NATIONAL UNIVERSITY OF SCIENCE & TECHNOLOGY

BOX AC 939, ASCOT

BULAWAYO

ZIMBABWE

FACULTY OF COMMERCE
DEPARTMENT OF BUSINESS MANAGEMENT
Bachelor of Commerce Honours Degree in Management Block Part 4
Research Project Proposal CBU 4300
Lecturer: Miss T Gwatsvaira

Name of Student: Mudingase Ndamba

Student Number: N0182730W

Reserarch Topic: Work Life Balance. Myth or Practice? The Impact of Work Life
Balance Practises on Employee Wellbeing in the Pharmaceutical Industry In
Zimbabwe: The Case Of Greenwood Pharmaceuticals.

Due Date: 8 March 2022

1.0 Introduction
The concept of work life balance began in the 1940s but was popularized in the 1970s with the
publication of Rosabeth Moss Kanters book entitled “work and Family in the United States.”The
focus was on working mothers who had recently become part of the American working
population, the challenges the faced in balancing work and home commitments. However, in
recent years, the concept of work life balance has grown to encompass all working individuals
including men. Work is still being perceived as essential, but it also a critical factor to improve
personal satisfaction. Past research by Greenhaus et al. (2003) stated that compared to employees
who engage in balancing both work and non-work responsibilities, employees who focus more
on non-work responsibility will have a greater quality of life. Furthermore, a balanced person
will have a greater quality of life than those who specialised more on work responsibility than
non-work responsibility. Thus, balance is a very crucial issue nowadays among the employees
especially who have extra responsibilities other than work responsibility.

As for that, in the coming decade, it is predicted that it will become as one of the most important
issues to manage by the human resource professionals. Contrastingly, Dickerson (2020) puts
forward that the concept of work life balance is a myth that is only practicable theoretically.
Comois (2015), argues that work life balance is a flawed concept because in reality it is
unachievable. Due, to the fact that it was merely a response to the role conflict of women moving
into the workforce and therefore it is not practicable or applicable to toady’s workforce.
However, it is of interest to note that despite these arguments, it is still a topical issue and
because of the perceived potential benefits it is impossible to ignore. As companies pursue
achieving goals, objectives and ultimately competitive advantage, employee well-being is at the
top of these strategies.

1.1 Background to The Study

Successfully balancing work and family life is one of the major challenges facing current
individual workers. Casper et al. (2011) in their writings noted that individuals will experience
even more conflict between work and personal life as they continue to pursue the quality of life
that they need. In a study carried about Ndengu (2020) in Zimbabwe, psychological risks were
identified as important antecedents of health especially in developing countries. Factors such as
work life conflict, role conflict and job demands were cited as having an impact on overall
employee well- being. The Industrial Psychology Consultants put forward that over 43% of the
working population in Zimbabwe is experiencing stress and depression signaling a lack of
employee wellbeing. Consequently, the International Labour Organisation stated that the cost of
work related ill health will result in a loss of about 4-5 % of GDP. Among the key causes of
stress, work life conflict has been highlighted as one of them. Zimbabwe is characterised by
debilitating economic conditions, a negative balance of payments, increasing inflation rates, the
worldwide COVID 19 pandemic, and low levels of foreign direct investment that have put
immense pressure on employees. Employees have to work hard, often involving working extra
hours, to meet their financial obligations, and the result can often be an imbalance between work
and family. This results in job-to-home spillover (White et al., 2003), which may adversely affect
employees wellbeing (Anwar et al., 2013). Greenwood Pharmaceuticals is one of Zimbabwe’s
leading pharmaceutical companies and also operates within this environment, exposing its
employees to similar challenges of poor work life balance. Changes in the use and value of
currency has eroded employee incomes within the industry, resulting in workers facing
challenges with the need to maintain their jobs, increase income and find time for family and
other non-work related activities.

