




































American Research Journal of Economics, Finance and Management 

Volume 13 Issue 1, January-March 2025 

ISSN: 2836-9416 

Impact Factor: 6.41 

Journal Homepage: https://americaserial.com/Journals/index.php/ARJEFM, 

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WORK LIFE BALANCE AND EMPLOYEE’S PERFORMANCE IN 

TELECOMMUNICATION FIRMS IN ENUGU STATE. 
 

Onyema Chidozie Nwabueze, Prof. N. M. Ile Ph.D. and Onyia Charles 

Nnandi 
Department of Business Administration, Enugu state University of Science and Technology, Enugu 

State. 

DOI: https://doi.org/10.5281/zenodo.15026202 

 

Abstract: The study evaluated the Work life balance ad employee’s performance in 

Telecommunication firms in Enugu State. Specifically, the objectives were to: examine the 

relationship between managing leisure time and employee punctuality and examine the relationship 

between stress management and employee efficiency of telecommunication firms in Enugu state. 

The study used the descriptive survey design approach. The primary source of data was the 

administration of questionnaire.  Total populations of 281employees were used. Two hundred and 

forty eight (248) returned the questionnaire and accurately filled. Data was presented and analyzed 

using Likert Scale and the hypotheses using Z - test. The findings indicated that Managing leisure 

time had significant positive relationship with employee punctuality Z (95, n= 248), 7.176 < 9.462, 

P.<.05 stress management had significant positive relationship with employee efficiency of 

telecommunication firms, Z(95,n= 248), 5.842 < 10.224, P.<.05. The study concluded that Managing 

leisure time and stress management had significant positive relationship with employee punctuality 

and employee efficiency of telecommunication firms.  The study recommended among others that 

the management of telecommunication firms should be engaging in leisure activities to enhance the 

opportunity to find balance in life and allow taking control of how employees spend their time and 

helping to regulate the challenging demands of what life can throw at employees.  

 

INTRODUCTION 

1.1 Background of the study 

The actual term “work-life balance” first appears in the U.K. in the 80's as a plank in the Women's 

Liberation Movement. The movement advocated for flexible schedules and maternity leave for 

women. The Women's Liberation Movement of the 1980s brought work–life balance back to the 

forefront.  Work-life balance is one of the prevailing issues in many organizations. Work-life balance 

aims at ensuring that the employees of an organization are able to divide their personal and 

professional life in a harmonious manner. The management of an organization needs to understand 

that developing and implementing policies under work-life balance, is a necessity in today’s scenario 

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American Research Journal of Economics, Finance and Management 

Volume 13 Issue 1, January-March 2025 

ISSN: 2836-9416 

Impact Factor: 6.41 

Journal Homepage: https://americaserial.com/Journals/index.php/ARJEFM, 

Email: contact@americaserial.com 

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153 | P a g e  

in order to increase productivity, enhancing educational standards as well as talent retention. 

Inability of workers to balance work and family could lead to increased rates of absenteeism, stress, 

employee turnover, job dissatisfaction and poor work performance. It is therefore essential for 

employees to maintain stability between work and their private lives (Akpa, Egbuta, Akinlabi & 

Magaji, 2019). Work-life balance studies the influence of work and family climate on the aspects of 

life, and it backs the efforts of the employees to divide their time and energy between work, family and 

the other aspects of their lives. In today’s world, most of the organizations have started introducing 

various policies in order to create a conducive working environment by means of flexible working 

hours and job sharing responsibilities (Neelima and Bhawani, 2019), which lead to self-management, 

employee effective communication, stress management, managing leisure time, and how to manage 

change in telecommunication firms in Enugu state. 

The telecommunication firms are one of the most human resource severe sectors, and employees stay 

in the firms for longer hours doing routine work, which could be highly tasking on their mental 

health. With the current state of the working world, the role of human resource in organizational 

development has begun to be taken more seriously. It has been realized that human resources are 

beyond just productive tools at work, but their effectiveness stretches to how well the other areas of 

their lives are. With work life balance, organisations can ensure that their human resources are well 

taken care of beyond just work but in other areas as well. It takes a holistic approach to life. This 

realization is based on the understanding that without people, (human resource), the organisations 

may not achieve its objectives (Siwale, Chrine, Crispin & Mwiikisa, 2021). Any imbalance between 

organizational commitment, personal commitments and inefficient management of life priorities can 

lead to serious consequences (Shobitha and Sudarsan, 2014).  

Employees’ performance, though a multidimensional construct, refers to a task accomplishment 

degree that constitutes their job performance. Similarly, Rizwan, Nazar, Nadeem & Abblas (2016) 

viewed employees’ performance in terms of their work quantity, quality and efficiency. It is also 

associated with productivity which implies output quantity, output quality, output timeliness, job 

presence, work morale, work efficiency and effectiveness. This is why Boarman and Motowidlo (2017) 

conceived employees’ performance as their effectiveness to perform their tasks that contributes to 

organizational core objectives through the conduciveness of their operating environment. As Samson, 

et al. (2015) rightly noted the imperativeness of employees’ performance for organizational existence 

cannot be overemphasized. It was based on these that necessitated study the effect of Worklife 

balance and employee performance of Telecommunication firms in Enugu, Enugu state. 

1.2 Statement of Problem 

A healthy balance is meeting the deadlines at work while still having time for friends and hobbies, 

having enough time to sleep properly and eat well, not worrying about work when you are  at 

home.Work life balance is a method which helps employees of an organization to balance their 

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American Research Journal of Economics, Finance and Management 

Volume 13 Issue 1, January-March 2025 

ISSN: 2836-9416 

Impact Factor: 6.41 

Journal Homepage: https://americaserial.com/Journals/index.php/ARJEFM, 

Email: contact@americaserial.com 

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personal and professional lives. Work life balance encourages employees to divide their time on the 

basis on priorities and maintain a balance by devoting time to family, health, vacations etc. along with 

making a career, business travel etc. It helps to motivate the employees and increases their loyalty 

towards the organisation. This helps to increase productivity at workplace as the employee is relaxed 

about his personal commitments.  

