INFLUENCE OF WORK-LIFE BALANCE AND COPING STYLES ON THE

PSYCHOLOGICAL WELLBEING OF CIVIL SERVANT IN SURULERE LOCAL

GOVERNMENT.

1.0 Introduction.

1.1 Background of the study.

“Well-being is just like ‘weather’ and ‘freedom’ in its structure: no single measure defines it
exhaustively, but several things contribute to it; these are elements of well-being, and each of the
elements is a measurable thing” (Tony Hsieh, 2010). This means that well-being, although has
been defined by many scholars, has no exact meaning. However, there are several elements that
make up well-being and those elements are positive emotion, engagement, meaning, positive
relationships, and accomplishment. The inter-play between these elements is what determines the
mental state of a person. Also, psychological well-being means a perfect balance in all respects
in an individual's life.

According to the World Health Organization (2004), mental health is "... a state of well-being in
which the individual realizes his or her own abilities can cope with the normal stresses of life,
can work productively and fruitfully, and is able to make a contribution to his or her
community." It refers to the overall well-being of an individual which includes emotional
wellbeing, social well-being and psychological well-being. Emotional well-being means having
high levels of positive emotions.

Well-being can be defined both psychologically and subjectively (Sheldon, Ryan, Rawsthorne &
Ilardi, 1997). Ryff (1989) identified six characteristics of psychological well-being: self-
acceptance, autonomy, environmental mastery, personal progress, and pleasant connections.
These characteristics are a person's sense of self-determination, control over their surroundings,
capacity for personal development, ability to form satisfying relationships, and sense of purpose
in life.

The psychological wellbeing of employees has sustained the attraction of significant concern and
attention by psychologists and human resources managers because every organization needs
employees in an excellent psychological state to flourish and endure the constant changes in the
world of work (Ferreira, 2012). Thus, the organization needs to ensure that their employees have
performed their best effort to reach each goal that the company has already set.

Previous studies, have been conducted to investigate the factors can foster motivation in
employees and increase productivity. Ryan, Sheldon, Kasser, & Deci, (1996) studied these
psychological factors and divided them into two; intrinsic and extrinsic. The found out that the
pursuit and attainment of other goals (extrinsic goals) does not contribute to and may even
detract from basic need satisfactions, leading to ill-being. In accord with this reasoning, T.
Kasser and Ryan (1993, 1996) examined individual differences in the emphasis people place on
intrinsic aspirations (goals such as affiliation, personal growth, and community that directly
satisfy basic needs) compared with extrinsic aspirations (goals such as wealth, fame, and image
that at best indirectly satisfy the needs). They found, first, that placing strong relative importance
on intrinsic aspirations was positively associated with well-being indicators such as self- esteem,
self-actualization, and the inverse of depression and anxiety, whereas placing strong relative
importance on extrinsic aspirations was negatively related to these well-being indicators. Ryan,
Chirkov, Little, Sheldon, Timoshina, and Deci (1999) replicated these findings in a Russian
sample, attesting to the potential generalizability of the findings across cultures. These findings
go beyond goal importance. Both Ryan, Chirkov, et al. and T. Kasser and Ryan (in press) have
found that whereas self-reported attainment of intrinsic aspirations was positively associated
with well- being, attainment of extrinsic aspirations was not. These previous studies suggest that
even highly efficacious people may experience less than optimal well- being if they pursue and
successfully attain goals that do not fulfill basic psychological needs (Richard M. Ryan and
Edward L. Deci, 1996).

Moreover, well-being was found to be highly correlated with the employee’s ability to perform
well at their workplace. Employees with higher well-being were reported to be more productive
and having better psychological and physical health compared to those with lower well-being
Employees showing a good well-being have proven to be more productive and able to promote
organizational effectivity when compared to others who show a lower level of well-being.

Another research conducted by Harter, Schmidt and Keyes concluded that well-being correlated
with organizational performance, such as attendance (sickness and absence), customer
satisfaction, organizational productivity, and turnover rate. Lyubomirsky, King, and Diene
(1997) reported that people with higher well-being most likely exhibit higher flexibility and
originality, respond better towards unfavorable feedback, give more positive judgments about
others, show higher levels of engagement, are more productive, are likely to live long, have
better physical health, and have a happier work and family life. Employees with higher welly-
being show more positive attitudes and respond better to various situations in life as well.
However, people with lower levels of well-being feel threatened by neutral or ambiguous events
which is unfavorable in organizational setting where everything is dynamic and lots of changes
may occur.

