Abstract:
Work-home conflict is a situation that confronts employees in all domains of work and this has
consequential effects on job satisfaction as employees try their efforts to balance the activities
and roles of work and the home. Understanding how work-home conflict affects job
satisfaction can lead to implementation of effective policies that improve job satisfaction and
boost productivity. This study investigated into the subject using a sample of 150 employees
from the commercial banks in Ghana, and aimed at examining the effect of work-home conflict
on the job satisfaction of these employees. Analyzing the demographic characteristics of the
employees showed that there were more male employees than females, and yet the two-sample
t-test showed that there was found to be no statistical difference between male and females on
the work-home conflict. The results of the estimated binary logistic regression model revealed
that work-home conflict, gender, age, years of education, and number of dependents were
significant predictors of job satisfaction. Particularly, work-home conflict accounted for a
significant increase in job satisfaction by approximately 11 percent. The study recommends
that management and stakeholders of the commercial banks in Ghana should put in place
appropriate measures that would largely increase job satisfaction to prevent the possibility of
the occurrence of negative effects of work-home conflict such as absence from work, turnover
intentions, and tardiness.
Description:
A dissertation in the Department of Management Sciences,
School of Business, submitted to the School of
Graduate Studies in partial fulfillment
Of the requirements for the award of the degree of
Master of Business Administration
(Human Resource Management)
In the University of Education, Winneba
