Flexible Work Arrangements, Work-Family Enrichment, and Employee Performance in Dual-Earner Households in Lagos: A Gender-Comparative Analysis

This study examines the relationships among flexible work arrangements (FWA), work-family enrichment, and employee performance in dual-earner households in Lagos, South West Nigeria, with a gender-comparative analytical lens. The rapid urbanisation of Lagos and the increasing prevalence of dual-income households create unique HRM challenges, as employees navigate competing professional and familial demands within a high-cost, high-congestion metropolitan context. The study employs a cross-sectional survey design with 240 married professionals in dual-earner households drawn from banking, telecommunications, and professional services firms in Lagos through snowball sampling. Instruments include a validated FWA Access Questionnaire, the Work-Family Enrichment Scale, and supervisor-rated job performance measures. The Work-Family Enrichment Model and Conservation of Resources Theory provide the theoretical framework. Hierarchical regression with gender as a moderator is employed. Findings reveal that FWA access significantly predicts work-family enrichment, which in turn mediates the FWA-performance relationship. Women in dual-earner households benefit more strongly from FWA in terms of enrichment outcomes than men, reflecting the persistent asymmetry in caregiving responsibilities. However, male respondents with FWA access also demonstrate significant performance gains, suggesting universal benefits. The study also documents that telecommuting options are associated with the strongest enrichment outcomes, outperforming compressed hours or flexible start times. Recommendations include organisation-level FWA policy equity audits and manager training on flexible work facilitation. Keywords: Flexible Work, Work-Family Enrichment, Employee Performance, Gender, Lagos.