Pacific Business Review International

Volume 9 Issue 9, March 2017

A Study on The Factors Affecting the Quality of Work Life Balance

amongst Employees: Based on Indian IT Sector

Archita Banerjee Abstract

Assistant Professor In today's competitive era when both male and female are working
Institute of Management Study together, they share job roles and responsibilities, acknowledgements,
credibility along with that they have to share the mental stress in their
Rahul Kumar Ghosh own domains. Research studies have yielded results that high level of
Research Scholar attrition especially in service sectors is because of job dissatisfaction
Seacom Skills University and failing of commitments both in work and family life by either of
the genders. Factors which act in motivating employees, the strategies
which the organizations develop to make them feel attracted towards
their job are a reflection of job satisfaction. The study revolves around
the intrinsic and extrinsic factors of Herzberg Motivation - Hygiene
Theory. It tries to find a cause behind work-family conflict and the
necessary steps which could be taken to bridge the gap.
Keywords – Job satisfaction, Work - Family conflict, mental stress,
strategies, Herzberg Motivation – Hygiene, Quality of Work Life
Balance (QWLB)

Introduction
As per (Teck-Hong, Waheed 2011) in the Herzberg Motivation -
Hygiene Theory, various factors like compensation, recognition,
working policy, achievement, responsibilities, growth etc. affect
employee’s motivation. Out of many issues under working policy the
factor which is primarily affecting the morale of employees’ working
and state of remaining with the organization is called “Quality of Work
Life Balance”.
It has been observed in certain organizations the financial institution
like banks, increasing the transaction hours to fulfill customer
satisfaction actually had an adverse effect on employees’ both
physically and mentally leading to fall in work progress.
Consequences were remarkably high on employees’ who were directly
involved in finance related services. This situation led the employers to
think on Quality of Work Life.
The service sectors add a lot to the Gross Domestic Product (GDP).
Consequently, several studies have pointed out that work life balance
issues are more dominant in the sectors specifically Call Centre
employees, Information Technology professionals, Bank employees,
University Academicians or Administrative staffs, Doctors and others.

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 Pacific Business Review International

The study on these sectors projected results pointing “job satisfaction as an emotional state of mind which is
towards Call Centre and Information Technology a result of one‘s positive experience in his job.”
professionals had more work life balance issues compared to
Literature Review
others. The reason behind was because of working hours,
job insecurity, insufficient leave arrangement, job stress etc. (Roelofsen 2002), study showed results by improving the
working environment reduced complaints and absenteeism
Meaning of Quality Work Life Balance – It is the quality
with an increase in productivity. As per (Wells 2000),
of the comfort ability of the rapport between employees and
workplace pleasure has been associated with job
their total working conditions with human dimensions
satisfaction. Latest reports show, employees satisfaction on
added to the provision of services. In a quality of work life,
the job, is through workplace conditions and environment. It
the quality of life of a person or group depending on their
is recognized as an important factor for evaluating
standard of living, public health, safety and general
productivity of employees. Significantly true, for those
surrounding, whereas, quality work life describes the factors
employees who spend entire day working on computers.
that affect their life such as salary and other benefits. It also
With organizations using maximum computers for
indicates for a noble supervision, appropriate working
increasing businesses an ergonomic designs for offices and
environments, and decent remuneration package including a
plant installations has become mandatory. The science of
stimulating, inspiring and worthwhile job profile.
Ergonomics is also called biomechanics, and it has become
Significance of Quality of Work Life accepted because of demand of workers for more human
comfort.
• The philosophy of attaining high quality work life is
through employee relations that encourage Some of the strategies adopted by companies specially the
organization for strategic efforts to provide blue – chips, to increase work – place balance and increase
opportunities to their workers, so that they contribute in productivity and performance of employee’s are –
larger sums in their respective jobs by improving their
Organizational Initiatives – As per (Singh 2013) in a
overall effectiveness in job performance.
Strategic Human Resource Management (SHRM) survey it
• Willingness to come to work is a reflection of job was found that top five formal friendly initiatives are –
satisfaction. According to (Locke 1976), he defined

Figure 1: Organizational Initiatives

Source: Individual and Organizational Strategies to Balance Work-life with Indian Way, (Singh 2013)

Supportive Work Culture – (Chawala, Sondhi 2011), Friendly Initiatives to Resolve Work-Life Conflicts –
states, ‘Supportive’ organizations profile provide a link and (Singh 2013), states that, friendly policies can benefit
(Rousseau 1995), stated that, a psychological contract employers in retaining highly skilled employees who might
between the Individual and Organizational Strategies to otherwise search for more cooperative employers or leave
Balance Work - life. This helps and enhances his work/non the workforce entirely. Organizations with friendly policies
work conflict and at the same time increases and individual’s decrease absenteeism, increase productivity, and can
sense of commitment. improve employers’ attraction ability.

