1. Introduction competitive advantage and improved organizational performance. Also, a reduction in work-interference with Arising from high unemployment rate and unfavorable family (WIF) and family-interference with work (FIW) economic conditions, Nigeria has been known as a place can help achieve organizational commitment. WIF on where decent work practices may have been neglected by the one hand, presupposes that when work interferes with organizations and precarious work conditions have been the family sphere; it can take away employees’ time, embraced at the detriment of the people (Nkporbu, physical, and emotional resources (Xu, 2008). When this Asuquo & Douglas, 2016). The main focus of interference surpasses employees’ anticipations and organizations in the country, seems to be the range of tolerance, it may decrease their commitment. maximization of profits without caring about the welfare On the other hand, FIW means that when family role of the employees (Yange, Oyeshola & Aduloju, 2016). interferes with the work domain, it may reduce Organizations should note that, “employees who have employees’ commitment at the place of work. positive perceptions and experiences in their workplaces will have an increased desire, willingness and ability to Organizational commitment as a concept has been go the extra mile, will speak more positively of the defined by earlier theorists such as Mowday, Steers and company and will be more than willing to stay and help Porter (1979) as employees’ acceptance of out when times get tough” (Fapohunda, 2013, p. 87). organizational values, willingness to exert effort, and Any organization that desires progress, competiveness desire to maintain membership in the organization. Also, and profit must always find ways by which it can obtain Meyer and Allen (1991) viewed organizational the commitment of its workers. One of the very best ways commitment from three dimensions namely, affective of obtaining this individual outcome of commitment is commitment, continuance commitment and normative by institutionalizing human resource practices that will commitment. They noted that, affective commitment help employees achieve a work-life balance. Work-life refers to employee’s emotional attachment to; balance and organizational commitment practices can be identification with; and involvement in the organization. employed to achieve the organizational outcomes of While continuance commitment refers to an awareness Work-life Balance and Organisational Commitment: Perceptions of Working Postgraduate Students Rasheed Olawale, AZEEZ V, (r.azeez2002@gmail.com) Tinuke M. FAPOHUNDA Foluso Ilesnmi, JAYEOBA V (Jay_ife@yahoo.com) Department of Industrial Relations and Personnel Management Management Sciences Lagos State University, Lagos, Nigeria. Abstract The study intends to investigate the interplay between work-life balance and organizational commitment amongst working post-graduate students. The survey research design was used, multistage sampling technique was adopted using the correlation and regression approaches. The samples were drawn from working postgraduate students in Lagos State University, Lagos.Results indicate a positive but not statistically significant relationship between work-life balance and organizational commitment. A positive relationship was found between Work-Interference with Family (WIF) and organizational commitment; however it was not statistically significant. Finally, a positive relationship was found between family-interference with work (FIW) and organizational commitment, but not statistically significant. The study recommended that government and management of organizations that have employees’ that are students should ensure that they help them achieve work-life balance, to aid organizational commitment. Keywords: work-life balance, work-interference with family, family interference with work, organizational commitment, post-graduate students BVIMSR’s Journal of Management Research Vol. 9 Issue - 2 : October : 2017 178