While poor work-life balance is often caused by poor resource management, this is not always the 

case. Some businesses struggle with a culture that either rewards people for overworking or puts so 

much pressure on workers that they feel they must always be 'on. Addressing a toxic work culture is 

no easy task.  However, the organizations have been facing a lot of challenges as a result of poor 

worklife balance. Instead of having time to recharge and rest, employees power through their to-do 

list. This leads to feelings of overwhelm and high stress levels, going on to contribute to mental health 

issues such as anxiety and depression over time as a result of poor managing leisure time and flexible 

work arrangement. 

The consequences of this if not tackled may lead to poor employee output and engagement in the 
organisation. Unmanaged stress can lead to decreased work performance, increased relationship 
strains and burnout. Based on this, the need to study Work life balance and employee’s performance 
in Telecommunication firms in Enugu State. 
1.3  Objectives of the Study 
The main objective of the study was to evaluate Work life balance and employee’s performance in 
Telecommunication firms in Enugu State. Specifically, the objectives were to: 
i. Examine the relationship between managing leisure time and employee punctuality at work of 
telecommunication firms in Enugu state. 
ii. Examine the relationship between stress management and customer satisfaction of 
telecommunication firms in Enugu state. 
1.4   Research questions 
The following research questions guided the study 
i.  What is the relationship between managing leisure time and employee punctuality at work of 
telecommunication firms in Enugu state? 
ii. What is the relationship between stress management and customer satisfaction of 
telecommunication firms in Enugu state? 
1.5      Statement of the Hypotheses 
The following hypotheses guided the study 
i. Managing leisure time has no relationship with employee punctuality at work of 
telecommunication firms in Enugu state. 
ii. Stress management has relationship no with customer satisfaction firms in Enugu state. 
REVIEW OF RELATED LITERATURE 
2.1 Conceptual Review 
2.1.1 Work 

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American Research Journal of Economics, Finance and Management 

Volume 13 Issue 1, January-March 2025 

ISSN: 2836-9416 

Impact Factor: 6.41 

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Work is the study of how people interact with their work environment. It includes everything from 

scheduling and assigning tasks to equipping and training employees for their jobs. The structured 

design of work processes is referred to as work organization. Work is the distribution and 

coordination of work tasks, skills and authority in an organization. Work in organization is the way 

that tasks are distributed amongst the individuals in an organization and the ways in which these 

tasks are then coordinated to achieve the final product or service (Berrell, 2021).  Work includes 

measures and solutions that create and maintain expedient, economic and social conditions for 

cooperation within the company, (Leininger, 2023).  The study maintains that work is using available 

resources and talent as efficiently as possible to achieve a result. 

2.1.2 Life 

Life is defined as cells that self-replicate, metabolize, and are open for mutations, without which 

genetic information would remain unchangeable, and evolution would be impossible (Witzany, 

2020). The crucial difference between life and non-life (or non-living things) is that life uses energy 

for physical and conscious development. Life is anything that grows and eventually dies, that is, 

ceases to proliferate and be cognizant. Life exists at many levels. Life is also a process through which 

energy and materials are transformed. The difference is that the process of life is intimately linked to 

story it contains, whereas non-life is indifferent to the story we impose upon it (Tom and Taylor, 

2020).  The study maintains that Life is the aspect of existence that processes, acts, reacts, evaluates, 

and evolves through growth (reproduction and metabolism).  

2.1.3 Balance 

Balance refers to an individual’s ability to maintain their line of gravity within their base of support. It 

can also be described as the ability to maintain equilibrium, where equilibrium can be defined as any 

condition in which all acting forces are cancelled by each other resulting in a stable balanced system 

(Sullivan and Leslie, 2014).  

2.1.4 Work-life balance 

Work-life balance is the ability to set equilibrium between professional and personal life. It is 

essential for higher productivity, lower absenteeism, and better physical and mental health. To be able 

to create a healthy balance between career, family, and leisure activities take effort (Shellye, 2022). 

Work-life balance is a key part of self-care when juggling the responsibilities of your workday, home 

life, and relationships with your family members and other loved ones (Wold, 2021). Work-life 

balance is a term that makes intuitive sense to many of us but can be elusive to achieve. We all know 

the feeling when demands are piling up on one side of the work-life scale and dominating our days. 

Work-life balance is often used to describe a trade-off. Employee balance the time spent on work 

projects versus time spent with family, friends, and personal interests. It can also refer to the level of 

flexibility team members feel they have. Work-life balance encompasses everything that goes into a 

well-lived life (Wolf, 2021). 

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ISSN: 2836-9416 

Impact Factor: 6.41 

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2.1.5 Components of Work-life balance that formed part of the objectives of the study 

According to Rangel,(2023), work life balance include employees wide range of options, including 

flexible hours arrangement, remote work, Online work options, self management, managing change, 

leisure time, compressed workweeks. Also, Montenegro, (2016), posits that components of work life 

balance include: Self-management, Time Management, Stress management, managing change. 

Managing Technology and Managing Leisure Time. 

2.1.5.1 Managing Leisure time 

The link between a predominantly autonomous use of time and the enjoyment of leisure time, 

possibilities, capacities, habits, and attitudes (personal, social, cultural) regarding time management 

are of special importance (Nuria and Castillo, 2023).  Leisure activities refer to activities in which 

individuals participate in their free time outside of their mandatory time (such as work, class, and 

sleep). It is an action based on an open consciousness, free choice, and self-determination, and 

obtained from the improvement of the sense of implication and experience of the activities, such as 

reading, sports, climbing, social activities, chatting, or shopping (Gkiotsalitis and Stathopoulos, 

2016). Leisure has the potential to promote well-being and health more than other areas of human 

activity. In this sense, it is important to promote the visibility of the incidence of leisure in general, 

leisure experiences and leisure activities, practicing from physical activity to cultural consumption, 

hobbies, music, sports, and intergenerational activities in the physical and mental health of people (of 

any age, social condition, cultural capital, and changing sociocultural and personal contexts) 

(Davidson, 2021).  

