WORK FAMILY BALANCE, OCCUPATIONAL DEMAND AND LIFE SATISFACTION AMONG MARRIED CAREER WOMEN IN BABCOCK UNIVERSITY, ILSHAN REMO, OGUN STATE, NIGERIA

Abstract

Life satisfaction is fundamentally an individual’s cognitive evaluation of their overall quality of life, measured against personal values and standards rather than temporary emotional states. For married career women, this evaluation is shaped by the complex navigation of dual roles, as they strive to balance professional excellence with significant domestic and marital responsibilities. The study adopted a quantitative survey research design to collect standardized data that could be objectively analyzed. The population comprised 368 married career women, including both academic and non-academic staff members, and utilized a total enumeration technique to ensure every member of the population had an equal chance to participate. Data were successfully collected from 345 valid respondents using a structured self-report questionnaire titled the Work-family Balance, Occupational Demand and Life Satisfaction Questionnaire (WFBODLSQ). The reliability of the research instrument was confirmed through a pilot study, which yielded Cronbach's alpha coefficients of 0.729 for life satisfaction, 0.707 for work-family balance, and 0.603 for occupational demand. The analysis of the findings revealed that married career women at Babcock University experience a moderate level of life satisfaction, as evidenced by a grand mean score of 3.06. Simple linear regression results indicated that work-family balance has a significant positive influence on life satisfaction (???? = .170, ???? = 3.192, ???? < .05), accounting for 2.6% of its variance (Adj. R^2 = .026). In contrast, occupational demand was found to exert a significant negative influence on life satisfaction (???? = -.244, ????= -4.666, ???? < .05$), explaining 5.7% of the variance (Adj. R^2 = .057). Furthermore, the multiple regression analysis established that work-family balance and occupational demand jointly predict life satisfaction among the respondents (F(2, 342) = 13.142, ???? < .05), collectively accounting for 6.6% of the variance in their overall life evaluation (Adj. R^2 = .066). It is therefore recommended that university management prioritize the implementation of family-friendly policies, such as flexible work schedules and supportive arrangements, to facilitate a healthier balance for staff. Additionally, workload distribution should be carefully regulated to reduce occupational strain, and institutional support systems, including counseling services and stress management programs, should be introduced to help married women navigate the unique pressures of their professional and family lives.