| Abstract: | Work-life balance in its broad sense captures all aspects of employees’ personal and work life. This suggests that work-life balance should be focused on individuals, families, workplaces, communities, and society as a whole. However, due to word count and time limits, this study excluded community and societal aspects, and focused on individuals, families and workplaces. Despite the recognition of the importance of women’s work force in Ethiopia it appeared that balancing of women’s personal and work environment was neglected. This study investigated WLBP of Wegagen Bank, using quantitative research approach, and employing 7 point likert scale survey questionnaire. Data were collected using systematic random sampling. Freidman test were used to compare women’s employees concerns on variables that affects work life balance; Further, in order to compare mean difference, this study employed one way ANNOVA test for multiple independent groups, and independent sample T test to compare women’s employees concern across two independent groups. In addition, the study employed multiple regression analysis in order to predict the impacts of predictors on WLBP. Therefore, the study results showed that the mean difference of WLBP between married and unmarried women employees are not statistically significant; and mean comparisons of WLBP is not different across the various groups of women based on number of dependent and ages, conversely, it is significant across groups on the basis of occupational positions; moreover, the study concluded on the basis of multiple regression analysis result, personal life expectation, workload, work satisfaction, workplace support, work expectation, and family support are significant indicators of variations on WLBP. As opposed to previous studies, this study found that there is no significant mean difference of women’s employees who have dependent cares or not; and also there is also no mean differences on WLBP whether they are married, or not. Moreover, the study suggested that there should be mechanisms by banks would have to raise awareness of families about how their support at home is helpful to women at work, and it should has potent mechanisms on raising work satisfaction, workplace support, and balancing and accommodating women’s employees personal and work expectations. |