2.1.5.2 Stress Management 

Stress is a mental and physical condition, which affects an individual’s productivity, effectiveness, 
personal health and quality of work. The harmful  and  costly  consequences  of  stress  demonstrated  
the  need  for  strategies  to  limit  stressors  within  the organization.  Organizations  that  did  not  
adopt  strategies  to  manage  and  alleviate  stress  found  their  employees looking elsewhere for 
better opportunities (Adim, Ibekwe, and Odunayo, 2018). 
 Stress is a universal and common challenge to organization and employee performance, it is the 
reality of modern day workplace. Employees working in different sectors and organizations have to 
deal with stress. Manufacturing firms’ workers are among the group of workers under a great deal of 
stress due to many antecedents of stress. Stress contributes to decreased organizational performance, 
decreased employee overall performance, high error rate and poor quality of work, high staff 
turnover, and absenteeism due to health problems such as anxiety, emotional disorder; work life 
imbalance; depression and other forms of ailments such as frequent headache; obesity and cardiac 
arrests (Ajayi, 2018).  
2.1.6 Employee 

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Volume 13 Issue 1, January-March 2025 

ISSN: 2836-9416 

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An employee is an individual who was hired by an employer to do a specific job. The employee is hired 

by the employer after an application and interview process results in his or her selection as an 

employee. This selection occurs after the applicant is found by the employer to be the most qualified 

of their applicants to do the job for which they are hiring (Heathfield, 2021). 

2.1.7 Performance 

Performance is the completion of a task with the application of knowledge, skills, and abilities. In the 

workplace, performance or job performance means good ranking with the hypothesized conception of 

requirements of a task role, whereas citizenship performance implies a set of individual 

activity/contribution (prosocial organizational behavior) that supports the corporate culture. In the 

performing arts, a performance generally comprises an event in which a performer or group of 

performers present one or more works of art to an audience, (Winston; Charles; David, 2014). 

2.1.8  Employee Performance 

Employee performance is defined as how an employee fulfills their job duties and executes their 

required tasks. It refers to the effectiveness, quality, and efficiency of their output (Ciner, 

2019).Performance also contributes to our assessment of how valuable an employee is to the 

organization. Employee performance is the successful completion of tasks by a selected individual or 

individuals, as set and measured by a supervisor or organization, to predefined acceptable standards 

while efficiently and effectively utilizing available resource within a changing environment. In view of 

Deadrick and Gardner's (2017) points, employee performance could be defined as the record of 

outcomes achieved, for each job function, during a specified period of time, performance is 

represented as a distribution of outcomes achieved, and performance could be measured by using a 

variety of parameters which describe an employee's paten of performance over time.  

2.1.9 Components of Employee Performance that formed part of the objectives of the 

study 

The components of performance under the study includes; employee turnover output ; clientele 

satisfaction; and efficiency. The components of performance (Sharlyn, 2017), were management 

involvement; goal setting; learning and development; feedback and coaching; and ongoing 

conversations (Sharlyn, 2017). Performance is the measure of standard or prescribed indicators of 

effectiveness, efficiency, and environmental responsibility such as cycle time, productivity, waste 

reduction, and regulatory compliance. (Alderfer, 2013). 

2.1.9.1 Employee punctuality at work 

Punctuality is the ability to be prompt, attend appointments on time and submit your assignments by 

the deadline. In a professional environment, being punctual involves planning ahead and making 

arrangements to ensure that you can fulfill your obligations on a strict schedule. Punctuality at work 

informs many aspects of Executive Presence. Being on time helps you establish a good reputation and 

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Volume 13 Issue 1, January-March 2025 

ISSN: 2836-9416 

Impact Factor: 6.41 

Journal Homepage: https://americaserial.com/Journals/index.php/ARJEFM, 

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allow others to trust you. When you are punctual, your professional image appears polished and 

organized, rather than hurried and haphazard, (Peshev, 2023) 

 

2.1.9.2 Customer Satisfaction 

Customer satisfaction (CSAT) is a measure of how well a company’s products, services, and overall 

customer experience meet customer expectations. It reflects your business’ health by showing how 

well your products or services resonate with buyers. Customer satisfaction is a measure of how happy 

your customers are with your product or service. And for many businesses, it’s the difference between 

a success and a failure—no pressure, (Alaina, 2023). Customer satisfaction is a measurement of how 

happy customers are with a company's products and services. Customer satisfaction includes a 

customer's perceived quality, value and expectations of a company and what it offers. Companies use 

this data, which they can gather through methods like surveys and focus groups, to help them 

determine how they can improve their products or services to gain and keep more customers. This 

data also can reveal major insights into how customers relate to a brand and how they will interact 

with it in the future, (Indeed, 2022). 

 2.1.10 Conceptual Model of the study 

Fig: 2.1 Conceptual Model of the study 

 

 

 HO1 

HO2 

 

Source: Researcher’s Model, 2024 

 

 

 

 

Fig. 2.1 shows the linkages between the various components of Work life balance and employee 

performance. The aim of the diagram is to show how improvements in these work life balance 

components and variables translate into improvements in the employee efficiency of the selected 

telecommunication firms. The diagram shows that managing leisure time has a high chance of 

improving the employee punctuality of the telecommunication firms, thereby increasing productivity 

ratios and stress management on fulfilling the needs within the organization will lead to greater 

employee efficiency of the telecommunication firms. The end product of these will culminate in the 

improved organizational productivity within the telecommunication firms.  

2.2 Theoretical Framework 

Independent Variable: Work life 

balance 

Independent Variable: Employee 

Performance 

Managing leisure time Employee punctuality at 

work 

 Stress Management Customer satisfaction 

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Volume 13 Issue 1, January-March 2025 

ISSN: 2836-9416 

Impact Factor: 6.41 

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 The study was anchored on Border Theory by Sue-Campbell Clark, (2000) because it explains how 

individuals manage and negotiate the work and family spheres and the borders between them in 

order to attain balance. Central to this theory is the idea that work and family, constitute different 

domains which influence each other.   