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Volume 9 Issue 9, March 2017

Few case studies based on Work Life Balance: they had long actual working hours.
Case – I – Related to Work – Family Conflict Employees from Romania, Malta, Luxembourg and UK had
the highest actual working hours in comparison to Finland,
64.2 % of the population in European Union is in
Ireland, France and Italy which have the lowest hours.
employment out of which 19.2% are involved in part-time
employment. This ratio trails over 20 years in Europe These parts of EU had prevalent issues of work-life balance.
especially evident in countries where flexible working, part As per estimation more than one-quarter of Europeans suffer
–time employment policies are on the rise. from work-family conflict (FAMILY ISSUES AND
WORK-LIFE BALANCE)
Conventional theory of 8 hours of working is no longer in
fashion with the emergence of Information Technology, Case – II – Related to Time Conflict
which ensures employee must be available for 24/7.
The survey was done taking in consideration both gender
In 2009 research on working time developments was workers. The summary of the report was female workers
conducted throughout European countries by The European complained they had too little time to meet daily household
foundation. An average population of EU agreed their chores and male workers admitted they spent too much time
weekly working time was 38.7 hrs. but a contrary report by at work.
full time employees of 20 countries out of 28 countries said

Figure 2: Time Conflict Structure

Source: (FAMILY ISSUES AND WORK-LIFE BALANCE)
The figure above shows a composite picture of male and between work and home.
female genders and their reaction towards time conflict

Figure 3: Gender – wise Time Conflict

Source: (FAMILY ISSUES AND WORK-LIFE BALANCE)

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 Pacific Business Review International

Case – III – Related to Health of innumerable indicators of poor health and unhealthy life-
style:-
Researchers have observed work –life conflict to be a source

Figure 4: Health Indicators

Source: (FAMILY ISSUES AND WORK-LIFE BALANCE)
(Frone, Russell, Barnes 1996), conducted a study on of West Bengal was considered for the purpose of sampling.
understanding the relationship of work-family conflict, Simple random sampling was used for the process. The
family-work conflict based on health grounds. The outcome simple random sample is meant to be an unbiased
irrespective of genders indicated an association with representation of a group.
depression, poor physical health and heavy alcohol usage.
Primary Data Analysis
There is a negative relationship between works –family of
both directions with job-life satisfaction as per (Kossek, The primary data analysis to find out the significant factors
Ozeki 1998). which are affecting Quality Life Work Balance of IT
employees in West Bengal has been done using SPSS 21.0.
Groups working under inopportune environment may end
The primary data analysis mainly focused at 1) Extracting
up with low performance and face occupational health
the dimensions of Quality Life Work Balance of IT
diseases like high absenteeism and turnover. In many
employees. Initially, the Reliability Statistics which is
organization employees suffer working condition problems
Cronbach's Alpha and the Kaiser-Meyer-Olkin (KMO)
related to mental and physical factors. According to (Pech,
Measure of Sampling Adequacy was done to find out the
Slade 2006), employee disengagement increases and it
constancy of the data and to determine the degree of the
becomes more significant to make workplaces negatively
sample size accuracy respectively. Then, Factor Analysis
influence. They focused on indicators of disengagement
(PCA) was done to extract the possible factors of Quality
which are distraction, lack of interest, poor decisions and
Life Work Balance of IT employees. Finally, 1-sample t-test
high absence, rather than the root causes. The physical
is used to define whether a sample comes from a population
environment at work is the key root behind employee’s
with a particular mean. The population mean is not known in
engagement or disengagement.
this case, so it has been hypothesized as µ = 3.
Research Objectives
Empirics
This study encompasses on quality of work life balance and
The demographics of the respondent were presented under
how does it have an impact on work performance. To
the 3 attributes i.e. qualification, gender and age. According
understand the issue we have taken few case studies of
to, Table – 1, the maximum 43.7 percent of the employees
various industries and have surveyed IT company
are Post Graduate degree holders while 39.3 percent are
employees especially as this service sector faces most issues
Graduate degree holder and the remaining 17.0 percent are
in work life balance.
Diploma holders. The analysis depicts that most of the
Sampling employees counting a total of 131 in numbers are Post
Graduate degree holder which means that the Post Graduate
The questionnaire was given to 320 employees from whom
degree is quite common among the employees.
300 were found to be applicable for analysis. Only the state

