changing family and work structures in Nigeria makes coping with work and family roles a challenging one forudwomen to handle even with organizational interventions. The study specifically examined the determinants ofudwork-family balance experience among women in the banking sector. A review of literature was carried outudwhile the study was anchored on two theoretical platforms: Role Theory and Social Exchange Theory. Theudresearch employed both qualitative and quantitative research techniques. Three hypotheses were formulated andudtested for the study. The first hypothesis revealed that age of the respondents, children ever born (parity), maritaludstatus, staff category and religion are significant determinants of work-family balance. Women with children inudparity ratio of 1-2, 3-4 and 5 and above are 1.654, 1.455 and 1.235 times more likely to be unable to balanceudwork-family roles compared to those with zero parity (i.e. the reference category). The third hypothesisudestimated significant influence of work status on the work-family balance; this is statistically significant at pvaluesudof 0.005, 0.003, and 0.01 for senior staff, supervisors and junior staff respectively. The study concludesudthat if work demands become heavy, marital roles cannot be shelved or neglected and tension between the twoudboundaries will require a compromise. In this instance, women will prefer to stake the job rather than losing theirudfamilies. The study suggests effective policy intervention from organisation and effective family support fromudthe family-base to reduce the complexities of balancing work and family demands.
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