2.2.1 Border Theory 

Border Theory was developed by Sue-Campbell Clark, in the year 2000. Clark (2000) described the 

ways and manner in which workers manage and draw boundaries between their work and family 

affairs so as to sustain a balance. It was noted by this theory that an employee’s life comprises of 

several facets and that they are interrelated with each other to the extent that if one suffers, the other 

will surely be affected. This theory also explained that in order for the aspects of an employee’s life not 

to suffer, boundaries must be managed properly, most especially between the work life and the 

personal life. As such, an appropriate stability should be maintained between an employee’s work and 

family life connections (Odita, 2023). Border theory considers the degree to which individuals are 

seen as integral members of their workplace communities as a critical indicator of the options and 

support they are likely to have in their efforts to maintain balance between the work and non-work 

spheres.  

It is on this premise that this study is anchored on Border Theory by Sue-Campbell Clark whose idea 

is based on the assumption that ‘work’ and ‘non-work’ are two separate domains but that they affect 

each other.  

2.3 Empirical Review 

2.3.1 Managing leisure time and employee punctuality at work 

Gholam, Tehrani, Nima, Mona, Azadeh & Elaheh (2013) conducted a study on leisure time 

management: A new approach toward employees. The study was conducted at Iran. The study sought 

to examine the effect of leisure time management on employees’ loyalty. The study employed 

Structural Equation Model (SEM). The total population of 248 employees was used. The finding 

showed that leisure time management has positive effects on employees’ work-role salience and their 

perception of management concern for employees, while these two later variables have positive effects 

on employees’ work-role salience.  

Odunayo (2022) conducted a study on effect of employee turnover on organization performance in 

the telecommunication industry in Nigeria. This study was carried at MTN Nigeria across five states. 

The population of the study comprised of 235 staff of MTN Nigeria operating in Oyo State; Kano 

state; Enugu state; River’s state and Ogun state. A total enumeration technique was used. A 6-point 

Likert type scale format questionnaire was used to collect primary data. A total of 235 copies of 

questionnaire were distributed to the employees of NCBs, of which 216 were found flawless to yield a 

response rate of almost 94%. A pilot study was conducted to test the questionnaire. The questionnaire 

had a Cronbach alpha coefficient range from0.751 to 0.873 suggesting that the instrument was 

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reliable. Regression tests were applied to determine the contribution of each independent variable in 

organisational performance. The results show that employee turnover measures have significant 

effects on organisational performance. Besides this, all the independent variables have significant 

contributions in organisational performance.  

Odia & Onyeizugbe, (2023) conducted a study on the relationship between teleconferencing and 

performance of academic staff of universities in South-South region of Nigeria. The multi-stage 

sampling technique was employed in selecting the samples. The universities were the primary units 

with a population size of eighteen (18) universities, while the academic staff of the universities consist 

the secondary units (Mi) which vary from institution to institution, with a population of 12,158. The 

Cochran’s sample size determination method was used to select a sample size m = 384. The 384 

academic staff was then proportionally allocated to the 18 universities using Bourley proportion 

allocation technique. The data for the study was collected via the quantitative method, using the 

questionnaire. The questionnaire was designed using google forms and distributed online (social 

media). The Median and the spearman’s correlation technique as nonparametric methods were used 

since the data generated failed to meet the assumption of normality. Results showed that there is a 

moderate positive relationship between teleconferencing and the innovative research output of 

academic staff of universities in South-South Nigeria. 

Madighi, Goodluck & Ugwu (2023) conducted a study on the relationship between organisational 

trust and employee affective work passion of telecommunication service distribution firms in Port 

Harcourt. The explanatory cross-sectional survey research design was adopted in this study. The 

population of this study consisted of 78 employees comprising 7 telecommunication service 

distribution firms in Port Harcourt, Rivers State, Nigeria. A sample size of 66 was adopted for the 

study using the Krejcie and Morgan Sample Size Determination Table of 1970. A structured 

questionnaire was used for data collection, distributed after validation and reliability check. However, 

59 copies of the instrument were retrieved. Hypotheses were tested using Spearman Rank Order 

Correlation with Statistical Package for Social Sciences (SPSS) Version 25.0. The results showed a 

significant relationship between organisational trust and employee affective work passion (happiness, 

energy, and love) of telecommunication service distribution firms in Port Harcourt.  

Felix, Efebeh, Itedjere, Young, Ayegbunam & Chuks (2024) conducted a study on the relationship 

between change management process and organizational performance of selected telecommunication 

firms in Nigeria. Survey design was used and the sampling object comprised employees of MTN, GLO 

and Airtel; measures of change management process employed were prepare for change (PC), create a 

vision for change (CVC) and implement change (IC) (independent variables) on Organizational 

Performance (ORGP) (dependent variable).  Questionnaire was obtained from respondents using five 

(5) Likert scale. Purposive sampling method was used to select a sample of seventy-five (75) 

employees out of which seventy-three (73) copies were returned and analyzed via descriptive and 

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Volume 13 Issue 1, January-March 2025 

ISSN: 2836-9416 

Impact Factor: 6.41 

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inferential statistical tools. Findings revealed that there is a significant positive relationship between 

PC and ORGP (0.048<0.05); there is a significant positive relationship between CVC and ORGP 

(0.000<0.05); and IC has a significant positive relationship with ORGP which is evident with the p-

value (0.0038>0.05). The study concludes that change management has significant positive effect on 

organizational performance of selected telecommunication firms in Nigeria. 

2.3.2   Stress management and customer satisfaction 

Wafula & Nyaboga, (2019), conducted a research on stress management and employee performance 

in Kisii University, Kenya. The purpose of the study is to investigate   stress   management   and   

employee   performance   by   use   of psychotherapy as mitigation.  Survey research design was used 

for the study.  Purposive sampling, convenient sampling and census sampling was employed in this 

study. Both descriptive statistics and inferential were used to analyse data.  The results indicated that 

work related stress positively correlated to the employee’s performance r =.429, P < .01.  Stress coping 

strategies positively correlated to the employee’s performance r =.634, P < .01 level of significance. 