McGregor and Little (1999) defined well-being as evaluating the meaning and purposes in life.
Other experts explained well-being in a different framework. Ryan and Deci (1999) for example,
well-being is felt when basic psychological needs (autonomy, competence, and established
relationships) are fulfilled. Waterman developed a different concept of well-being which defined
as striving for challenge, making efforts, personal development and growth.

According to Kofodimos (1993), work life balance refers to “a satisfying, healthy, & productive
life that includes work, play and love” (Kofodimos, 1993) Job or work should provide favorable
environment for an individual and his family. Thus, the work life balance is about managing
internal pressure from one’s own expectations and setting realistic goals which do not inflict on
family responsibilities (Parsons D, 2002). The absence of unacceptable level of conflicts between
work and non-work demands may result in lower organizational performance (Greenbatt, 2002).
Work- life balance is the degree to which an individual can continuously balance the emotional,
behavioral and time demand of both paid work, family, and personal duties. Work life balance is
a state of a person who manages the potential conflict between different requirements concerning
their time and energy in the way of satisfying needs of welfare and self-realization.

According to Greenhaus and Allen (2011), work-life balance refers to the capacity to
successfully manage and integrate obligations from both personal and professional lives in order
to enhance general well-being. Work-life balance is the balance between professional tasks and
personal life activities that is essential for employee well-being and job satisfaction (Shukla &
Srivastava, 2021). Also, Schermerhorn (2013) revealed that Work-Life Balance is the ability of a
person to balance the demands of work with their personal and family needs. According to
Delecta (2011), Work-Life Balance is defined as the ability of individuals to fulfil their work and
family commitments, as well as other non-job responsibilities. According to Robbins and Coulter
(2012), work-life balance programs include resources for parent and child care, care, health and
welfare of employees, relocation and others. Where many companies offer family-friendly
benefits that employees need to balance life and work, which includes flextime, job sharing,
telecommuting and others.

According to Hutcheson (2012), "Work-Life Balance is a form of satisfaction in individuals in

achieving life balance in their work". The work-life balance program that is implemented in an
organisation is expected to be able to increase the level of job satisfaction for employees so that
it can generate work morale for employees in carrying out their duties and obligations to the
organisation. Many organisations offer family-friendly benefits that employees need to balance
life and work, which include job sharing, flextime, telecommunication, etc. (Ganapathi, 2016).
The balance between life in good work will result in high morale, the emergence of feelings of
satisfaction with the work they have, and a sense of full responsibility both in the work and in his
personal life. Workers with a good balance of time and pleasant social life will have a high
Employee Engagement (Bakker et al, 2008) and will affect employee satisfaction with their
work.

Research has shown that work-life balance profoundly affects psychological well-being. Positive
work-life balance reduces stress and enhances overall mental health, while imbalance can lead to
burnout and decreased well-being (Allen et al., 2000). Promoting flexible work arrangements is
essential for improving employees' mental health and productivity (Greenhaus & Beutell, 1985).

Coping refers to an individual's efforts to regulate stressful situations (Lazarus & Folkman,
1984). Research suggests that coping styles (e.g. task-oriented, emotion oriented, and avoidance)
play an important role in the way that individuals respond to stressful situations and negative life
events (Endler and Parker, 1990, Endler and Parker, 1999, Lazarus, 1993, Lazarus and Folkman,
1984, McCrae and Costa, 1986). Coping styles are often used to mediate between antecedent
stressful events and such consequences as anxiety, depression, psychological distress, and
somatic complaints (Billings and Moos, 1981, Coyne et al., 1981, Endler and Parker, 1990,
Endler and Parker, 1999, Parker and Endler, 1992).
Folkman, S., & Lazarus, R. S. (1980) developed the transactional model of stress and coping,
which views stress as a result of the interaction between an individual and their environment.
According to this model, stress is not just a stimulus or response but a process that involves an
individual's appraisal of the stressor and their resources for coping with it. They introduced the
concepts of primary appraisal (evaluation of the significance of a stressor) and secondary
appraisal (evaluation of the resources and options available to cope with the stressor). Folkman
and Lazarus identified two primary types of coping strategies; Problem-Focused Coping which
involves efforts to change the stressful situation itself, such as seeking information, planning, and
taking direct actions to eliminate or reduce the stressor, and Emotion-Focused Coping which
involves efforts to manage emotional responses to the stressful situation, such as seeking social
support, engaging in relaxation techniques, and reframing the situation in a more positive light.
Problem-focused coping is proactive and refers to acting on the stressor, the environment, or
oneself to address the problem in an attempt to decrease or eliminate the stress. It was reported
that it is more effective to use problem-focused coping in controllable stressful circumstances,
but it is more effective to use emotion-focused coping in uncontrollable stressful circumstances.

