE-BALANCE AND ORGANIZATIONAL PERFORMANCE IN THE NIGERIA POLICE FORCE, IKOT AKPAN ABIA UYO, AKWA IBOM STATE.

Essien, Ekaette Emmanuel (MSc)
Department of Business Administration,
Faculty of Management Science,
AkwaIbom State University.

Prof. Don Baridam
Department of Business Administration,
Faculty of Management Science,
Akwa Ibom State University.

Christabel Brownson (PhD)
Department of Business Administration,
Faculty of Management Science,
Akwa Ibom State University.

ABSTRACT: This study was designed to examine the relationship between work-life-balance and organizational performance in the Nigeria Police Force, Ikot Akpan Abia, Akwa Ibom State. Two hypotheses were formulated in line with the research objectives. The descriptive survey research design was adopted for the study and a sample size of three hundred and fifty-three (353) respondents was drawn from a population of three thousand and eight (3008) using Taro Yamane’s formula for sample size determination. The major instrument for data collection was a structured questionnaire administered to the respondents and the data collected were analyzed using simple percentage and Ordinal Logistic Regression Analysis. The result of the findings revealed that, there is a significant positive relationship between variables of flexible work arrangement (𝛽2) 1.681, welfare policies (𝛽3) = 1.771, and organizational performance 0.620 in the Nigeria Police Force, Ikot Akpan Abia. Based on the findings of the analysis, all the proxies of Work-life Balance had significant positive relationship with Organizational performance. Consequently, it is recommended that Government should provide flexible work arrangement by introducing remote work options for certain roles within the police force, where officers can perform their duties from a remote location using technology. Through welfare policies, government should ensure that police officers receive competitive salaries and benefits that reflect the demands and risks associated with their roles. Government should implement comprehensive health and wellness initiatives that prioritize the physical and mental well-being of police officers as this will improve organizational performance.

Keywords: Work-life-balance, Flexible work arrangement, Work policies, Organizational Performance, The Nigeria Police Force.

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RELATIONSHIP BETWEEN EMPLOYEE SPIRITUAL INTELLIGENCE AND ORGANISATIONAL PERFORMANCE: THEORETICAL REVIEW.

RELATIONSHIP BETWEEN EMPLOYEE SPIRITUAL INTELLIGENCE AND ORGANISATIONAL PERFORMANCE: THEORETICAL REVIEW.

By

Dr. Tordumbari Julius Nwizia & Godwin Worlu Maru

tordum4eva@yahoo.com

Abstract

This paper takes the form of a literature review of appropriate studies related to employee spiritual intelligence and organizational performance. Spiritual intelligence of an employee vividly explains how workers can quickly solve problem with use of spiritual intelligence such as openness, self-awareness, and transcendence. The paper focuses on investigating the relationship between employee spiritual intelligence and organisational performance through an in-depth theoretical review. The equity theory was used. The Harvard system (the author-date format) was used for referencing literature sources. The paper used a secondary source of data collection. The paper concluded that employee spiritual intelligence and its dimensions significantly relates to the organisational performance. It was suggested that openness should be highly encouraged among employees in order to improve organizational performance; transcendence awareness should be built in the employees in order to make decisions out of personal interest which promotes performance in the organization.

Keywords: Spiritual intelligence, openness, self-awareness, transcendence and organizational performance.

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