The Impact Of Work Life Conflict On Job Satisfaction In The Banking Industry Focusing On Ten Selected Banks In Addis Ababa

Work life conflict is defined as a form of inter-related conflict in expectation between both workrnand life roles. Job satisfaction has been defined as “a pleasurable or positive emotional staternresulting from the appraisal of one’s job or job experiences”. The study aimed at exploring thernimpact of work life conflict on job satisfaction in ten selected Banks in Addis Ababa. To achievernthis purpose, explanatory study design were used to analyze the data collected through crosssectionalrnsurvey questionnaire from a sample of 370 bank employees. These respondents werernselected using simple random sampling method and were stratified on the basis of banksrnemployees’ size. The data collected from the questionnaire were analyzed using Statisticalrnmeasures such as correlation and multiple regression analysis. The major findings of the studyrninclude low level overall job satisfaction in the organizations under study, three work lifernconflict dimensions i.e., work to personal life interference, work overload and personal life tornwork interference and job satisfaction found to be inversely and significantly related. And alsornindicate that job autonomy is the most important factor to have a strong, positive andrnsignificant relationship with job satisfaction. In addition to this, four work life conflictrndimensions of this research significantly explain the variations in job satisfaction. However,rnexcept job autonomy, which statistically and positively predicts the variation in job satisfaction,rnthe three work life conflict dimensions i.e. work to personal life interference, work overload andrnpersonal life to work interference statistically and negatively predict the variation in jobrnsatisfaction. Based on the findings of the study, it is recommended that Top management shouldrnrealize the effect of work life conflict on job satisfaction and should implement work lifernbalance programs, practices and policies, and also it is essential that HR departments arernresponsive to the needs and constantly changing requirements of workforce and the effect ofrnenvironmental issues in order to improve programs and policies of work life balance likernlocally attainable flexible work time arrangements.rnKey words: Work life conflict, Job Satisfaction, Work Overload, Job Autonomy

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