The study concluded that work related stress, causes of stress and stress coping strategies have effect 

on employee performance.  The study recommended that there  is need for  university  management  

to  identify  suitable  stress  coping  strategies  to help reduce stress employee work place stress. 

Ehsan, & Ali, (2019), conducted a research on impact of work stress on employee productivity: Based 

in the banking sector of Faisalabad, Pakistan. The study investigated the impact of work stress on 

employee productivity. The target populations comprised all employees from the five to six bank of 

Faisalabad city (Bank AL Habib, Faysal limited bank, MCB, Meezan Bank, J.S Bank, Bank Al-Falah). 

The stratified random sampling technique was used to select 50 participants for the study. 

Questionnaire was the instrument used to elicit information from the respondents. The study found 

that there is significant relationship between work stress and employee’s productivity in banking 

sector. The study concluded that work stress is a real challenge for employees’ who are working in the 

banking sector. It is very important that working environment is being continuously monitored for 

stress related factors. 

Harry, (2020), conducted a research on stress management and employee performance in Nigeria. 

The purpose of the study was to examine the relationship between stress management and employee 

performance. The objective of the study was to investigate the influence of stress, management, 

workload, role ambiguity, role conflict, effectiveness, efficiency and commitment on employee 

performance. The study adopted the qualitative research approach where secondary data were used as 

the main source of data collection. The study found that stress  is  at  the  centre  of  several  

challenges  bedeviling  employee  in  the  workplace,  it cannot be eliminated hence the need to 

manage it to ensure efficiency and effectiveness of  the  workforce. The study concluded that stress 

management bears a positive and significant influence on employee performance. The study 

recommended that management should design task and jobs in ways that would make for effective, 

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efficiency and commitment and bring about improvement in the performance of their workforce and 

that flexible job schedules should be incorporated into human resource management strategies, 

policies and plan to enhance easy employee performance and commitment that will increase 

organizational survival. 

Lagrosen, & Lagrosen, (2020), conducted a research on workplace stress and health-the connection to 

quality management. The purpose of the paper is to examine associations between quality 

management values, workplace health and workplace stress. A questionnaire based on theory and 

previous research was constructed and delivered to a sample of Swedish secondary school teachers. 

The questionnaire included previously developed constructs of quality management values and 

workplace health. In addition, constructs measuring stress, demand, control and bullying were 

included. Correlation analyses and cluster analysis were carried out. The study found that quality 

management can increase the level of control that the employees have over their work situation, 

thereby alleviating some of the effects of workplace stress. Furthermore, the results show an 

association between quality management and workplace bullying. Moreover, control but not demand 

was found to be related to workplace health. Four clusters of employees with different quality 

management, stress and health profiles were identified. 

Soegoto, & Narimawati, (2021), conducted a research on stress management and good employee 

performance towards the success of a company in Bandung. The present study aimed to examine the 

contribution of personal stress management to an employee’s performance and how such influence 

may affect a company’s success. The study applied a descriptive survey method as the most 

appropriate means of the study. The participants were purposively selected comprising 34 employees. 

The study found that there are many stress factors employees endure though they do not significantly 

affect performance, but still influence most of their decisions to leave the company due to continuous 

dissatisfaction. The study concluded that stress among employees was associated with lack of 

commitment and passion for work, feelings of boredom and bad mood leading to decreased 

performance.  

2.4   Summary and gap of Empirical Review  

The studies done were carried outside Work life balance ad employee’s performance in 

Telecommunication firms in Enugu State and did not focus to best of my knowledge on managing 

leisure time and employee punctuality and stress management and employee efficiency of 

telecommunication firms in Enugu state.  Most of the studies reviewed analysed their data through 

descriptive statistics and appropriate inferential statistics, Purposive Sampling technique, Pearson 

Moment Correlation Coefficient, Multiple sampling technique, Partial Least Square Structural 

Equation Modeling (PLS-SEM), Multiple Regression Analysis (MRA), Simple linear regression and 

Pearson correlation coefficient (r) while the present study made use of Z test to test the hypotheses. 

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Therefore, the study aimed at filling this research gap by evaluating the Work life balance ad 

employee’s performance in Telecommunication firms in Enugu State. 

 

METHODOLOGY 

3.1 Research Design 

 Descriptive survey research approach was used for this investigation. The study used a survey 

research design since it included assessing phenomena without attempting to manipulate the study 

variables and is distinguished by the use of random samples from the public to gather empirical 

information of modern nature. 

3.3 Sources of Data  

Sources of data collection for the study were primary and secondary sources. 

3.3.1 Primary Sources  

Primary data refer to original data collected basically for the purpose of the study. Questionnaire was 

used for collection of primary data. 

3.2.2 Secondary Sources  

Secondary data were obtained from facts already documented by others which are considered valid 

for the study. Secondary source of data for this study includes textbooks, internet, journals, articles 

and unpublished works. 

3.3 Area of the Study 

The study was carried out in Enugu State.  The area of the study was four (4) firms out of nine (9) 

listed telecommunication firms in Enugu state (Appendix A). They included: Etisalat, 39 Abakaliki 

Road, GRA; Airtel, Plot 6 Ebeano Estate Otigba Junction; Global Comm Limited, 250 Ogui, Road 

(Conoil Mega Station); MTN Service Centre,34, Zik Avenue, Enugu, Enugu State Nigeria. These were 

chosen as a result of their experience and number of their staff, high standard of operations and 

trained individuals. 

3.4 Population of the Study  

The population of the study was Two hundred and eighty one (281) employees from various 

Telecommunication firms understudy as shown in the table 3.1. 

Table 3.1 Population Distribution 
 Selected SMEs         Branches      Staff 

1 Etisalat                     1 71 

2 Airtel                       1 54 

3 Global                      1 74 

4 MTN                        3 82 

 Total 281 

Source:  Administrative desk office, 2024 

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3.5 Sample Size Determination 

The whole sample size was used for the study due to small number. 

 

3.6. Sampling Technique   

The stratified random sampling with a random start was adopted so as to give every unit of the 

population under study equal opportunity of being selected into sample.  

