The Influence of Work Life Balance On Intention To Leave Among Staff In Public Universities In Kenya.pdf

Work-life balance (WLB) has emerged as a critical determinant of employee retention in higher education institutions. This study investigated the influence of work-life balance on intention to leave among staff in Kenya's public universities. Grounded in Schaffer's (1953) Fulfillment Theory and Clark's (2000) Work/Family Border Theory, the research employed a cross-sectional survey design with 412 participants drawn from 30 public universities using stratified purposive sampling. Data were collected through structured questionnaires employing five-point Likert scales for work-life balance and six-point scales for intention to leave, achieving reliability coefficients above 0.70. Results revealed moderate work-life balance challenges (M = 3.26, SD = 1.02) with pronounced work-to-life interference. Staff reported high levels of job-related personal life difficulties (M = 4.50) and struggles juggling work-life demands (M = 3.74). Intention to leave scores were concerned (M = 4.34), with the highest mean for feelings of inadequacy and hypersensitivity to criticism (M = 5.65). Simple linear regression analysis established a significant positive relationship between work-life balance and intention to leave (R = .421, p < .001), with work-life balance explaining 17.7% of variance in intentions to leave. The study concludes that poor work-life balance significantly contributes to staff intentions to leave in Kenya's public universities, though other organizational factors also play important roles. Recommendations include implementing flexible work arrangements, reducing administrative burdens, establishing mental health support programs, and developing emotionally intelligent leadership to improve staff retention and institutional effectiveness.