Capstone Project 2020-22

Phase 2 Report
Sem II

Title of the Project:

Work Life Balance and Job Satisfaction of Female

Employees - A Study in Education Sector

Submitted by:

Name of Faculty Name of the

Preeti Narendra Megha Sinha
Guide: Student:
Roll No.: 20230020036
Designation: Assistant Professor
Program: PGDM-HR
Batch: 2020-22
Semester: III

Institute for Technology and Management

Plot No. 25 / 26, Institutional Area,
Sector – 4, Kharghar, Navi Mumbai
 CERTIFICATE FROM THE FACULTY GUIDE

This is to certify that the Project Work titled …………………………………………………………

---------------------------------------------------------------------- is a bonafide work carried out by

Mr./Ms ,…………………………………………….
Roll No………………………………………………………., a student of PGDM program

2020 – 2022 of the Institute for Technology & Management, Kharghar, Navi Mumbai under

my supervision & guidance.

Signature of Guide :

Name of Guide : Dr/Prof.

Designation : Assistant Professor/Associate Professor//Professor, ITM Kharghar

Date: Place: Kharghar, Navi Mumbai

 ACKNOWLEDGEMENT

Execution of a project of this nature is impossible without active support from the faculty guide
and professors of the Institute. I would like to express my sincere gratitude to my guide
Dr/Prof………………… for his/ her guidance during the entire project duration.

I also extend my sincere thanks to all those who directly and indirectly helped me to complete
the project.

Name of the Student …Megha Sinha…… Signature of the Student……………

 INDEX
Content Page No.

Front Cover Page I

Certificate from the Faculty Guide II

Acknowledgement III

Table of Contents IV

Table of Contents

Chapter 1 Introduction

1.1General overview of the research

1.2 Objectives

Chapter 2
Overview of the Sector

2.1 Introduction to Education Sector

2.2 Orientation of Education Sector

2.3 Snapshot of Modern Higher Education in India

2.4 Greater Education in India: Current State of Play

2.5 Orientation of Higher Education Sector

2.6 Modern trends in Higher Education Sector

2.7 SWOT Analysis of Education Sector

2.8 Porter`s Five Forces Model

Chapter 3
Literature Review

3.1 What is work?

3.2 What is life?

3.3 Work Life Balance Awareness & Studies

3.4 Researches in Education Sector

3.5 Role of Women & Work Life Balance

3.6 Movement of Findings on Work Life Balance

3.7 Analysis of effect of Work Life Balance in terms of

 performance

3.8 Relation between Work-Life Balance and Employee Turnover

3.9 Analysis of Work- Life Balance on job & Burnout

3.10 Managerial Support in Work-Life Balance

3.11 Work-Life Balance effect in job commitment

3.12 Policies of Work-Life Balance

3.13 Role Conflict versus Role Gathering

3.14 Research Gaps

Chapter 4
Research Methodology
4.1 Introduction
4.2 Problem Statement
4.3 Research Design
4.4 Objectives of the Study
4.4 Methodology of Research
4.5 Secondary Data
4.6 Primary Data
4.7 Research Instrument
4.8 Sampling
Chapter 5
Data Analysis & Interpretation
5.1 Introduction
5.2 Analysis of Factors
5.3 Analysis of Variables
Chapter 8
Annexure
8.1 References
8.2 Questionnaire
 List of Figures

Figure no Description Page No

1 Structure of Higher Education

2 SWOT Analysis Factors

3 Analysis of how education is dependent on different factors

4 Porter`s Five Force Model for Competition

 1. INTRODUCTION
The world has been changed, women are now no more only occupied in house-hold work in addition their
conventional role like men women are also working or keeping themselves engaged in all most all the area of
economic activities. With the increasing opportunities and internationalization of our Indian Economic
contribution of women in the society through earning has increased. Now adays women are coming out from
their comfort zone which is being by default given by others to show their hidden talents Infront of the peoples
who always considered women as house maker and by working they wanted to became financially stable for
the betterment of their families as well.
Working women lives are liking managing act that considers numerous responsibilities at work along with
managing the daily schedule responsibilities of life and home. The work life balance of female employees has
now become a crucial topic since for today`s world. The notion of work life balance supports the endeavor of
employees to divide their time and energy among work, family and so on.
In education sector work-life balance among teachers or faculties or professors is of great consequence reason
being it creates vast understanding for all of sectors of society. The female who are in teaching profession
have numerous demands and wide range of responsibilities that are feasibly challenging. A job of educators
often involves lot of pressure, so it become very difficult for those to meet their other social and family
responsibilities efficiently.
Evolving an ideal balance between personal life and professional life must be based on addressing a real
situation. There is a real balance only when the individuals feels that she has fulfilled all her roles satisfactorily.
Poor unbalanced work life results in psychological stress which not adversely affects the performance of the
female employees that in return leads to frustration but also has a negative impact on her attitude which get
reflected in her personal working chores and in return finally exhibits her tantrums on the family which created
disturbances in the family. Though a woman has to carry both career development and family care on hand on
hand but it is very important for her to maintain the balance professional demands and domestic compulsion
if she doesn’t do that then her bad work life balance will be led her to enormous stress which in make her bad
professional and poor home maker

1.1 Objective
• To study the organizational support towards maintaining work-life balance among female Employees
• To study the job satisfaction among the working women
• To understand female’s role in personal and professional life
• To study the impact of work life balance in performance
• To investigate the role of family in maintaining work life balance for female employee
 2. INDIAN EDUCATION SECTOR: AN OVERVIEW
2.1 Introduction
Education is a lead to the piece of work of nation-building. It is also they`ll receive that if the right and good
knowledge, skills and talent can make sure overall national progress economic growth. The Indian education
system identifies the part of education in inculcating the values of atheism, impartiality, respect for
democratic interpretation and civil independence and search for justice.

