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CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Work forms a significant fraction of most people’s activities and is an important aspect of their lives. Work has been described as the best form of welfare (Deacon, 1997) and is the most efficient way to improve the well-being of individuals. However, most jobs are designed as if workers have no family responsibilities resulting in inter-role conflict. When a female finds it difficult to balance work and family roles work-family conflict may arise and affect job performance in any organizational setup, more so, in an ethnic restaurant (Greenhaus & Beutell, 1985). Any restaurant where the main focus of the menu is dishes that originated in a society other than the society in which it resides could be considered an ethnic restaurant. Hence, societal perception, role ambiguity, role overload, time demands and work centrality may hinder performance of family roles as well as job performance of females. (Williams, 2004)

According to the World Bank Report,(2016) female population was 50.33 %; in 2017 it was 50.43 % and in 2018 it was 50.53 %. In Nigeria, the numbers involved in labour force before now were not as high as there are now. According to ILOSTAT (International Labour Organization Statistics) report of 2017, 47.31 % of females age 15 years and above were in labour force, it increased to 47.75 % and in 2017 it increased to 50.43 %, corroborating the World Bank statistics. The increase may be due to the need to contribute to the economy of the family in spite of the huge amount of demands that the home and the society place on females and failing which is unacceptable by the society and even the husband in some cases where the individual is married.

According to the World Bank (2019), 14.30 % of households were headed by females in 1990, 18.50 % of households were headed by females in 2013 and 19.30 % in 2018. Even where the woman is not the main bread winner of the family, the need for her to contribute to family economy is a major factor that makes her take up employment, the take home pay of the husband in most cases may not be sufficient to take care of the family. Unmarried woman is not left out in the paid employment. She needs to take care of her social and economic life and her dependant relatives in African context, hence the need for paid employment. A person who has the qualification to work in establishment and wants self actualization will take up paid employment especially if she has the opportunity and she is medically fit and still within her active and productive life whether she is married or unmarried. The reasons for taking up employment by individual females vary and being able to achieve their individual goals is essential. The home and the workplace have different demands that female employees have to meet. Abolade (2014) says that the two spheres must be satisfied but most often than not this is always herculean. The married woman engaged in paid employment has obligations to the husband, the children, and other family members where the extended family members live with them.

Unmarried woman with children and dependant relatives equally has the demand of the family to cope with along with her responsibilities at work. Many times, the stress that females go through during their active productive years in the workplace is enormous. If a woman is pregnant, has children in day-care, pre-nursery, primary and or junior secondary schools; her attention is needed in different sections of the home and even the schools of the children and at the same time she has her work in the office to attend to. None must be neglected for the other as they have different roles they play in her life. In Africa, a woman is expected to take care of the home at all cost even if she is pregnant, inability to do that for whatever reason is unacceptable; except of course if she has health challenges. The unmarried women who have children are equally under pressure to make the home front good and at the same time keep her job performance.

For females that are of non-managerial cadre or the low level managers, the luxury of being able to employ stewards to help with house chores and attending to other demands may not be there. Hence, the pressure of family demands on such females in paid employment may have some significant effects on how they perform their duties at work and the likely negative or positive outcome of the demands on their performance and eventual decision about their jobs. (Ilies et al, 2007).

1.2 Statement of Problems

Poor economic situation in the nation may be the reason many of the females take up employment so as to contribute to the upkeep of the family in spite of the demands that are associated with having to perform the dual role of home keeping and being employees in corporations. As a result of this responsibility at home, the female worker in an ethnic restaurant may exhibit such behaviours as lateness to work, reporting-in sick, being absent many times from work, unfriendliness, being on edge, moody, displaying negative emotions and short attention span, which are among the indices of poor job performance Work-family conflict is an important issue because it is an indicator for health, well-being, quality of life and job performance.

1.3 Aim and Objectives of the Study

The general objective of this research is to assess the impact of family roles and female employee’s job performance in an ethnic restaurant. The specific objectives to be achieved are:-

To identify the family roles of female employees in Katsina metropolis
To highlight the job performance of female employees in ethnic restaurant.

iii. To determine the areas of conflict between family roles and job performance of female employees in an ethnic restaurant

1.4 Research Questions

What are the family roles of female employees in Katsina metropolis?
What is the job performance of female employees in ethnic restaurant?

What are the areas of conflict between family roles and job performance of female employees in an ethnic restaurant?

1.5 Significance of the Study

This study will be of great important to Food and Beverage industry, especially ethnic restaurant in Katsina metropolis in assessing the family roles of female employees job performance .
The significance of the study is to enlighten students on the family roles of female employees’ job performance in an ethnic restaurant. To be able to accommodate these family roles as they affect the female employees so that they perform optimally.

The study would also be of significance to business persons wanting to invest in Food and Beverage industry in the country/state as it gives them step-by-step guides on the family roles of female employees job performance in an ethnic restaurant.

It would also be of significance to government and other stakeholders as it provides additional knowledge on Food and Beverage industry and the family roles of female employees job performance in an ethnic restaurant..
Furthermore, the research will also be useful to whosoever intend to undertake another research with relevant materials and information; especially if the topic of the research is related to this.

1.6 Scope of the Study

This research study focus on the the family roles of female employees job performance in an ethnic restaurant The study covered ethnic restaurant in Katsina metropolis only.

1.6 Limitation of the Study

Finance: financial resources i.e. money at the disposal of the researcher are insufficient to cater for all needs of the research.
Time constraints: the time available to the researcher within which to conduct, organize and produce the result of its findings is limited due to the pressure from many quarters.
Confidentiality by Respondent: Reluctant attitude from the officials or managements of the restaurant. They refuse to release/expose some relevant information that would have been useful for the research.

1.7 Definition of Special Terms

Family role: As basic and essential building blocks of societies, families have a crucial role in social development. They bear the primary responsibility for the education and socialization of children as well as instilling values of citizenship and belonging in the society.

Performance:- is the way workers work or behave that contributes to the goal of the organization or otherwise. This is the utilization of resources by an organization. And the resulting output, it can also be seen as the rate of achievement obtained in an organization through employees.

Job Performance: is an individual – level variable, or something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance, which are higher – level variables. Job performance assesses whether a person perform a job well.

Ethnic Restaurant: Any restaurant where the main focus of the menu is dishes that originated in a society other than the society in which it resides could be considered an ethnic restaurant.

Restaurant: Can be defined as a place where people pay to sit and eat meals that are cooked and served on the premises.

Employee: a person employed for wages or salary, especially at non-executive level.

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Full Project – Family roles and female employees job performance in ethnic restaurant

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