Effect of work-life balance on talent management practices and employee performance in Nigerian public enterprises

Abstract

This study investigated the effect of work-life balance on the relationship between talent management practices and employee performance in public enterprises in Abuja. A quantitative research design was employed, with primary data collected through structured questionnaires. The population of the study is 627 while the sample size is 239. The sampling technique is stratified sampling technique. The method used for the analysis is descriptive and multiple regression. The number of questionnaires retrieved and used for the analysis is 192 while unreturned questionnaire is 47. Data analysis was conducted using Statistical Package for Social Science (SPSS) version 26 to conduct descriptive statistics, Pearson correlation, multiple linear regression, and moderated regression analysis. Findings revealed that all four talent management practices had statistically significant and positive effects on employee performance. Among these, training (β = 0.414) and recruitment (β = 0.363) exhibited the strongest influence. Succession planning and performance management also had positive impacts, though to a lesser extent. Furthermore, work-life balance significantly moderated the relationships between training and employee performance, and between succession planning and performance; however, the moderation was negative, indicating that poor work-life balance may diminish the effectiveness of these talent strategies. Conversely, the moderating effects of WLB on recruitment and performance management were not statistically significant. The study concludes that well-structured and effectively implemented of talent management practices are critical to improving employee performance in Nigerian public enterprises. The study recommends institutionalizing structured succession planning frameworks to promote leadership continuity, foster career advancement, and strengthen organizational stability. It also advises implementing goal-oriented performance management systems that prioritize constructive feedback, establish clear performance metrics, and recognize employee achievements