Technological developments have hastened the economic growth in India. Science and Technology take part
in a crucial and major role in economic progress. India is a provided with a high number of youth manpower.
Proper education will have a major role impact in leading the youth and expediting the economic growth by
giving skilled persons, gearing up the country`s industrial progress. Continuous research is going on for the
development of all the perspectives of education. It covers the teaching-learning process, staff and student
assessment/grading, teaching tools, industry-institute interaction, and many more.

A rapidly growing higher education sector plays a chief role in the economic growth and enlargement of a
nation. India, being one of the huge networks of the higher education system in the world, consist about 700
universities and over 35,000 colleges, contributing education and training facilities in almost all perspective
of human inventions and intellectual attempt. The country has a yearly enrolment of over 25 million students
(counting enrolment under open and distance system).

India declared 10 of the top 100 places in Times Higher Education`s BRICS & Appearing Economics
Rankings 2014- the world`s first ranking of universities in Brazil, Russia, India, China, and South Africa, as
they`ll as 17 another developing economy.

Education in India comes under the control of both the Union Government and the State Government, with
few duties lying with the union and the states having self-determination for others. The different articles of
the Indian Constitution supply for education as a fundamental right. Most of the universities in India are
managed by the union or the State Governments.

India`s GDP has aroused at a standard of over 8% for the last 10years, with a remarkable contribution from
the services and manufacturing sector. India has the 2nd highest base of the population worldwide with a
literacy rate of around 74% (2011) lodging 9.2% decadal growth (2001-2011 as per 2011 census). The 12th
Five-year plan (2012-2017) focuses at on growth in literacy rates to 100 percent. Understanding the potential
in greater base looking for education in the country, there is an increased aim on management and
progression of the education system in India.
The aim is to improve the current system in the changing scenario of internationalization with a try to
resolve the matter of getting trained workforce in the meadow of higher education for continual progress and
development of the nation. The swift enlargement of excellence in education is obvious as Indian boasts of
various institutions of academic quality like Indian Institute of Management Ahmedabad (IIM-A) ranking
11th in the Economic Times global MBA categorizing for 2011 and Indian Institute of Technology (IIT)
Bombay, IIT Delhi, IIT Kanpur and IIT Madras at forty-seven, fifty-two, sixty-three and sixty-eight rank
consecutively in the global engineer and technology categorization by Quarelli Symonds (QS)

2.2 Orientation of Education in India

Since last 50 years, the Government of India has evident full policy support and considerable public funds to
generate one of the world’s largest systems of higher education. These institutions, with the irregularity of
some identifiable ones, have although, not been able to maintain the high quality of education or keep stride
with progress in the pasture specially in knowledge and technology. Over Time, financial restraints with
blowing up enrolments, and a very huge demand from primary and secondary education has a outcome to
the worsening in the financial support safeguarded by the government. All over this, an all-total orientation
of myriad controls with a stiff administration has suffocate its progress. In terms of higher education,
although, on the science and technology side, India has all though grown up the largest merchandise of
scientist, engineers and technicians.

The progress of higher education in India has been exceptional. Starting with 1950-51, there`re only 263,000
in all regulations in 750 colleges associated with 30 universities. This has increased by 2005 to 11 million
students in 17,000 Degree Colleges associated with 230 universities and non-associated university-level
institutions. Adding on, there are a total of 10 million students in over 6500 vocational institutions. The
registration is increasing at the rate of 5.1 percent per year. Although, of the Degree students only 5 percent
are enrolled into engineering courses, while an all-total 20 percent in sciences. The need for professional
subjects is increasing rapidly.

In India, both public and private institutions operate consecutively. In 2000-01, of the 13,072 higher
education institutions, 42% are owned privately and run feeding to 37% of students enrolled into higher
education, that is, approximately 3.1 million out of a total 8.4 million. It is also possible that most of the
increase in the rapidly exploring higher education sector took place in a private unaided college or in a self-
sustaining institution. Seeing grant-in-aid to private colleges is becoming strenuous, many
governments/universities have allowed recognition/affiliation to unaided colleges and many universities
have accessed new self-sufficient courses even in government and aided colleges. It is perceived that as of
now more than 50% of the higher education in India is communicated through private institutions, almost
unaided.