3.7  Method of Data Collection 

The Questionnaire was used for data collection. The secondary data were collected from firms, 

journals, publication, textbooks and the internet. Ten questions (10) in the questionnaire were 

ranged.  

3.8    Validity of the Instrument  

The instrument was given to two experts from the industry and academia to measure face and content 

validity. To make sure that the research instruments applied in the work are valid, the research 

ensured that the instrument measure the concept they are supposed to measure.  

3.9  Reliability of the Instrument  

Internal consistency test was used to test the reliability of the instrument. This was done by 

administering 20 copies of the prepared questionnaire to the sample of the study. Cronbach’s Alpha 

was used in determining the extent of consistency of the reliability.  

A Cronbach’s alpha value (∞) of greater 0.850 indicated very strong reliability. 

Scale: ALL VARIABLES 

Case Processing Summary 
 N % 

 

Cases 

Valid 10 100.0 

Excluded 0 .0 

Total 10 100.0 

a. Listwise deletion based on all variables in the procedure. 
 

Reliability Statistics 

Cronbach’s Alpha No. of Items 

.85 10 

Scale reliabilities were calculated using Cronbach’s Alpha; the result obtained was 0.85. This shows 

that the internal consistency of the scale is good for the purpose of this study because it is greater than 

0.85 which was good. 

3.10 Method of Data Analyses 

Data from the questionnaire were analyzed with the aid of SPSS version 23 using simple, percentages. 

Data from the questionnaire were analyzed using simple percentages, mean and standard deviation. 

Pearson Moment of correlation coefficient to test relationship (r ) to test the test of hypotheses. 

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DATA PRESENTATION ANALYSES AND INTERPRETATION 

4.1 Distribution and returned Questionnaire 

Table 4.1 depicts the Distribution and returned Questionnaire 

Table 4.1 Distribution and Return of the Questionnaire  
 Firms No 

Distributed 
No 
Returned 

Percent 
returned 

No. not 
Returned 

Percent not 
Returned 

1 Etisalat 71 63 22 8 3 
2 Airtel 54 53 19 1 1 
3 Global 74 62 22 12 4 
4 MTN  82 70  25 12 4 
 Total  281 248 88% 33  12% 
Source: Field study, 2024 
Two hundred and eighty one (281) copies of the questionnaire were distributed to the respondents 
and  two hundred and forty eight(248) copies were returned representing eighty eighty(88%) percent, 
while thirty three (33) copies of the questionnaire were not returned representing twelve percent 
(12%). This shows a high rate of the respondents. 
4.2 Data Relating to Research Questions 
4.2.1 Relationship between managing leisure time and employee punctuality of 
telecommunication firms  
Table 4.2.1.1 Depicts the relationship between managing leisure time and employee 
punctuality of telecommunication firms 
Table 4.2.1.1: Responses on the relationship between managing leisure time and 
employee punctuality of telecommunication firms  

  5 
SA 

4 
A 

3 
N 

2 
DA 

1 
SD 

∑FX - 
X 

SD Decision 

1 Effective leisure time reduces 
stress promote productivity 

570 
114 
 46.0 

  130 
26 
10.5 

159 
53 
21.4 

44 
22 
8.9 

33 
33 
13.3 

939 
248 
 100% 

3.67 1.458 
Agree 

2 Physical and mental health 
are enhanced and hard work 
ensured through leisure time 
management 

635 
127 
51.2 

208 
52 
21.0 

66 
22 
8.9 

 30 
 15 
6.0 

32 
32 
12.9 

971 
248 
 100% 

3.92 1.416 

Agree 

3 There is increase in the sense 
of empowerment with 
managing leisure time and 
self- value which enhances 
growth 

745 
149 
60.1 

172 
43 
17.3 

33 
11 
4.4 

38 
19 
7.7 

26 
26 
10.5 

1014 
248 
100% 4.09 1.377 

Agree 

4 Leisure time enable us to re-
energize and improve 
individuals moods 

560 
112 
45.2 

 252 
  63 
 25.4 

   66 
   11 
  4.4 

72 
36 
14.5 

26 
26 
10.5 

976 
248 
100% 
 

3.80 1.410 Agree 

5 The use of leisure time to 
pursue activities that will 
benefit long- term goals, and 

605 
121 
48.8 

292 
73 
 29.4 

  66 
  11 
  4.4 

4 
2 
.8 

41 
41 
16.5 

1008 
248 
100% 

3.93 1.434 Agree 

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enhance physical expansion 
 Total Grand mean and 

standard deviation 
      3.88

2 
1.419  

Source: Field Survey, 2024 

Table 4.2.1.1., shows 140 respondents out of 248 representing 56.5 percent agreed that Effective 

leisure time reduces stress promote productivity with mean score 3.67 and standard deviation of 

1.458. Physical and mental health are enhanced and hard work ensured through leisure time 179 

respondents representing 72.2 percent agreed with mean score of 3.92 and standard deviation of 

1.416. There is increase in the sense of empowerment with managing leisure time and self-value which 

enhances growth192 respondents representing 77.4 percent agreed with mean score of 4.09 and 

standard deviation of 1.377. Leisure time enable us to re-energize and improve individuals moods 175 

respondents representing 70.6 percent agreed with mean score of 3.80 and 1.410. The use of leisure 

time to pursue activities that will benefit long- term goals, and enhance physical expansion 194 

respondents representing 78.2 percent agreed with a mean score of 3.93 and standard deviation 

1.434. 

