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    Work Life Balance Practices, Knowledge Management and Employee Productivity in Selected Manufacturing Firms in Mbarara City.
    (2024) Atukunda, Bridget
    Employee productivity has remained a major constraint that impacts the success and survival of manufacturing companies worldwide. The objective of this study was to investigate the relationship between work-life balance practices, knowledge management, and employee productivity in selected manufacturing firms in Mbarara City. The study was guided by three research objectives: to examine the relationship between work-life balance practices and employee productivity, to explore the relationship between knowledge management and employee productivity, and to assess the combined effect of work-life balance practices, knowledge management, and employee productivity in selected manufacturing firms in Mbarara City. The study employed a cross-sectional research design that utilized a quantitative approach to data collection and analysis. The study sample consisted of 217 manufacturing firms, determined using the Krejcie and Morgan table (1970). The employees were the unit of inquiry and a selfadministered close-ended questionnaire used. Data collected from the field was processed and analyzed using the Statistical Package for Social Scientists (SPSS). To test the relationship between the study variables, correlation analysis was conducted. Additionally, regression analysis was used to test the combined effect of the independent variables on the dependent variable. The study demonstrated a positive, statistically significant correlation between work-life balance practices and employee productivity, as well as a positive, statistically significant correlation between knowledge management and employee productivity. Additionally, the combined influence of work-life balance practices and knowledge management accounted for 42.6% of the variations in employee productivity within selected manufacturing firms in Mbarara City. Manufacturing firms ought to invest in strategies and tools that facilitate knowledge management within the organization, such as training programs, knowledge-sharing platforms, or fostering a culture that encourages the exchange of expertise. Furthermore, firms should consider implementing or enhancing existing programs that support work-life balance practices, such as flexible work schedules, telecommuting options, or policies that promote a healthy work-life balance. It is crucial for firms to periodically evaluate the effectiveness of these programs using employee feedback and performance metrics to assess the impact of work-life balance practices and knowledge management initiatives. This evaluation should then guide firms in making any necessary adjustments to address evolving needs and challenges.