Mazzetti and Schaufeli's (2021) study offers valuable insights into how organizations can better
support their employees in managing stress. Their research highlights the effectiveness of active
coping strategies, such as problem-solving and seeking social support. For instance, encouraging
employees to tackle problems head-on and find solutions helps reduce stress significantly.
Additionally, fostering a supportive work environment through peer support groups and
mentoring programs can make a big difference. These strategies help employees feel less isolated
and provide practical ways to handle stress. The study emphasizes that managing stress
effectively isn't just about quick fixes. It's about taking a holistic approach that improves overall
well-being. Programs that combine different strategies, addressing both individual needs and
organizational support systems, tend to be the most successful. Mazzetti and Schaufeli suggest
that making systemic changes within organizations, like redesigning jobs to minimize
unnecessary stress and promoting a culture of support and collaboration, can have lasting
positive effects. These changes not only help employees feel better and cope more effectively but
also improve overall organizational performance. Their research serves as a practical guide for
organizations aiming to enhance their employees' well-being.
Carver, Scheier, and Weintraub's (1989) study, "Assessing coping strategies: A theoretically
based approach," has greatly influenced how we understand people's ways of handling stress.
They introduced the COPE Inventory, a tool that helps identify various coping strategies
individuals use. This tool is grounded in a strong theoretical framework, making it a reliable
resource for both researchers and practitioners. One major contribution of their study is how it
categorizes coping strategies into three main types: problem-focused coping, emotion-focused
coping, and avoidance strategies. Problem-focused coping includes actions like planning and
seeking help to tackle the source of stress directly. Emotion-focused coping involves managing
emotional responses, such as looking for emotional support or trying to find a positive side to the
situation. Avoidance strategies, like denial or distraction, are ways people might try to escape the
stress.

Coping could also be described as human’s cognitive and behavioral effort that are used to cope
with external and internal demands under a stressful circumstance. In a study by Kumanova and
Karastoyanov (2013) that investigated the associations between perceived stress and coping
strategies, results showed that people who more often use specific proactive coping strategies,
such as reflective coping and strategic planning; specific reactive problem-focused coping
strategies, such as effective coping and planning ahead of time; and specific reactive emotion-
focused strategies, such as reinterpretation from a positive perspective and growth, experience
less stress. Conversely, people who often use specific reactive emotion-focused coping
approaches, such as focusing on emotions, denial, seeking emotional social support, and
disengaging, experience more stress. There are different types of coping strategies. Emotion-
focused coping is reactive and refers to attempting to regulate feelings and emotional responses
to the stressor (e.g., anger, fear, sadness, anxiety, pressure). A third type of coping, avoidance
focused coping, refers to cognitions and behaviors aimed at avoiding the stressful situation and
reactions to it, such as distraction and diversion, and tends to be an initial reaction to stress.

Past findings has shown that coping styles significantly influence psychological well-being.
Effective coping strategies, such as problem-solving and seeking social support, enhance mental
health, while maladaptive strategies, like avoidance, can exacerbate stress and anxiety (Carver et
al., 1989). According to Folkman & Lazarus, (1980), tailoring coping mechanisms to individual
needs is crucial for promoting well-being.
Sex differences in psychological well-being are well-documented, influenced by biological,
social, and cultural factors. Research indicates that women are more prone to mood disorders like
depression and anxiety, partly due to hormonal fluctuations (Albert, 2015). Men, conversely,
may experience higher rates of substance abuse and externalizing disorders (Riecher-Rössler,
2017). Social expectations also play a role, with women often facing stress from balancing
multiple roles, while men may feel pressured by societal norms to achieve professional success
(Simon, 2014). In the workplace, these differences manifest in varied stressors and coping
mechanisms. For example, women might benefit from flexible work arrangements to manage
work-life balance better, whereas men might need support in addressing work-related stress
openly. Understanding these differences is crucial for developing effective interventions to
enhance psychological well-being among employees (Eagly & Wood, 2012).

