Developing Work-life Balance Initiatives to Enhance Job Satisfaction Among Working Mothers in the Nigerian Banking Sector

Abstract

This study examined work-life balance initiatives to enhance job satisfaction among working mothers in the Nigerian banking sector. It aimed to critically explore employees’ perspectives on these initiatives to develop an effective policy framework for their implementation. The study was anchored in work-life border theory and adopted an interpretivist paradigm with a phenomenological strategy. Using a cross-sectional design, primary data were collected from 14 working mothers through semi-structured interviews, employing purposive and snowball sampling techniques. Data were analysed thematically using Braun and Clarke’s reflexive thematic analysis framework. Findings indicated that perceptions of work-life balance practices were shaped by four subthemes: limited formal policies, inconsistent managerial discretion, absence of institutional childcare support, and workload and leave constraints. Maternity leave emerged as the most valued initiative, alongside health and family benefits, flexible scheduling, and supervisory empathy. Key barriers to effective implementation included excessive workload and performance pressures, rigid leave approval processes, long and unsociable working hours, outdated policy frameworks, and lack of childcare provision. The study contributes to knowledge by providing both theoretical insights into work-life border dynamics and empirical evidence on practical barriers and enablers of work-life balance in the Nigerian banking sector. It concluded that robust work-life balance practices are essential for improving the wellbeing and job satisfaction of working mothers, and recommended extending paid maternity leave to at least six months to support recovery, family bonding, and smoother reintegration into work. Suggestions for further research were also outlined.