4.2.2 Relationship between stress management and employee efficiency of 

telecommunication firms 

Table 4.2.2.1 depicts the relationship between stress management and employee 

efficiency of telecommunication firms 

Table 4.2.2.1: Responses on the relationship between stress management and employee efficiency of 

telecommunication firms 
  5 

SA 
4 
A 

3 
N 

2 
DA 

1 
SD 

∑FX - 
X 

SD Decisio
n 

1 There is reduced symptoms of 
poor mental and physical 
health  

805 
161 
 64.9 

  212 
53 
21.4 

33 
11 
4.4 

12 
6 
2.4 

17 
17 
6.9 

1079 
248 
 100% 

4.35 1.136 Agree 

2 Absenteeism is reduced with 
stress management and it 
improves efficiency rates 

680 
136 
54.8 

256 
64 
25.8 

33 
11 
4.4 

 36 
 18 
7.3 

19 
19 
7.7 

1024 
248 
 100% 

4.13 1.250 Agree 

3 Stress management decreases 

fewer injuries, less illness 
and lost time 

400 
80 
32.3 

368 
92 
37.1 

33 
11 
4.4 

70 
35 
14.1 

30 
30 
12.1 

901 
248 
100% 
 

3.63 1.376 Agree 

4 The stress management helps 
improve sleep, cognition 
and libido 

460 
92 
37.1 

 104 
  26 
 10.5 

  210 
   70 
 28.2 

76 
38 
15.3 

22 
22 
8.9 

872 
248 
100% 
 

3.52 1.356 Agree 

5 The stress management 
increases efficiency and 
employee satisfaction and 
gives opportunities for remote 
working 

705 
141 
56.9 

104 
26 
 10.5 

  84 
  28 
 11.3 

66 
33 
13.3 

20 
20 
8.1 

979 
248 
100% 

3.95 1.394 Agree 

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 Total Grand mean and 
standard deviation 

      3.916 1.302  

Source: Field Survey, 2024 

Table 4.2.2.1,  depicts that 214 respondents out of 248 representing 86.3 percent agreed that There is 

reduced symptoms of poor mental and physical health  with mean score 3.35 and standard deviation 

of 1.133. Absenteeism is reduced with stress management and it improves efficiency rates 200 

respondents representing 80.6 percent agreed with mean score of 4.13 and standard deviation of 

1.250. Stress management decreases fewer injuries, less illness and lost time 172 respondents 

representing 69.4 percent agreed with mean score of 3.63 and standard deviation of 1.376. The stress 

management helps improve sleep, cognition and libido 118 respondents representing 47.6 percent 

agreed with mean score of 3.52 and 1.356. The stress management increases efficiency and employee 

satisfaction and gives opportunities for remote working 167 respondents representing 67.4 percent 

agreed with a mean score of 3.95 and standard deviation 1.394. 

4.3 Test of Hypotheses 

4.3.1 Hypothesis One: Managing leisure time has relationship with employee punctuality of 

telecommunication firms. 

Table 4.3.1.1 shows the Kolmogorov-Smirnov Z on Managing leisure time has relationship with 
employee punctuality of telecommunication firms. 
Table 4.3.1.1 shows the Kolmogorov-Smirnov Z on Managing leisure time has relationship 
with employee punctuality of telecommunication firms 
One-Sample Kolmogorov-Smirnov Test 

 Effective 
leisure time 
reduces 
stress 
promote 
productivity 

Physical and 
mental health are 
enhanced and 
hard work 
ensured through 
leisure time 
management 
Lack of support 
from the 
executive level 
reduces 
necessary 
reinforcement to 
implement the 
vision 

There is increase in 
the sense of 
empowerment with 
managing leisure 
time and self-  
value which 
enhances growth 

Key 
stakeholders 
Leisure time 
enable us to re-
energize and 
improve 
individuals 
moods 

The use of leisure 
time to pursue 
activities that will 
benefit long- term 
goals, and 
enhance physical 
expansion 

N 248 248 248 248 248 
Uniform 
Parametersa,b 

Minimum 1 1 1 1 1 
Maximum 5 5 5 5 5 

Most Extreme 
Differences 

Absolute .460 .512 .601 .456 .532 
Positive .133 .129 .105 .105 .165 
Negative -.460 -.512 -.601 -.456 -.532 

Kolmogorov-Smirnov Z 7.239 8.065 9.462 7.176 8.382 

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Asymp. Sig. (2-tailed) .000 .000 .000 .000 .000 

a. Test distribution is Uniform. 
b. Calculated from data. 

Decision Rule 

If the calculated Z-value is greater than the critical Z-value (i.e Zcal > Zcritical), reject the null 

hypothesis and accept the alternative hypothesis accordingly. 

Result 

With Kolmogorov-Smirnon Z – value of 7.176 < 9.462 and on Asymp. Significance of .000, the 

responses from the respondents as display in the table is normally distributed.  This affirms that  

the managing leisure time had significant positive relationship with employee punctuality of 

telecommunication firms. 

Decision  

Furthermore, comparing the calculated Z- value of 7.176 < 9.462 against the critical Z- value of .000 

(2-tailed test at 95% level of confidence) the null hypothesis were rejected. Thus the alternative 

hypothesis was accepted which states that managing leisure time had significant positive relationship 

with employee punctuality of telecommunication firms. 

 4.3.2  Hypothesis Two: Stress management has relationship with employee efficiency 

firms in Enugu state. 

Table 4.3.2.1 shows the Kolmogorov-Smirnov Z on Stress management has relationship 

with employee efficiency firms in Enugu state. 

Table 4.3.2.1 shows the Kolmogorov-Smirnov Z on the relationship between stress 

management and employee efficiency of telecommunication firms 
One-Sample Kolmogorov-Smirnov Test 

 There is reduced 

symptoms of poor 

mental and physical 

health  

Absenteeism is reduced 

with stress management 

and it improves 

efficiency rates  

Stress management 

decreases fewer 

injuries, less illness 

and lost time 

 The stress 

management helps 

improve sleep, 

cognition and 

libido  

The stress management 

increases efficiency and 

employee satisfaction and 

gives opportunities for 

remote working  

N 248 248 248 248 248 

Uniform 

Parametersa,b 

Minimum 1 1 1 1 1 

Maximum 5 5 5 5 5 

Most 

Extreme 

Differences 

Absolute .649 .556 .444 .371 .569 

Positive .069 .077 .121 .089 .081 

Negative -.649 -.556 -.444 -.371 -.569 

Kolmogorov-Smirnov Z 10.224 8.763 6.985 5.842 8.954 

Asymp. Sig. (2-tailed) .000 .000 .000 .000 .000 

a. Test distribution is Uniform. 

b. Calculated from data. 

