IMPACT OF PERSONALITY TRAITS ON WORK LIFE BALANCE AMONG FEMALE EMPLOYEE OF EKITI STATE UNIVERSITY, ADO EKITI
Abstract
ABSTRACT This study investigated the impact of personality traits on work-life balance among female employees of Ekiti State University, Ado-Ekiti. The study adopted a quantitative research design using a structured questionnaire as the research instrument. The population of the study comprised 1,058 female academic and non-academic staff of the university, from which a sample size of 139 respondents was determined using the Taro Yamane formula. Stratified sampling technique was employed to ensure fair representation of all groups. Descriptive statistics were used to analyze demographic variables such as gender, age, marital status, educational qualification, and years of work experience, while inferential statistics—specifically multiple regression analysis—were used to test the hypotheses at a 0.05 level of significance. The results revealed that extraversion (R = 0.257, F = 9.563, p = 0.002) had a significant positive relationship with work-life balance among female employees, accounting for 6.6% of the variance in work-life balance. For conscientiousness, the results revealed that conscientiousness (R = 0.291, F = 12.456, p = 0.001) had a significant positive relationship with work-life balance among female employees, accounting for 8.4% of the variance in work-life balance. For openness to experience, the results revealed that openness to experience (R = 0.141, F = 2.756, p = 0.099) had a significant positive relationship with work-life balance among female employees, accounting for 2.0% of the variance in work-life balance. For neuroticism, the results revealed that neuroticism (R = 0.980, F = 3279.195, p = 0.000) had a significant positive relationship with work-life balance among female employees, accounting for 96.8% of the variance in work-life balance. For agreeableness, the results revealed that agreeableness (R = 0.353, F = 9.563, p = 0.000) had a significant positive relationship with work-life balance among female employees, accounting for 12.5% of the variance in work-life balance. The study concluded that personality traits significantly influence how female employees manage work and personal life demands in academic settings. It recommended that university management should promote job training, flexible work arrangements, and welfare programs to enhance work-life balance, particularly among staff exhibiting higher emotional instability. The study emphasized the importance of personality-aware human resource policies in improving employee satisfaction, productivity, and institutional effectiveness.
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