1.2 Statement of The Problem

Work life balance has been stated to be critical factor in reducing employee stress, improving,
satisfaction, engagement and overall well-being. Worldwide research has been carried out to
assess its effectiveness and impact in practical settings. However most of the research has
focused on work life balance as a means of improving productivity, reducing turnover and
improving customer satisfaction. The focus has mainly been on the benefits that the organization
can get and not on the benefits to employees. The studies that have been conducted on the impact
on employee well-being have been carried out in America, England and Ireland and none in
Zimbabwe, let alone in the Pharmaceutical Industry. Focus of research in the health sector has
mainly been on doctors and nurses. There is need to bridge this knowledge gap especially in this
industry because it is a high stress environment due to the nature of the work that places the well-
being of patients in the hands of practitioners, leaving no margin for error because mistakes are
detrimental to patients. This was compounded by the COVID 19 pandemic, where health
workers, including pharmacy workers were categorized as essential services and they were
exempted from flexible work arrangements such as working from home.

1.3 Aim of The Study

This research is a study which will focus assessing work life balance practices and their impact
on employee well-being in the Pharmaceutical Industry, with Greenwood Pharmaceuticals as the
case organization.

1.4 Research Objectives

 To identify the current work life balance practices at Greenwood pharmaceuticals.

 To assess the impact work life balance practices on the well-being of employees at
Greenwood Pharmaceuticals.
 To determine the gaps in work life balance practices at Greenwood Pharmaceuticals.
 To suggest ways of improving work life balance practices.

1.5 Research Questions

 What are the current work life balance practices?

 What is the impact of work life balance practices on employees well-being?
 What are the gaps in work life balance practices?
 How can work life balance practices be improved?

1.6 Scope of The Study

This study will focus on the work life balance practices and their impact on employee well-being
in the Pharmaceutical Industry with the case study being Greenwood Pharmaceuticals.
Employees at Greenwood Pharmaceuticals will represent the population. Data will be collected
quantitatively, through the use of self-administered questionnaires. Each respondent will be
given the same questionnaire to answer.

1.6.1 Geographical Delimitations

This study will be confined to Greenwood Pharmaceuticals, situated in the Bulawayo Central
Business District, along George Silundika Road.

1.6.2 Timeline Delimitations

This research will be carried out from the 1st of April 2022 to the 8th of May 2022

1.6.3 Theoretical Concept Delimitations

In order to have a detailed appreciation of the whole concept of work life balance in the
Greenwood Pharmaceuticals, the research is guided by Guest’s (2002) Spillover Theory.

Spill Over Theory

Spill-over theory by Guest (2002) postulates that the conditions under which spillover occurs
between the work and family micro systems can either be positive or negative. According to
Grzwacz (2000) research shows that negative spill over is associated with poorer mental and
physical health. If work-life interfaces are rigidly structured in time and space, then spill over in
terms of time, energy and behaviour is negative. When flexibility occurs which permits
individuals to integrate and overlap work and life responsibilities in time and space this leads to
positive spill over which is instrumental in achieving healthy work life balance. People bring
their attitudes, behaviours and emotions from one domain to another. Also, numerous outcomes
of work life balance which include personal satisfaction and wellbeing at work, home and life as
a whole, performance at work and home, influence on other employees at work, family and
friends. This shows that an inability of an individual to balance work and family/life by giving
more attention to another sphere may result in negative spillover leading to deterioration in
employee well-being. Spillover theory defines borders as not only encompassing those
psychological categories but also tangible boundaries that divide the times, place and people
associated with work versus family.

1.7 Assumptions
The study makes the following assumptions:

 That work life balance is a practice and not a myth, it is applicable in real life settings and
not only in theory.
 That there are some work life balance practices at Greenwood Pharmaceuticals.
 That work life balance has some impact on employee wellbeing.
 That all respondents in this study are willing to share their valuable information with the
researcher since the information will be of benefit to both the organizations and
participants.
 Employees at Greenwood will be trustworthy and give genuine responses

1.8 Limitations

Every study has its challenges and complications; this study will not be an exception from
obtaining authority to carry out the research from Greenwood Pharmaceuticals which maybe
time consuming. The researcher may also face time constraints, in terms of finding time to carry
out the research due to full time employment and the short period of time allocated by the
University. Fear of victimization among the participants is also another constraint of the study.
Some participants, due to fear of the unknown, may decide not to include themselves despite the
researcher’s guarantee of confidentiality. The researcher will work towards reducing the
limitations by seeking permission to carry out the research as soon as possible. Time constraints
will be minimized by using breaks such as lunchtime and tea breaks.