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Volume 9 Issue 9, March 2017

Table – 1
Education Level
Frequency Percent Valid Percent Cumulative
Percent
Graduate 118 39.3 39.3 39.3
Post Graduate 131 43.7 43.7 83.0
Valid
Diploma 51 17.0 17.0 100.0
Total 300 100.0 100.0

Table – 2, a maximum of 51.3 percent of the employees in prevailing gender of the employees is female employees in
the present study are female employees and the residual 48.7 the present study.
percent of the employees are male. It depicts that the
Table – 2
Gender
Frequency Percent Valid Percent Cumulative
Percent
Male 146 48.7 48.7 48.7
Valid Female 154 51.3 51.3 100.0
Total 300 100.0 100.0

According to Table – 3, the noteworthy age group among the are 25 – 27 and 27 – 29 represents 17.0 and 18.3 percentage
employees is Above 29 as it is consisted of 22.0 percent of of the total sample size respectively. The analysis reveals
total sample size. The other important age groups are Less that the important age groups of the employees are Above
Than 23 and 23 – 25, as a whole they are representing 42.7 29, Less Than 23 and 23 – 25 because as a whole they are
percent of the total sample size. The other age groups which representing 64.7 percentage of the total sample.
Table – 3
Age
Frequency Percent Valid Percent Cumulative
Percent
Less Than 23 63 21.0 21.0 21.0
23 - 25 65 21.7 21.7 42.7
25 - 27 51 17.0 17.0 59.7
Valid
27 - 29 55 18.3 18.3 78.0
Above 29 66 22.0 22.0 100.0
Total 300 100.0 100.0

Reliability Statistics high for the 11 variables. Hence, the internal consistency of
the dataset is effective and can be consider for further
According to Table – 4 the Reliability Statistics which is
analysis.
Cronbach's Alpha was found to be .679 which is moderately

Table – 4
Reliability Statistics
Cronbach's Alpha Cronbach's Alpha Based on N of Items
Standardized Items
.679 .667 11

KMO and Bartlett's Test hence the Factor Analysis is can be done. The approximate
Chi-square is 2505.199 with 55 degrees of freedom (Df),
According to Table – 5 the KMO = 0.682, this specifies that
which is significant at 95% Level of Significance.
the sample is appropriate. The p-value (Sig.) of .000 < 0.05,

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 Pacific Business Review International

Table – 5
KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .682
Approx. Chi-Square 2505.199
Bartlett's Test of Sphericity df 55
Sig. .000

Factor Analysis components account for more variance than accounted by

one of the original variables in standardized data. This is
As there are numerous inter-related variables present for
commonly used cutoff point for which principal
measuring the Quality Life Work Balance of IT employees,
components are to be retained (G. F. (n.d.). Principal
Factor Analysis is used to extract and club the various
Component Analysis).
probable factors responsible for Quality Life Work Balance
of IT employees. Principal Component Analysis (PCA) is Communalities
used as the technique for extracting the factors along with
According to Table – 6 the communalities of all the variables
the Varimax rotation method. The factors which has Eigen-
was higher than 0.68 which depicts that more than 68% of
Value of more than 1 has been taken as significant, because
the variations in all the variables were explained by the
Eigen-Value greater than 1 indicates that principal
factors.
Table – 6
Communalities
Initial Extraction
Flexi timing 1.000 .681
Virtual workplace 1.000 .911
Supportive superior 1.000 .852
Consider personal problem 1.000 .886
Stress management through development program 1.000 .797
Supportive Team member 1.000 .848
Gender partiality 1.000 .839
Additional pressure by superior 1.000 .837
Concerned about personal requirement 1.000 .874
Concerned for family 1.000 .784
Easy to avail leaves 1.000 .919
Extraction Method: Principal Component Analysis.
Total Variance Explained Factor which was consider to summarize 2 variables was
able to explain 15.61% of variance and the remaining 2
From Table – 7 it can be described that the 1st Factor which
variables was able to explain 15.20% of variance forming
was consider to summarize 4 variables was able to explain
the 4th Factor. All together these 4 Factors were able to
29.51% of variance, the 2nd Factor which was consider to
explain 83.89% of the variance in total.
summarize 3 variables was able to explain 23.57%, the 3rd
Table – 7
Total Variance Explained
Compone Initial Eigenvalues Extraction Sums of Rotation Sums of
nt Squared Loadings Squared Loadings
Tota % of Cumulati Tota % of Cumulati Tota % of Cumulati
l Varian ve % l Varian ve % l Varian ve %
ce ce ce
3.25 29.549 29.549 3.25 29.549 29.549 3.24 29.505 29.505
1
0 0 6
2.60 23.634 53.183 2.60 23.634 53.183 2.59 23.572 53.077
2
0 0 3
1.75 15.979 69.162 1.75 15.979 69.162 1.71 15.611 68.688
3
8 8 7
1.62 14.730 83.892 1.62 14.730 83.892 1.67 15.204 83.892
4
0 0 2
5 .449 4.080 87.973
6 .336 3.053 91.026
7 .308 2.802 93.828
8 .287 2.607 96.436
9 .263 2.392 98.828
10 .106 .968 99.796
11 .022 .204 100.000
Extraction Method: Principal Component Analysis.