Decision Rule 

If the calculated Z-value is greater than the critical Z-value (i.e Zcal  >  Zcritical), reject the null 

hypothesis and accept the alternative hypothesis accordingly. 

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Result 

With Kolmogorov-Smirnon Z – value of 5.842 < 10.224 and on Asymp. Significance of .000, the 

responses from the respondents as display in the table is normally distributed.  This affirms that the 

stress management had significant positive relationship with employee efficiency of 

telecommunication firms 

Decision  

Furthermore, comparing the calculated Z- value of 5.842 < 10.224 against the critical Z- value of .000 

(2-tailed test at 95% level of confidence) the null hypothesis were rejected. Thus the alternative 

hypothesis was accepted which states that stress management had significant positive relationship 

with employee efficiency of telecommunication firms 

4.4  Discussion of Findings 

4.4.1 Managing leisure time had relationship with employee output 

From the result of hypothesis one, the calculated Z- value of 7.176 < 9.462 against the critical Z- value 

of .000, which implies that managing leisure time had significant positive relationship with employee 

output of telecommunication firms. In the support of the result in the literature review, Gholam, 

Tehrani, Nima, Mona, Azadeh & Elaheh (2013) conducted a study on leisure time management: A 

new approach toward employees. The finding showed that leisure time management has positive 

effects on employees’ work-role salience and their perception of management concern for employees, 

while these two later variables have positive effects on employees’ work-role salience.  Felix, Efebeh, 

Itedjere, Young, Ayegbunam & Chuks (2024) conducted a study on the relationship between change 

management process and organizational performance of selected telecommunication firms in Nigeria. 

Findings revealed that there is a significant positive relationship between PC and ORGP 

(0.048<0.05); there is a significant positive relationship between CVC and ORGP (0.000<0.05); and 

IC has a significant positive relationship with ORGP which is evident with the p-value (0.0038>0.05). 

The study concludes that change management has significant positive effect on organizational 

performance of selected telecommunication firms in Nigeria. 

4.4.2 Stress management  had relationship employee engagement 

From the result of hypothesis two, the calculated Z- value of 5.842 < 10.224 against the critical Z- 

value of .000 which implies that stress management had significant positive relationship with 

employee engagement of telecommunication firms. In the support of the result in the literature 

review, Umukoro, Egwakhe and Akpa (2020) conducted a study on Flexible Work Design and 

Employee Commitment: When Socio-Demographic Characteristics Are Introduced? The result from 

hierarchical multiple regression analysis revealed that socio- demographic characteristics had positive 

significant moderating effect on the relationship between flexible work design and employee 

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commitment. Adebayo & Ibrahim (2023) conducted a study on Flexible Working Arrangements and 

Employees' Job Satisfaction in Hospitality Industry. The qualitative findings however showed that 

effective implementation of part time will have a significant impact on employees’ job satisfaction. 

The study concluded that work life balance is indeed drivers of business as it decreases absenteeism 

and increases employee turnover. 

SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS  

5.1 Summary of Findings 

i.   Managing leisure time had significant positive relationship with employee punctuality of 

 telecommunication firms, Z (95, n= 248), 7.176 < 9.462, P.<.05 

ii  Stress management had significant positive relationship with employee efficiency of 

 telecommunication firms, Z (95, n= 248), 5.842 < 10.224, P.<.05  

5.2 Conclusions 

The study concluded that managing leisure time and stress management had significant positive 

relationship with employee punctuality and employee efficiency of telecommunication firms. Work-

life balance is about the interaction between paid work and other activities, including unpaid work in 

families and community, leisure and personal development. It is the extent to which an employee of 

an organization is equally self-engaged and equally satisfied with his or her work role and family role. 

The telecommunication sector is one of the most human resource intensive sectors. 

Telecommunication employees stay in the firms for longer hours doing routine work, which could be 

highly tasking on their mental health.  

5.3 Recommendations  

Based on the findings, the following recommendations were proffered 

i. The management of telecommunication firms should be engaging in leisure activities to 

enhance the opportunity to find balance in life and   allow taking control of how employees spend 

their time and helping to regulate the challenging demands of what life can throw at employees.  

ii. The telecommunication firms should foster stress management not only provide employees 

with job satisfaction, better health, increased work-life balance, and less stress, but they also 

benefit the organizations by boost employee productivity and motivation  

5.5 Contribution to Knowledge 

The studies done were carried outside Work life balance ad employee’s performance in 

Telecommunication firms in Enugu State and did not focus to best of my knowledge on managing 

leisure time and employee punctuality; and stress management and employee efficiency of 

telecommunication firms in Enugu state.  Most of the studies reviewed analysed their data through A 

purposeful sampling technique, Descriptive statistics and appropriate inferential statistics, Purposive 

Sampling technique, Pearson Moment Correlation Coefficient, Multiple sampling technique, Partial 

Least Square Structural Equation Modeling (PLS-SEM), Multiple Regression Analysis (MRA) method, 

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Simple linear regression and Pearson correlation coefficient (r) while the present study made use of Z 

test to test the hypotheses. Therefore, the study aimed at filling this research gap by evaluating the 

Work life balance ad employee’s performance in Telecommunication firms in Enugu State. 

REFERENCES 

Adebayo, A. A., & Ibrahim, W. (2023). Flexible working arrangements and employees' job satisfaction 

in the hospitality industry. African Journal of Management and Business Research, 11(1). 

https://orcid.org/0009-0002-3055-1279 

Adim, C. V., Ibekwe, W., & Odunayo, O. A. (2018). Stress management and employee performance of 

deposit money banks in Port Harcourt, Nigeria. American Journal of Humanities and Social 

Sciences Research (AJHSSR), 2(12), 41-49. 

Ajayi, S. (2018). Effect of stress on employee performance and job satisfaction: A case study of 

Nigerian banking industry. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3160620 

Alderfer, C. (2013). Letter from the editor. Journal of Applied Behavioural Science, 3(9), 357-359. 

Akpa, V. O., Egbuta, O. U., Akinlabi, B. H., & Magaji, N. (2019). Work-life balance and employee 

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