1.9 Significance of The Study

This study will yield significant benefits to not only the researcher and the organization but other
stake holders as well. Its findings will be of great significance to future research in the field of
Business Management. They can also be used to improve work life balance practices, thereby
promoting the well-being of employees and in that way the delivery of better and more efficient
health care. The results of this study will also help pharmaceutical organisations, in recognizing
the impact of work life balance practices, and hence help them take remedial measures to
improve work life balance and therefore promote employee well-being, promoting competitive
advantage through offering of high quality health care services.
1.9.1 To The Researcher

As a Business Management student, the researcher will get wider understanding of work life
balance practices, and their applicability within the pharmaceutical industry. The researcher will
also benefit as an aspiring manager within the industry by learning current practices, how they
can address challenges of work life balance, and how they can improve employee well-being.

1.9.2 To The Organization

The results of this study will help Greenwood Pharmaceuticals to be aware of the importance of
work life balance, to assess their practice of it, the gaps, impact on their employees well-being.
Therefore, it will help them take remedial measures to improve work life balance and therefore
promote employee wellbeing. Ultimately, promoting competitive advantage through a healthy,
engaged workforce.

1.9.3 Theoretical Significance

Its findings therefore are of great significance to future research in the field of management. The
findings will add to the theoretical body of knowledge on the study of work life balances
practices in the pharmaceutical industry. Additionally, the research will increase awareness in
Zimbabwe on the matter of work life balance practices., particularly in the pharmaceutical
industry.

Chapter 2

2.0 Research Methodology

Research methodology shows the image of how the study was conducted. Methods are tools used
for gathering data, analyzing and presenting it. Polit and Hungler (1995) define research
methodology as the steps, procedures and strategies for gathering and analyzing the data in a
research investigation.

2.1 Research Methodology

Kothari (2004) defines research methodology as a way to systematically solve the research
problem and may be understood as a science of studying how research is done scientifically.

2.2 Research Strategy

In this study a survey research strategy was chosen, and quantitative research was conducted
through a self-completion questionnaire.

2.3 Data Collection Techniques

Data collection techniques are the instruments that will be used to collected data from the
respondents. For the purposes of this study, the following technique will be used.

2.3.1 Questionnaires

The questionnaire that will be used for this study will include an information sheet explaining the
reason for this research, emphasising confidentiality and anonymity of the survey, and the
voluntary nature of participation. The questionnaire will be comprised of both closed ended
questions and open ended questions, with sections on demographic information such as age,
gender, marital status, job postion and number of years in employment. Other sections will focus
on work life balance practices and impact on well-being such as mood and stress levels.

2.4 Target Population

The research will focus on the employees at the Greenwood Pharmaceuticals Bulawayo Branch.

2.5 Sampling Frame

The research will be undertaken at the Greenwood Pharmaceuticals Bulawayo Branch. Saunders,
Lewis, and Thornhill (2000) noted that a sampling frame is a complete list of all the cases in the
population from which your sample will be drawn. In this regard the sampling frame refers to the
Greenwood Pharmaceuticals staff who will include both managerial and non-managerial
employees.

2.6 Sampling Technique

In order to enable generalizability researchers can use probability sampling techniques which
represent the population. However, probability sampling in this is not possible due to a lack of
access to the whole population of employees in the pharmaceutical sector. Therefore, in this
study, non-probability sampling based on convenience will be used, focusing on those that are
willing available to fill out the questionnaires.

2.7 Sample Size

The sample size will comprise of all the employees at Greenwood Pharmaceuticals, including
managerial and non-managerial staff which is a total of 25.

2.8 Ethical Considerations

Ethics is about the identification of the good and just or fair distribution (Pinnington, Mcklin and
Campbell, 2007). The research will consider what is right or wrong regarding the research
process and the use of the information gathered. The research will be guided by the following
ethical considerations:

 The research will be carried out after the researcher is issued with a written approval
from Greenwood Pharmaceuticals management.
 The researcher will inform participants about the purpose of the research. The
participants will not be forced to partake in this study as it was an exercise of their
choice, free from any element of fraud, deceit, duress, or similar unfair inducement or
manipulation.
 Privacy, confidentiality and anonymity of participants will be maintained throughout the
course of the research. The privacy and anonymity of the respondents will be protected
through questionnaires that will be administered without bearing any names of the
respondents and on top of that the information gathered was solely used for the purpose
of the research as authorised by the respondents.
 The researcher accordingly ensures that the research findings will be kept confidential to
protect respondents and the organisation. The researcher shall give feedback and
recommendations to the organisation.