1.2 STATEMENT OF THE PROBLEM

Growing up as a child with a single mother of four children with one of her child having a
genetic disease coupled with the long distance from her work place to home prompted me to
make a research on the psychological wellbeing of civil servants and how they are able to
balance family and work which I noticed it was difficult to balance at some point It made her
become aggressive and difficult to talk to ,it made me wonder if i can affect her children at
home, how does it affect her colleagues . Which prompted me to make research on the influence
of work life balance and coping style on the psychological well-being of civil servants and not
just civil servant but employees as whole.

When employees lack psychological well-being, it can lead to a range of serious problems for
both them and the organization. They may struggle with lower productivity, make more
mistakes, and miss work more often, which can increase turnover and recruitment costs. Their
physical health can also suffer, leading to more sick days and higher healthcare expenses. Poor
mental health can strain work relationships, reduce engagement and morale, damage the
organization's reputation, and result in financial and legal issues. Prioritizing mental health is
essential for maintaining a healthy, productive, and engaged workforce.

The research aims to better understand the complex relationships between how people cope with
challenges, their work-life balance and their psychological well-being. The goal is to specifically
examine how different coping strategies and work-life balance affect an civil servant's overall
psychological well-being, including their levels of stress, anxiety, and life satisfaction. Based on
the above mentioned problem, this research seeks to resolve the following formulated questions:

1. Will work-life balance predict psychological well-being among civil servants in Surulere
Local Government?
2. Will coping style predict psychological well-being among civil servants in Surulere Local
Government?
3. Will work-life balance and coping style have joint and independent influence on
psychological well-being among civil servants in Surulere Local Government?
4. Will there be sex differences in psychological well-being among civil servants in
Surulere Local Government?

1.3 PURPOSE OF THE STUDY

The main goal of this research is to better understand how the work-life balance and coping
strategies of civil servants impact their overall psychological well-being.

Specifically, the study aims to:

1. Examine if work-life balance predicts psychological well-being of civil servants in

Surulere Local Government.
2. Determine if coping style predict psychological well-being of civil servants in Surulere
Local Government.
3. Investigate the joint and independent influence of work-life balance and coping style on
psychological well-being of civil servants in Surulere Local Government.
4. Determine if sex differences exist in psychological well-being of civil servants in
Surulere Local Government.

1.4 RELEVANCE OF THE STUDY

Understanding how work-life balance and coping styles influence the psychological well-being
of civil servants in Surulere Local Government is not just about theories and statistics—it's about
improving people's lives and the effectiveness of civil services. In today's world, where civil
service sector plays a vital role in serving communities, ensuring that employees maintain a
healthy work-life balance and effective coping mechanisms is crucial for their well-being and job
performance. However, many civil servants struggle to achieve this balance, leading to decreased
morale and productivity, ultimately affecting the quality of services provided.

This study aims to uncover the underlying dynamics between work-life balance, coping styles,
and psychological well-being among civil servants. By diving into these factors, we hope to
provide practical insights that can make a real difference in how civil service sector operates in
Surulere. Think about it—when employees manage their work and personal lives effectively and
use positive coping strategies, it creates a ripple effect. It fosters a more supportive and resilient
workforce, leading to better outcomes for both employees and the communities they serve.

However, there's still so much we don't know about how these factors interact, especially within
the unique context of civil servants in Surulere Local Government. This study aims to fill that
gap by exploring these relationships in depth. The findings from this study won't just end up
gathering dust in academic journals. They'll be used to inform real-world practices and policies
within civil service sector. From improving work-life balance initiatives to developing effective
coping strategies, the insights gained could have a tangible impact on how public services are
delivered and perceived by the people of Surulere.