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Volume 9 Issue 9, March 2017

Rotated Component Matrix avail leaves (.958) all together it accounted for 23.57% of
variance.
According to Table – 8, the 1st Factor was formed with the 4
variables namely Flexi timing (.814), Virtual workplace The 3rd Factor was formed with 2 variables namely
(.951), Consider personal problem (.940) and Concerned for Supportive superior (.921) and Supportive Team member
family (.885) all together it accounted for 29.51% of (.920) all together it accounted for 15.61% of variance.
variance.
The 4th Factor was formed with 2 variables namely Gender
The 2nd Factor was formed with 3 variables namely Stress partiality (.909), Additional pressure by superior (.912) all
management through development program (.892), together it accounted for 15.20%. Altogether the 4 Factors
Concerned about personal requirement (.932) and Easy to collectively were able to explain 83.89% of the variance.

Table – 8
Rotated Component Matrixa
Component
1 2 3 4
Flexi timing .814 .041 -.096 .093
Virtual workplace .951 -.031 .061 -.045
Supportive superior .022 .041 .921 .047
Consider personal problem .940 -.015 .038 -.024
Stress management through development .021 .892 .019 .003
program
Supportive Team member -.038 -.003 .920 -.007
Gender partiality .085 .014 .077 .909
Additional pressure by superior -.041 -.042 -.036 .912
Concerned about personal requirement -.038 .934 .016 -.014
Concerned for family .885 -.008 -.016 .029
Easy to avail leaves .008 .958 .008 -.022
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization. a
a. Rotation converged in 4 iterations.
Nomenclature of the Factors referred as the dimensions of employee job satisfaction. The
following Table – 9 shows the factors nomenclature as well
These 4 factors which were finally extracted have factor
as the variables loading point for each factors.
loading of more than 0.814 and these factors have been
Table – 9
Factors of Quality Life Work Balance of IT employees from Factor Analysis
Name of the
Factors Variables Factor Loading Factors (Latent
Variable)
Flexi timing .814
Virtual workplace .951
1 Personal & Family
Consider personal problem .940
Concerned for family .885
Stress management through
.892
development program Optimistic
2 Concerned about personal Working
.934
requirement Environment
Easy to avail leaves .958
Supportive superior .921
3 Work Relation
Supportive Team member .920
Gender partiality .909
Demoralizing
4 Additional pressure by
.912 Working Culture
superior

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 Pacific Business Review International