2.9 Data Presentation Methods

Data collected from this research will be presented in the form of tables, pie charts and bar
graphs.

2.10 Data Analysis

The filled questionnaires will be edited of any errors, incompleteness and then coded after which
the data will be entered into a statistical tool - Statistical Package for Social Sciences (SPSS) -
for further analysis.

Chapter 3

3.0 Literature Review

This chapter provides a literature review on the work life balances practices and their impact on
employee well-being. The chapter analyses the literature review in accordance to the stated
research objectives in the first chapter.

3.1 Work Life Balance

It wasn’t until the mid-60s that the subject of work-life balance became the subject of interest
among scholars. For instance, Kahn et al. (1964) concluded that for employees, work-family
conflicts are a substantial stress source. Relevantly, the notion of equilibrium between family and
professional life (work-family balance) is recently employed when referring to the successful
development of both domains. Work-life balance concept in its broad sense requires
organizations to effectively integrate employees’ work and non-work roles such that levels of
multiple-role conflict, and the associated stress and job dissatisfaction, are minimized or avoided,
flexible schedules and leave programs are stressing out many employees, reducing their job
performance (Muchiti & Gachunga, 2015)

In studies on work-life, the focal point has been the effect of organizational services and policies
that are established for providing assistance to employees regarding the conflicts that occur
between their work and their life. Accordingly, the extant literature attempted to comprehend the
role played by organizations to help reduce the conflict experienced by the employees that occurs
from the demands of work and the role they are obliged to play at home. As evidenced from the
findings, employees with access to services including flexible schedules, childcare, parental
leave, and support from supervisor appear to be more likely have less conflicting work-life,
greater job satisfaction, and less stress. (Helmleet al.,2014). Organisations that invest in proper
work life balance strategies that assist employees in achieving balance between the work and
home domain achieve a competitive advantage through its personnel.

Research conducted by Malik et al. (2010) shows that unbalanced work-family life caused by
increased work demands leads to higher levels of stress. Stress caused by higher demands from
work results in family-work conflicts and work-family conflicts (Aryee et al., 2005). This has
negative impacts not only on the wellbeing of workers but also on their families (Hochschild,
1997), as it increases anxiety of individuals at work and at home and leads to lower quality
relationships with family members (e.g. spouse or children) (Parasuraman & Greenhaus, 2002).
Increased work demands such as overtime and shift work may lead to work-family conflict,
which can result in decreased satisfaction with work and with the employer (Paton, Jackson &
Johnson, 2003). Therefore, work-related stress has a negative impact on employees,
organisations, families and society

3.1.1 Well-being

Well-being is a crucial component of a happy, good-quality life (Diener, 2000). Wellbeing is

associated with happiness, satisfaction, vitality, optimism, passion, and self-actualisation
(Seligman, 2002). Aristotle in his Nicomachean Ethics states that happiness is the highest good
for human beings and can be achieved by correct actions that lead to individual wellbeing
(Myers, 1992). Wellbeing can be assessed by individuals’ subjective judgement in relation to
their life satisfaction, or psychological health (e.g. perceived stress) (Grzywacz, Almeida &
McDonald, 2002); as well as by individuals’ objective measures of physical health (e.g. blood
pressure) (Broadwell & Light, 1999). Research shows that wellbeing is strongly correlated with
better mental health, better physical health and longevity (Strack, Argyle & Schwartz, 1991).
This study considers wellbeing as subjective wellbeing, which can be also defined as emotional
wellbeing (Ryan & Deci, 2001).

3.1.2 Work Life Balance Practices

Flexi time

Flexi time working arrangement allows employees to choose the hours they would work in order
to cater for their work obligations as they are only expected to avail themselves at work for a
particular time. In flexi time arrangement employees maintain the prerogative to manage the time
they would want to spend at work and their needs as well. This gives the employees responsible
autonomy (Barney and Elias 2010). There has been a rise in popularity of the phenomenon
flexible working, and companies which implement such arrangements giving the assurance to
employees that the organisational leaders care about their well-being for instance policies on
family leaves, therefore employees perform their best.