2.1 Theoretical Review

The following theories will be reviewed in this study

1. Transactional Model of Stress and Coping (Lazarus and Folkman, 1984)

2. Job Demands-Resources (JD-R) Model (Bakker and Demerouti, 2007)
3. Cognitive-Behavioral Theory (Beck, 1976)
4. Work-Family Enrichment Theory (Greenhaus and Powell, 2006)

2.2 Literature Review

Diego Gómez-Baya et al. (2018) studied the gender effect on the psychological well-being of
1774 European health professionals using data from the 2015 European Working Conditions
Survey. The sample included 1466 women and 307 men, averaging 43.71 years old. Education
levels varied, with 64.4% having tertiary education. The average job tenure was 13.6 years, and
58.5% worked in the public sector. Women reported lower psychological well-being (M = 4.42,
SD = 0.99) compared to men (M = 4.63, SD = 0.90). The study highlighted significant gender
differences in psychological well-being among health professionals.

Michelle, Collins, Seth, Emmanuel, and Jun Ren (2021) studied final-year Chinese
undergraduates' psychological capital (PsyCap), coping styles, and employment anxiety.
Participants (546) from a major public university were recruited via campus flyers and
completed an online questionnaire for a 3 RMB reward. The sample was 36.6% male and 63.4%
female, with most students from economically comfortable households and studying economics
and management. The study found that positive coping styles (PCS) enhance the beneficial
impact of PsyCap, while negative coping styles (NCS) reduce it. Higher PsyCap levels correlate
with lower employment anxiety among graduating students.

Gi Wook Ryu, Yong Sook Yang, and Mona Choi (2020) studied the role of coping styles in the
relationship between job stress and well-being among Korean police officers. Using a cross-
sectional survey, 112 officers aged 20-60, excluding those with mental disorders, participated.
The study found that resilient healthcare workers (HCWs) experienced lower depression and
anxiety and better mental health by using effective coping strategies. Non-resilient HCWs, who
relied on disengaged coping, had higher distress. Non-doctoral level HCWs reported greater
distress, highlighting the need for targeted support. The findings emphasize the importance of
resilience and effective coping in reducing psychological distress, especially during crises like
COVID-19.

Hee-Kyung Kim (2022) studied psychological well-being among 135 bank-employed women
during COVID-19, analyzing job stress, coping strategies, meaning of life, and resilience. The
participants had an average age of 38.92 years and 15.15 years of work experience. Most were
married, had no religion, and held at least a college degree. Most reported being healthy and
sleeping well. Those with higher economic status showed better psychological well-being than
those with lower or moderate status. Overall, well-being averaged 3.48 out of 5. Positive
correlations were found with a sense of purpose, social support-seeking, problem-solving, and
resilience. Negative correlations were noted with job stress and avoidance-focused coping.

In a study carried out by John et al. (2020), which aimed to examine the extent to which work
life balance impacted the wellbeing of staff of the University of Cape Coast using 291 staffs
selected through stratified random sampling, the result of the study revealed that work life
balance significantly predicts wellbeing of staff of University of Cape Coast (r = .135, p<0.05)
and that it account for 1.8 percent of the variation in wellbeing of university staff.

In a study by Rajesh et al. (2023), "Psychological Well-Being and Coping Strategies Among
Secondary School Teachers: A Cross-Sectional Study", which examined coping strategies among
high school teachers in Southern India. Using a self-administered questionnaire with 460
teachers from various schools, the study identified coping strategies through a modified Brief
COPE Inventory and analyzed the data with SPSS. The results showed that teachers generally
had moderate coping skills, with positive reframing, active coping, and planning being the most
commonly used strategies, while substance use was the least common. Urban teachers had
poorer coping abilities and higher stress levels compared to rural teachers. Negative coping
strategies, such as escape avoidance and uncontrolled hostility, were associated with worse
psychological outcomes. The study highlighted that social and cultural factors affect stress
perceptions and coping mechanisms.

2.3 Statement of Hypothesis

1. Work-life balance will positively predict psychological well-being among civil servants.
2. Civil servants who adopts problem-focused coping style will score higher on test of
psychological well-being than their counterparts who adopts emotion-focused coping
style among.
3. Work-life balance and coping style will jointly and independently predict psychological
well-being among civil servants.
4. There will be significant positive relationship between sex and psychological well-being
among civil servants.

2.4 OPERATIONAL DEFINITION OF TERMS

Psychological well-being: Can be defined as the presence of positive feelings or the absence of
negative feelings as measured by psychological well-being questionnaire developed by Ryff
(2006).

