Employee wellness and job performance in the banking Sector in Kenya

Abstract

The purpose of this study was to assess the effect of employee wellness on job performance: a case study of National Bank of Kenya of Kenya headquarters, Nairobi Kenya. The study was guided by three objectives on employee work-life balance, employee job security, and employee mental health support on job performance. The study was anchored on human relations theory and the expectancy theory of motivation theories. The study employed descriptive research design where simple random and purposive sampling techniques were used to sample the target groups. Out of a target population of 180 employees of National Bank of Kenya, Headquarters, a sample size of 123 employees was used. Questionnaires were used as the main tool for data collection. A pilot test was done at National Bank of Kenya, Ongata Rongai Branch (10% of the target population within the branch) to test the research instrument. The questionnaires were also subjected to face validity with the quantitative data from these questionnaires subjected to internal consistency reliability. Collected quantitative data was cleaned, sorted, and analysis done in SPSS version 26.0. Standard deviation, frequencies, percentages, were for descriptive statistics while multiple linear regression was used for inferential statistics. The response rate was at 91.87% and the correlation analysis showed that employee mental health support (r=0.504), employee job security (r=0.376) and work life balance (r=0.308) had a positive relationship with job performance. Furthermore, the relationship was considered statistically significant at 5% level of significance. In this analysis, mental health ranked highest on its impact on job performance. The study from the regression model revealed that employee mental health support had a positive effect on job performance. Employee job security also had a positive effect on job performance. This reported that a rise in employee job security scores informed higher job performance outcomes. Work life balance had a negative effect on job performance. There is the need to better work-life balance initiatives at National Bank and across other banks in Kenya. In this context, there is need for remote working options, implementation of flexibility in working hours and proper leave policies for the employees. Recommendations from the study are to consider introduction of policies that include the implementation of comprehensive wellness programs that provide regular health exams, stress management courses, and access to mental health treatments including counseling and therapy. The policy will also encourage work-life balance by introducing flexible work hours and remote work choices, enabling employees to better manage their personal and professional duties. Other programs that touch on physical fitness should also be considered to achieve wellness in a wholesomely. Future researchers should also consider conducting comparative studies with other banks within the banking sector in Kenya and even across the borders. In addition, a critical assessment of the long-term impact of remote working on job performance especially post COVID-19 should be considered and how this can be used positively to enhance employee wellness.