Flexible Work-Arrangements

The level of satisfaction among flexible employees is higher than of those who are not involved
in flexible working. Russel et al (2009) argued that flexible working has been seen to have
multiple benefits as it also assists in the reduction of pressure emanating from work. They further
went on to say if not properly managed it causes more conflict between work and life especially
the arrangement of employees who work from home as this is related to more increased work
pressure as the domain of work and life would have been brought under one roof. The
probability that one domain receives more attention is higher as the employee can get carried
away having an undesirable effect on the stability of work and life (Kelliher and Anderson
2010).

Job Sharing

Job sharing concept enables employees to work more flexibly and this improves their
performance, as duties of one individual would be covered by two people or more (Rogers and
Finks 2011). Job sharing enables employees‟ time to attend to care responsibilities outside the
workplace such as caring for the children and elderly. These employees are able to work part
time and attend to other obligations outside the works sphere, improving their work and life
balance and performance at work as they would not be overburdened by work responsibilities as
they are shared.

Flexible Scheduling/Hours

Flexible scheduling involves employees’ ability to choose the best hours of work they would
want to work or when they are most productive, without the organisation setting for them strict
times to work. Flexible working hours help in enhancing organisational productivity as the stress
levels of employees are reduced as they are able to gain autonomy, (Kamau, Muleke, Mukaya
and Wagoki 2013). Flexible working hours help improve employee efficiency as they are able to
perform without being frustrated, they help achieve equilibrium between work and lifeThe
employees gain a better social life; those who are married and have children are able to spend
more time with their spouses and children leading to happy homes (Eby, Casper, Lockwood,
Bordeaux and Brindley 2005).

3.2 Research Project Budget

Research has some cost implications, these are set out in the budget below.

Budget Item Cost USD$

Transport 40.00
Airtime for Calls 20.00
Data for Research 35.00
Printing of Questionnaires 15.00
Printing of Research Document 10.00

Total Cost USD$ $120.00

References

Allen, T. D., Herst, D. E. L., Bruck, C. S. & Sutton, M. (2000) ‘Consequences associated with
work-family conflict: A review and agenda for future research’. Journal of Occupational Health
Psychology, 5 (2): 278-308.

Aryee, S., Srinivas, E.S. & Tan, H.H. (2005) ‘Rhythms of life: antecedents and outcomes of
work-family balance in employed parents’. Journal of Applied Psychology, 90 (1): 132-146.

Casper, W.J., Eby, L.T., Bordeaux, C., Lockwood, A. & Lambert, D. (2007) ‘A review of
research methods in IO/OB work-family research’. Journal of Applied Psychology 92: 28–43.

Clark, S.C. (2000). Work/Family Border Theory: A new theory of work/family balance. Human
Relations, 5396), 747-770

Duxbury, L. & Higgins C. (2005). Where to work in Canada: An examination of regional

differences in quality of work life practices. Thesis Submitted to Carleton University: Ottawa.

Greenhaus J.H and Powell G.N (2006) When work and families are Allies; A Theory of Work
Family Enrichment. Academy of Management Review, 31(1)72-92

Greenhaus JH, Beutell NJ (1985) Sources and conflict between work and family roles. Acad
Manage Rev 10:76–88

Grzywacz, J.G. & Carlson, D.S. (2007) ‘Conceptualizing work–family balance: Implications for
practice and research’. Advances in Developing Human Resources. 9:455–71.
Grzywacz, J.G., Almeida, D.M. & McDonald, D.A. (2002) ‘Work-family spillover and daily reports
of work and family stress in the adult labour force’. Family Relations, 51, 28-36.
Kumar, R (1996), Research Methodology: Step by step guide for beginners, Sage Publications,
London

Malik, F., McKie. L., Beattie. R. & Hogg, G. (2010) ‘A Toolkit to Support Human Resource
Practice’. Personnel Review, 39 (3): 287-307.

Muchiti, E., & Gachunga, H. (2015). Influence of Work Life Balance on Employee Productivity
in Kenya; A Case of Milimani Law Courts Nairobi Strategic Journals Vol. 2(48), 1-20