Work-life Balance: Work-life balance is about finding a healthy mix between the time and
effort one puts into one’s job and the time one spends on personal activities, like family, hobbies,
and self-care. It means managing one’s work duties while also making sure one has time for the
important things in one’s personal life, as measured by Hill, Hawkins, Ferris and Weitzman
(2001) as measured by

Proactive coping style: Coping style refers to the different ways people handle and deal with
stress or difficult situations while proactive coping style is a way of dealing with stress by taking
action before problems become overwhelming as measured by Greenglass (1998).

Sex: Sex refers to the biological and physiological characteristics that define humans as male or
female.

3.0 METHODOLOGY

3.1 RESEARCH DESIGN

This study will utilize a correlational survey design to investigate the influence of work-life
balance and coping styles on psychological well-being of youths in Lagos state. This design has
been chosen because it will give the researcher the opportunity to determine the relationship
between all variable of interest, among the participants.

3.2 RESEARCH SETTING

This study will be carried out in Surulere Local Government secretariat.

3.3 POPULATION OF THE STUDY

The target population for this study will include civil servants in Surulere Local Government.
This population will consist of both male and female participants who are Civil servants.

3.4 SAMPLE AND SAMPLING TECHNIQUE

The sample of this study will consist of 400 participants, comprising of 200 male and 200 female
participants from each of the Surulere Local Government Secretariat. This study will utilize
systematic sampling technique since there is a known number of the population of interest and
since the research will use 400 participants, the sample size is also known, hence, determining
the Nth term is possible.

3.5 INSTRUMENTS & PSYCHOMETRIC PROPERTIES

The researcher will use a structured questionnaire both online and offline for data collection. The
questionnaire will be divided into four sections, which are;

Section A: Socio-demographic variables: This section will consist of items measuring

demographic characteristics such as Age, Sex, Religion, and relationship status.

Section B: Psychological well-being scale: Psychological well-being questionnaire adapted from

Ryff (2006), consists of 18-items psychological well-being questionnaire. PWB is a self-report
questionnaire that requires participants to respond to each question on a 5-point Likert scale,
ranging from SA-Strongly agree (5) to SD-Strongly disagree(1). . It has shown good internal
consistency reliability, with Cronbach's alpha coefficients of 0.85.

Section C: This section will consist a self-report questionnaire which consists of 5-item Work-
life Balance Scale developed by Hill, Hawkins, Ferris and Weitzman (2001). It requires
participants to respond to each question on a 5-likert point scale. It has shown good internal
consistency reliability, with Cronbach's alpha coefficients of 0.83.

Section D: This will consist of 14 - items which describes Proactive coping style designed by
Greenglass (1998). This is a self-report questionnaire that requires participants to respond to each
question on a 4- point Likert-type scale. The reliability coefficient for this scale has been
reported to be of good internal consistency, with Cronbach’s alpha ranging from .85 to .87.

3.6 PROCEDURE

The researcher will transform the structured questionnaire into two formats; a hard copy and an
online soft copy via google form for easy administration. The researcher will proceed to obtain
an introduction letter signed by the school from the departmental office. The researcher will meet
with civil servant in Surulere Local Government. At the research setting, the researcher will
introduce herself to the participants and explain the purpose of the study to them. During the
process of interaction, the researcher will assure the anonymity of the participants, seek their
consents and guarantee the confidentiality of their response. After permission is granted by the
participants, the researcher will administer the questionnaires to them and explain to them how
the questionnaire will be responded to. Also, the researcher will send questionnaires to civil
servants online that might not be present at the times of distribution in the stated settings or
locations. Also, the participants will be notified that it is a voluntary study, meaning the
participants has the right to decide whether they want to participate in the study or not, and no
incentives will be given. The researcher will use questionnaires including digital (google form)
and go around the various deartments to administer these questionnaires.

3.6 STATISTICAL ANALYSIS

Data analysis will be conducted using the Statistical Package for the Social Sciences (SPSS). The
hypothesis will be tested as follows: Hypothesis one will be tested using simple linear regression
analysis, two will be tested using Biserial, hypothesis three will be tested using multiple
regression and hypothesis four will be tested using Point Biserial.

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