WORKLIFE BALANCE ON THE JOB PERFORMANCE OF FEMALE EMPLOYEES IN THE BANKING SECTOR

This study investigated the influence of work-life balance on job performance among female employees of Polaris Bank in Edo State, Nigeria. The research specifically examined how time management, work flexibility, and job stress affect employees’ effectiveness in achieving organisational goals. The study was guided by three objectives: to determine the effect of time management on job performance, assess the relationship between work flexibility and job performance, and examine the impact of job stress on the job performance of female banking staff. The study adopted a quantitative research design and relied on primary data obtained through a structured questionnaire distributed to 148 female employees across different branches of Polaris Bank in Edo State. Data analysis was carried out using descriptive statistics, Pearson correlation, and multiple regression techniques implemented in EViews 9. The results revealed that time management (β = 0.493, p < 0.01) and work flexibility (β = 0.301, p < 0.01) have significant positive effects on job performance, indicating that employees who effectively manage their time and enjoy flexible work conditions tend to perform better. Conversely, job stress (β = -0.299, p < 0.01) was found to have a negative and significant impact on job performance, suggesting that increased stress reduces employees’ concentration, efficiency, and productivity. The regression model recorded an R² value of 0.43, implying that the independent variables jointly explain 43% of the variation in job performance among the respondents. The study concludes that maintaining a healthy work-life balance enhances employee productivity and organisational success. Specifically, efficient time management and flexible work policies improve morale and output, while unmanaged stress undermines performance and satisfaction. The study recommends that Polaris Bank and other financial institutions should implement structured time management training, introduce flexible work 9 arrangements, and establish stress management and wellness programs to promote the well- being and performance of female employees. By integrating work-life balance initiatives into human resource policies, organisations can improve employee retention, service quality, and long-term institutional performance.