The myth that family and work occupy separate spheres is fast fading in the face of
tremendous demographic and economic changes (Voydanoff 1984). It is apparent
that the demographics of the workplace have greatly changed in this century. This
has led to a substantial increase in interest and focus by many employers and
employees on achieving an appropriate balance between work demands and family
life which is also critical for business success through improved productivity of
The purpose of the study was to examine the relationship between work/family life
conflicts and employee productivity at Citibank Kenya. That is, to specifically assess
the impact of work/family conflict on organizational productivity. The sample size
for the study was 36 respondents. The research insh·uments used in data collection
was a questionnaire which consisted of both open and closed ended questions. The
data collected was analyzed using Ms Excel and presented in frequency table, pie
chart and graph form.
The study revealed that work life conflict was a new concept to most of the
respondents. The study established that there were work life balance programs in
place though they were not sufficient enough to counter conflict and ensure that
there is a balance between work and family roles of employees which would
enhance performance and productivity.
The study showed that the specific working conditions that contributed to most of
the work family conflict were: excessive working hours, scheduling incompatibilities
between work and family roles and few numbers of employees leaving most of them
with heavy workloads.
There were several consequences / effects of conflict established by the study. The
most significant ones were lower job satisfaction which eventually led to low
morale, motivation and overall low or poor productivity plus lower contentment
with life in general to the level of some employees intending to leave paid
The bank should therefore implement written work life policies and programs,
sensitize all employees on the benefits of work life balance. Some of the programs
that should be introduced may be family sick days, extensive resource and referral
services such as medical services, child care services, paternity leave policies and
flexible work arrangements all as a means to help employees attain this important
balance and render them more productive and satisfied individuals both at work and at home.
SSA, R (2021). Work/Family Conflict & Employee Productivity A Case Study Of Citibank Kenya. Afribary.com: Retrieved June 19, 2021, from https://afribary.com/works/work-family-conflict-employee-productivity-a-case-study-of-citibank-kenya
Research, SSA. "Work/Family Conflict & Employee Productivity A Case Study Of Citibank Kenya" Afribary.com. Afribary.com, 04 Jun. 2021, https://afribary.com/works/work-family-conflict-employee-productivity-a-case-study-of-citibank-kenya . Accessed 19 Jun. 2021.
Research, SSA. "Work/Family Conflict & Employee Productivity A Case Study Of Citibank Kenya". Afribary.com, Afribary.com, 04 Jun. 2021. Web. 19 Jun. 2021. < https://afribary.com/works/work-family-conflict-employee-productivity-a-case-study-of-citibank-kenya >.
Research, SSA. "Work/Family Conflict & Employee Productivity A Case Study Of Citibank Kenya" Afribary.com (2021). Accessed June 19, 2021. https://afribary.com/works/work-family-conflict-employee-productivity-a-case-study-of-citibank-kenya