学校と認知心理学の国際ジャーナル
オープンアクセス

概要

The Effects of Stressors on Work Life Balance: The Case of World Vision Ethiopia Head Office Employees, Addis Ababa, Ethiopia

Hunde Benti Gudina1, Dagne Tafa Gemechu2*

Stressors, with its latent variables, that are work overload, role ambiguity and work family conflict, disturb work life balance in various aspects. These hindrance stressors and its measuring variables distract work life balance by causing hassle to time management, involvement balance and finally lead to dissatisfaction in work and life. Among the study population (373) of Womens Association of Venture Equity (WVE) sponsorship program employees, 193 were determined using Yemane’s formula. Primary quantitative data were collected, using standardized questionnaires of 20 items for Stressors (STR), 20 items for Social Support (SoS) and 9 items for WLB. All with 5 Likert scales and Cronbatch’s alpha of >0.80 after adaption and validity and reliability pilot test is made. The study used quantitative cross-sectional research design approach. Statistical Package for Social Sciences (SPSS) and Analysis of Moment Structures (AMOS) version (23) is used. Simultaneous Structural Equation Model (SEM) analysis was performed. First, SEM is used, as factor analysis to get Goodness of Fit (GOF) summary indices of the properties of the underlying measurement model Chartered Financial Analyst (CFA) among the endogenous variables. Second, as structural path analysis, SEM is used to test hypothesized relationships among constructs with linear equation systems to test the theoretical propositions. Standardized regression coefficient or path coefficient of (0.96 at p<0.01) result indicated that stressors are statistically significant and negatively related to work life balances. The negative interaction effect (β=-0.18) illustrates the interaction effect of social supports between the independent variables and dependent variables. Standardized beta estimate from AMOS factor analysis output shows that the effect of STR on WLB is more pronounced in Program Department (β=-0.71),as well as in higher service year (β=-0.75)employees. Clarifying roles and responsibilities, appropriate job grading to balance between quantity and quality of roles, all forms of supports are remedy. Dependable relationships and conducive work environments positively contribute to staff wellbeing. Therapeutic intervention such as counseling program, flexible work schedules and rest and relaxation and other similar are possible measures to be taken. More importantly, the fast changing of working and family life condition necessitates equally dynamic behavioral change of individuals. Productive socialization at working place as well as communal and familial relationship is mandatory for holistic life.