Exploring the impacts and benefits of quality work-life programs in manufacturing companies in Nigeria

Abstract

The study investigates the impacts and benefits of Quality Work-Life Programs (QWLFP) within manufacturing companies in Benín City, Nigeria, focusing specifically on employees' job attitudes, satisfaction, and organizational commitment. The working conditions prevalent in Benin's firms are often suboptimal, as employees contend with extended hours, health hazards, and insufficient support for personal life issues. Grounded in the Work-Life Balance Theory, the research employs a qualitative methodology, incorporating in-depth interviews (IDIs) and key informant interviews (KIIs) to capture participants' experiences thoroughly. The analysis is centered on two prominent organizations: the Nigerian Bottling Company (NBC) and the Nigerian Petroleum Development Company (NPDC), both of which have implemented QWLFPs. A purposive sampling method was employed to conduct sixteen in-depth interviews, comprising thirteen employees and three Trade Union officials. Additionally, three key informant interviews were held with Human Resource Managers from these organizations, thus ensuring a comprehensive and diverse representation. The key findings reveal that QWLFPs have a positive impact on employees' health, safety, and professional development, with notable advantages including access to healthcare, wellness programs, and career training. However, the study also identified challenges such as limited benefits for contract workers, time constraints, and technological inadequacies. Participants stressed the significance of employee involvement in organizational decision-making and the necessity for flexible work arrangements, although specific sectors, like oil and gas, face notable constraints. Furthermore, the study underscores the disparity in benefits afforded to permanent versus contract employees, with the latter group frequently excluded from specific QWLFP components. From a managerial perspective, QWLFPs are regarded as essential for improving productivity and employee well-being, although implementation challenges, such as inadequate technological support for training. initiatives, were acknowledged. Union representatives expressed concerns regarding the limited range of benefits available to contract staff and the challenges associated with negotiations with management concerning policy enhancements. The study accentuates the multifaceted nature of QWLFPs and their critical role in fostering a supportive work environment. The study advocates for a comprehensive integration of occupational health, employee recognition, and wellness initiatives, alongside the enhancement of technological infrastructure to ensure equity for contract employees and to strengthen the role of unions in policy advocacy and negotiation.