EZEH Awele Magdalene

This study examined the relationship between work-life balance and psychological well-being among academic and non-academic staff of the University of Benin, Edo State, Nigeria. The research specifically explored the dimensions of work-life balance, job flexibility, organizational support, work demands, family/social support, and personal coping and boundary management, and their influence on employees’ psychological well-being. A total of 100 staff members participated in the study, and data were analyzed using descriptive statistics, multiple regression, and correlation analyses. The findings revealed that staff reported a high overall level of work-life balance (grand mean =3.45), with family/social support (mean = 3.75) and personal coping and boundary management(mean = 4.07) being the strongest dimensions. Work demands were perceived as relatively low(mean = 2.98), while job flexibility (mean = 3.31) and organizational support (mean = 3.17) were moderate. Psychological well-being was also high (grand mean = 4.07), with particular strength in meaning and purpose in life (mean = 4.44) and self-efficacy (mean = 4.14). Regression results showed that family/social support (β = 0.198, p < 0.01) and personal coping and boundary management (β = 0.146, p < 0.05) significantly predicted psychological well-being, whereas job flexibility, organizational support, and work demands were not significant predictors. Correlation analyses supported these findings, showing positive and significant relationships between family/social support (r = 0.406, p < 0.01) and personal coping and boundary management (r = 0.298, p < 0.01) with psychological well-being. The study concludes that employees’ psychological well-being is most strongly influenced by supportive family and social networks and effective personal coping strategies. Practical implications include promoting family-friendly policies, resilience-building programs, and work life integration initiatives to enhance employee well-being. Future research should extend to multiple universities, adopt longitudinal designs, and incorporate qualitative methods to explore contextual factors influencing work-life balance and psychological well-being.