An Analysis of How Work-Life Balance Impacts on Employee Performance and Turnover in the Hotel Industry in Uganda

Purpose- The study explored the relationship between organizational work culture, work-life balance and employee turnover in selected hotels in Uganda and was prompted by the increasing employee turnover in hotels. Method- It purposively sampled employees from selected hotels in Kampala. A cross-sectional survey design was used with a sample size of 278 out of the total population of 1000 hotel employees. Findings- Findings indicated that organizational culture and work-life balance significantly predicted 70% employee turnover. The study recommendations were that hotels in Uganda should improve organizational work culture and work-life balance so as to reduce employee turnover. Originality of the research – While previous research has extensively explored work-life balance in corporate settings, there is limited insight into its interaction with organizational culture within small and medium-sized enterprises (SMEs), which this study addresses. This study uniquely combines social identity theory and organizational support theory to examine how organizational culture influences work-life balance perceptions among diverse employee groups. Employing a mixed-methods approach, this study integrates quantitative surveys with in-depth interviews, allowing for a more comprehensive understanding of how organizational culture impacts employee work-life balance. By offering insights into the link between flexible work arrangements and organizational culture, this research provides actionable recommendations for HR managers to improve employee engagement and retention. In the context of increased remote work and shifting workplace expectations post-COVID-19, this study offers fresh insights into how flexible organizational cultures can better support employee work-life balance.