Work-Life Balance and Job Satisfaction Among Female Employees in Retail Firms in Abuja

This study investigates the relationship between work-life balance and job satisfaction among female employees in retail firms in Abuja, Nigeria's Federal Capital Territory situated in the North Central geopolitical zone. The increasing participation of women in Nigeria's formal labour market has amplified interest in workplace policies that support gender-sensitive employment conditions. A descriptive survey research design was employed, with data collected from 175 female employees across five major retail outlets. Theoretical grounding is drawn from the Spillover Theory of work-family conflict and Locke's Range of Affect Theory of job satisfaction, supplemented by empirical studies published within the last five years. The results reveal that female employees who perceive their organizations as supportive of flexible work arrangements, maternity provisions, and childcare assistance report substantially higher job satisfaction scores. Conversely, those subjected to rigid shift systems, compulsory overtime, and inadequate family leave policies demonstrate elevated stress levels and reduced organizational commitment. The study also finds that marital status and number of dependants are significant moderating variables in the work-life balance and satisfaction relationship. Recommendations include the formalization of flexible work schedules, review of maternity leave provisions in line with the Nigerian Labour Act, and the introduction of employee assistance programs tailored to women's needs. This research is relevant to HR managers, retail business owners, gender advocates, and policymakers working to improve women's work experiences in Nigeria. Keywords: work-life balance, job satisfaction, female employees, retail firms, Abuja