Promoting Employee Commitment Through Worklife Balance Practices in Selected Telecommunications Firms in Delta State

Abstract

This study investigates the influence of work–life balance practices on employee commitment within selected telecommunications firms in Delta State, Nigeria, focusing specifically on flexible work arrangements and workload management. In the context of increasing workplace demands and competitive industry pressures, understanding how organizational practices shape employee commitment is critical for sustaining performance and retention. A quantitative approach based on a descriptive survey research design was employed. Data were collected from 180 valid respondents drawn from a sample of 189 employees across four major telecommunications firms using a stratified random sampling technique. A structured questionnaire measured on a five-point Likert scale was utilized, with reliability confirmed via Cronbach’s Alpha coefficients exceeding 0.70 for all constructs. Data analysis incorporated descriptive statistics, Pearson correlation, and multiple regression analysis using SPSS. The results reveal that flexible work arrangements exert a significant positive effect on employee commitment (β = 0.512, p < 0.001), while workload has a significant negative effect (β = -0.298, p < 0.001). Correlation findings further indicate a strong positive association between flexible work arrangements and employee commitment (r = 0.621) and a moderate negative association between workload and employee commitment (r = -0.458). The regression model demonstrates moderate explanatory power, accounting for 49.3% of the variance in employee commitment (R² = 0.493). These findings lead to the rejection of the null hypotheses, confirming that work–life balance practices are significant predictors of employee commitment. The study concludes that enhancing flexibility in work structures and managing employee workload effectively are critical strategies for improving commitment levels in the telecommunications sector. It contributes to the existing literature by providing empirical evidence from a developing economy context and offers practical insights for human resource policy formulation.