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A CRITICAL ASSESSMENT OF THE INFLUENCE OF WORK-LIFE BALANCE ON EMPLOYEE RETENTION IN TELECOMMUNICATION COMPANIES IN CAMEROON (MATRIX TELECOMS)

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A CRITICAL ASSESSMENT OF THE INFLUENCE OF WORK-LIFE BALANCE ON EMPLOYEE RETENTION  IN TELECOMMUNICATION COMPANIES IN CAMEROON (MATRIX TELECOMS)

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Work is a crucial component of life, offering individuals a sense of accomplishment, acknowledgment, and a source of finances. On the other hand, life encompasses a variety of endeavours, including family, physical, financial, professional, social, intellectual, and spiritual activities. Nevertheless, the evolving nature of the workplace has necessitated the establishment of equilibrium between an employee's professional and home life. Work-life balance refers to the seamless and comprehensive integration of work and non-work activities, allowing individuals to reach their full potential in all aspects of their lives (Kar & Misra, 2019). Similarly, work-life balance practices refer to intentional organizational modifications in programmes or organizational culture aimed at minimizing work-life conflict and enhancing employees' effectiveness in both their job and personal lives. However, Lazăr, Osoian, and Raţiu (2020) contend that work-life balance does not entail allocating equal time to paid employment and non-paid activities. Rather, it refers to achieving a suitable degree of engagement or alignment between the various roles in an individual's life. Beyond that, work-life balance refers to achieving a state of equilibrium between the time and effort one dedicates to work and personal pursuits, with the aim of maintaining a harmonious overall existence. Implementing work-life balance practices can enhance the organization's performance by attracting external talent and minimizing conflicts among existing employees (Garg and Yajurvedi, 2016). According to Amram (2018),work-life balance is a crucial organizational component that greatly influences employee retention. Employee retention refers to the situation in which employees opt to remain with their existing organization and do not actively pursue alternative job opportunities. While ensuring employee retention is crucial for organizations to maintain their performance. The presence of experienced individuals enables organizations to enhance efficiency and productivity (Tirta and Enrika, 2020).  Furthermore work-life balance is the evaluation of how well an individual's performance and pleasure in their job and family roles align with their personal values at a specific moment in time (Greenhaus and Allen, 2021). However, the correlation between work-life balance and employee retention has been confirmed through many lenses, including studies on nurses (Aamir, Hamid, Haider, and Akhtar, 2016), executives (Akila, 2012), and information technology professionals (Garg and Yajurvedi, 2016). The specific elements that may impact the relationship between work-life balance and employee retention remain uncertain, despite the constant correlation observed between the two. It is necessary to determine the component that can strengthen the relationship (Shockley, Smith, & Knudsen, 2017).  Multiple studies have repeatedly indicated that maintaining a healthy work-life balance has a beneficial impact on employee retention (Tirta and Enrika, 2020; Sharma and Gupta, 2020; Aamir, Hamid, Haider and Akhtar, 2016; Garg and Yajurvedi, 2016). Nevertheless, organizations can promote work-life balance by implementing flexible working hours, allowing employees to work remotely or outside of the office, and fostering a family-friendly culture (Kumar and Velmurugan, 2018). Therefore, a survey will be conducted in order to critically assess the influence of work-life balance on employee retention in telecommunication companies in Cameroon.

1.2 Statement of the Problem

 Today, many organizations are grappling with the significant challenge of retaining their key employees, a phenomenon commonly known as employee retention issues. This is particularly crucial in service industries, particularly telecommunication companies where retaining skilled workers is paramount. However.  it also translates into considerable costs for organizations, posing a persistent dilemma for their Human Resources departments. Tymon, Stump, and Smith (2021) emphasize the necessity for organizations to employ various strategies to retain their top talent. Furthermore, eliminating poor recruitment practices can aid in maintaining expertise in the organization. However, retaining valuable employees remains a daunting task, despite the constant efforts of managers and top executives globally. Although, the process of employee retention offers several benefits to organizations, including reduced hiring costs, preservation of institutional knowledge, and mitigating the domino effect of turnovers (Win, 2023). Previous research by Kyndt, Dochy, Michielsen, and Moeyaert (2019) has identified various factors that promote employee retention. Among these, achieving a work-life balance emerges as a significant factor. Additionally, a lack of balance between work and personal life can lead to negative repercussions not only for employees but also for their relationships and the organization's bottom line. Employees who struggle to balance work and personal life may exhibit lower commitment to organizational goals, resulting in losses for the organization (Ruppanner, 2019). While some research have provided evidence supporting the correlation between work-life balance and employee retention, others have yielded inconclusive findings on this connection. A survey conducted among numerous employees across various sectors, including private commercial, public, and not-for-profit organizations, revealed that individuals who have a better work-life balance are less likely to have the intention to remain in their current job (Parkes and Langford, 2018). Thus, it is in the light of these that the study seeks to critically assess the influence of work-life balance on employee retention in telecommunication companies in Cameroon.

1.3 Objectives of the Study

The main purpose of this study is to critically assess the influence of work-life balance on employee retention in telecommunication companies in Cameroon. Specifically, the study will;

1.Investigate the correlation between work-life balance on employee retention in telecommunication companies in Cameroon.

2.Assess the impact of work-life balance on employee retention in telecommunication companies in Cameroon.

3.Examine the role of work-life balance in fostering employee engagement.

1.4 Research Questions

The following questions have been prepared for the study:

Is there a significant correlation between work-life balance on employee retention in telecommunication companies in Cameroon?

How does work-life balance enhance employee retention in telecommunication companies in Cameroon?

What role does work-life balance play in promoting employee engagement?

How effective is work-life balance in enhancing retention rates and decreasing turnover rates in telecommunication companies in Cameroon?

1.5 Research Hypotheses

Ho: Work-life balance has no significant influence on employee retention.

Ha: Work-life balance has a significant influence on employee retention

1.6 Significance of the Study

The findings of this study will help companies develop strategies to enhance work-life balance and retain their valuable employees. Also, it will shed more light on the factors influencing work-life balance and provide a guide for employees seeking to improve their work-life harmony. Furthermore, this study will ultimately assist managers and HR professionals in designing effective recruitment and retention strategies to attract and retain talented employees. Additionally, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to  the influence of work-life balance on employee retention in telecommunication companies in Cameroon.

1.7 Scope of the study

The scope of this study is to the influence of work-life balance on employee retention in telecommunication companies in Cameroon. Empirically, this study will investigate the correlation between work-life balance and employee retention, assess the impact of work-life balance on employee retention, examine the role of work-life balance in fostering employee engagement and examine the effectiveness of work-life balance in improving retention rates and reducing turnover rates for the organization.

Geographically, the study will be delimited to employees of MATRIX Telecom, Cameroon

1.8 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

1.9 Definition of Terms

 Work-life balance: as the ability of employees to effectively manage both work and personal commitments, highlighting its importance in maintaining employee satisfaction (Langford, 2018).

Employee retention: is the ability of an organization to keep its employees engaged and committed to their jobs for an extended period. It involves implementing strategies and practices to retain talented and skilled employees within the organization, thus reducing turnover rates.

Employee turnover: the rate at which employees leave an organization and need to be replaced. 


This material content is developed to serve as a GUIDE for students to conduct academic research



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