One Sample t – Test one sample t-test is used for testing the sample mean.
One sample t-test is a statistical procedure for testing the According to Table – 10, among all the 11 variables, 6
mean value of a distribution. It can be used under the variables are having higher mean and the remaining 5
hypothesis that sampled distribution is normal. It is used to variables are having lower mean than the population normal
know whether the sample comes from a specific population hypothesized mean of µ = 3.
but the full population information is not obtainable. The
Table - 10
One-Sample Statistics
N Mean Std. Std. Error
Deviation Mean
Flexi timing 300 3.30 1.516 .088
Virtual workplace 300 3.22 1.507 .087
Supportive superior 300 2.63 1.221 .071
Consider personal problem 300 3.29 1.455 .084
Stress management through development 300 2.75 1.209 .070
program
Supportive Team member 300 2.68 1.118 .065
Gender partiality 300 3.18 1.466 .085
Additional pressure by superior 300 3.33 1.413 .082
Concerned about personal requirement 300 2.74 1.305 .075
Concerned for family 300 3.21 1.520 .088
Easy to avail leaves 300 2.76 1.255 .072
Specifically, the mean of 6 variables which are having with t-value of 2.528 this variable is statistically significant
higher mean were Flexi timing (3.30 ± 1.52), Virtual at 0.05 level, Concerned for family is having the 5th highest
workplace (3.22 ± 1.51), Consider personal problem (3.29 ± mean difference of 0.207, at 95% CI the lower and upper
1.46), Gender partiality (3.18 ± 1.47), Additional pressure bound are 0.03 and 0.38 respectively, with t-value of 2.354
by superior (3.33 ± 1.41) and Concerned for family (3.21 this variable is statistically significant at 0.05 level and
±1.52), these variables were having higher mean than the Gender partiality is the last and having the 6th highest mean
population normal mean, which was taken as µ = 3. difference of 0.183, at 95% CI the lower and upper bound are
0.02 and 0.35 respectively, with t-value of 2.166 this
On other hand, the mean of remaining 5 variables which are
variable is statistically significant at 0.05 level.
having lower mean were Supportive superior (2.63 ± 1.22),
Stress management through development program (2.75 ± Alternatively, the 5 variables which were having lower
1.21), Supportive Team member (2.68 ± 1.12), Concerned mean than the population mean can be further explained as,
about personal requirement (2.74 ±1.31) and Easy to avail Supportive superior is having the maximum lowest mean
leaves (2.76 ± 1.26). difference of -0.370, at 95% CI the lower and upper bound
are -0.51 and -0.23 respectively, with t-value of -5.248 this
According to Table – 11, the 6 variables which were having
variable is statistically significant at 0.05 level, Supportive
higher mean than the population mean can be further
Team member is having the 2nd lowest mean difference of -
explained as, Additional pressure by superior is having the
0.323, at 95% CI the lower and upper bound are -0.45 and -
maximum highest mean difference of 0.333, at 95% CI the
0.20 respectively, with t-value of -5.010 this variable is
lower and upper bound are 0.17 and 0.49 respectively, with
statistically significant at 0.05 level, Concerned about
t-value of 4.087 this variable is statistically significant at
personal requirement is having the 3rd lowest mean
0.05 level, Flexi timing is having the 2nd highest mean
difference of -0.257, at 95% CI the lower and upper bound
difference of 0.300, at 95% CI the lower and upper bound are
are -0.40 and -0.11 respectively, with t-value of -3.406 this
0.13 and 0.47 respectively, with t-value of 3.428 this
variable is statistically significant at 0.05 level, Stress
variable is statistically significant at 0.05 level, Consider
management through is having the 4th lowest mean
personal problem is having the 3rd highest mean difference
difference of -0.253, at 95% CI the lower and upper bound
of 0.287, at 95% CI the lower and upper bound are 0.12 and
are - 0.39 and -0.12 respectively, with t-value of -3.631this
0.45 respectively, with t-value of 3.412 this variable is
variable is statistically significant at 0.05 level and Easy to
statistically significant at 0.05 level, Virtual workplace is
avail leaves is the last and having the 5th lowest mean
having the 4th highest mean difference of 0.220, at 95% CI
difference of -0.240, at 95% CI the lower and upper bound
the lower and upper bound are 0.05 and 0.39 respectively,
are -0.38 and -0.10 respectively, with t-value of -3.313 this

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Volume 9 Issue 9, March 2017

Table – 11
One-Sample Test
Test Value = 3
t df Sig. (2- Mean 95% Confidence
tailed) Difference Interval of the
Difference
Lower Upper
Flexi timing 3.428 299 .001 .300 .13 .47
Virtual workplace 2.528 299 .012 .220 .05 .39
- 299 .000 -.370 -.51 -.23
Supportive superior
5.248
Consider personal problem 3.412 299 .001 .287 .12 .45
Stress management through - 299 .000 -.253 -.39 -.12
development program 3.631
- 299 .000 -.323 -.45 -.20
Supportive Team member
5.010
Gender partiality 2.166 299 .031 .183 .02 .35
Additional pressure by superior 4.087 299 .000 .333 .17 .49
Concerned about personal - 299 .001 -.257 -.40 -.11
requirement 3.406
Concerned for family 2.354 299 .019 .207 .03 .38
- 299 .001 [email protected] -.38 -.10
Easy to avail leaves
3.313

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