WORK-LIFE BALANCE INITIATIVES AND JOB SATISFACTION

A COMPARATIVE STUDY OF EMPLOYEES IN NIGERIA AND AN INTERNATIONAL CONTEXT

Abstract

This research critically investigated work-life balance and job satisfaction among operational staff in a Nigerian telecommunication firm, while comparing international best practices in order to provide recommendations for enhancing work-life-balance policies in Nigeria.  The study was conducted to fill the gap left by prior quantitative studies by offering deeper, qualitative insights and comparisons with global practices. The theoretical underpinning of the study was the work-life border theory. A qualitative case study design was adopted. The sampling process involved the use of purposive and snowball methods, which enabled the collection of primary data from 10 operational staff of MTN Nigeria Plc in Calabar, through a semi-structured interview method. The data obtained were analysed using reflexive thematic method. With respect to the perceptions of operational staff regarding how work-life balance initiatives affect their job satisfaction, three sub-themes were identified: enhanced well-being and reduced stress, improved flexibility and control over work schedules, and feeling valued and supported by the organisation. In comparing the work-life balance initiatives at the Nigerian organization with international best practices, four major sub-themes were identified: inconsistent implementation, lack of organisational support and cultural reinforcement, presence of some work-life balance elements in principle, and perceived benefits undermined by poor communication and follow-through. Based on these findings, the study recommended that the management of MTN Nigeria should ensure that all work-life balance (WLB) initiatives, such as hybrid work arrangements, maternity leave, and wellness programmes, are applied consistently across departments. It was also recommended that it is crucial for the management of MTN to establish clear communication channels to regularly inform employees about available WLB programmes and how to access them. Suggestions for further studies were also made based on the observed limitations of the study.