The government has developed 221 universities of which (Six are central Universities while 156 are state
Universities). There is also a notion of Deemed University. This Status is given by UGC to colleges of
exceptional excellence. At present, there are 39 Deemed Universities adding on there are seven more open
universities. There are 9703 colleges in India that give mostly bachelor's or sometimes Master`s level of
education. But out of all these, there are only 550 are engineering and technical colleges along with 655
medical and 600 management institutions.

Inasmuch as universities are bothered, only the central or state Government can open a new university and
that too by codification in the Parliament or State. Universities are authorized to award their own degrees
and take affiliate colleges. But UGC is authorized under its act to allow institutes of excellence ‘Deemed
University status which they have done in 39 cases. There are although, no private universities so far. A
private Universities’ Bill has been suggested in the parliament but has not been granted so far. All self-
supporting colleges, therefore, have to also seek to annex with a university.
All of India`s greatest education is thus managed by the UGC and different Councils. The UGC, established
by a statue 1952, has been authorized to promote and coordinate university education in India and also
permission grants to them.

2.3 Snapshot of Modern Higher Education Sector in India

India, currently, is contemplated as a talent puddle of the world, having been eligible and educated human
resources in copiousness. This has been one of the main reasons for the modification of India into one of the
speedy enlarging economies in the world since slackening in the 1990s. As the econometrician, Clark Kerr
perceived, “On a global scale, prosperity has suit more dependent on the approach to knowledge than the
access to genuine resources”.

India`s contestant to develop a knowledge society in the perspective of growing globalization is based on the
presumption that higher and technical education fundamentally authorizes people with the necessary
competitive skills and knowledge. It has been noticed that it is the standard of education that put together
one for all tracking of life and in the absence of an acceptable level of quality, higher education suits a mere
ceremonial lacking any purpose or stuff. As a consequence, from around the turn of the century, growing
attention has also been rewarded to quality and superiority in higher education.

After independence, India has observed an above-average increase in the number of greater educational
institutions vis-à-vis its population. While there they`re just about 20 universities and 500 Colleges since the
independence time, currently these numbers have increased enormously. Below is some related evidence of
today`s higher education sector in India:
• India has almost total of 610 universities, 43 central universities, 299 state universities, 140 private
universities, deemed universities and institutions developed through state law-making, 30 Institutions
of National Importance
• There are 45 technical institutes, 13 management institutes, 4 information technology institutes, 6
science and research institutes and 3 developing and architecture institutes
• Recently, the Government disbursed around 3.8% of its GDP over education
• Government spends less than 1% of the $38 bn on education which is towards Capex (2008-09)
• The total literacy charge in India is 74.04% compared the world average of 83.4% (2008) according
to the 2011 census
• Male literacy rate is 82.14% and female literacy rate is 65.46% in India

2.4 Greater Education in India: Current State of Play

India holds a great progressed higher education system, which provide the provision of education and
training in all perspective of human inventiveness and academic venture like: arts and humanities; natural,
mathematical and social sciences; engineering; medicine; agriculture; dentistry; law; education;
communications; cultures; national and foreign languages etc. The institutional substructure consists of
universities set up by an Act of parliament (Central Universities) or of a State Legislature (State
Universities),

Deemed Universities (institutions which have been granted the standard of a university with power to
rewarded their own degrees through central government notification), Institutes of National Importance
(esteemed institutions awarded the said status by Parliament), Institution established State Legislative Act
and Colleges affiliated to the University (both government-aide and unaccompanied).
There are three proposition levels of qualifications within the greater education system in the country:
• Graduation Level
• Post-graduation level
• Doctoral degree

Besides these three, is another qualification called a Diploma. It is obtainable at the undergraduate and
postgraduate level. At the undergraduate standard, the duration of the course differs between one to three
years; postgraduate diplomas are naturally awarded after one year course, though some diplomas are
rewarded after two years of study
2.5 Orientation of Indian Higher Education Sector
In our approach, the higher education can be divided into 4 broad categories as listed below: -

Technical &
Formal Education
Professional
Composition Skill Developmet Vocational
Education
Insitutes of national Composition Training
Composition
importance, ITIs, ITCs, Private Composition
Engineering,
Universities, Skills Development Finishing Schools,
Colleges,Manageme
Colleges,Polytechni Centres English Training, air
nt Schools,Law,
cs Hostess academics
Medical Key Regulators
Key Regulators: DGET incase of Key Regulators
Key Regulators
UGC, ITIs/ITCs,
State,Government, Bar Council of No Regulator
Unregulated for
IGNOU India, Medical Accreditation
others
Council of India, Bodies
Accreditation Accreditation
ICAI
Bodies Bodies :- None None
Accreditation
NAAC
Bodies
NBA

Figure 1: Structure of Higher Educations

2.6 Modern Trends in Higher Education Sector

On the top of few decades, the worldwide wealth has shifted from being manufacturing centrical to a
knowledge-operate one and as countries move up the ladder of progress, the beneficiation of hi-tech
manufacturing and high value-added favors to the GDP increases. Success in purchasing knowledge and
innovation is only feasible with a sound substructure of higher education. A successful education rules and
regulations education policy forms the substructure of all fields of national progress including political,
social, technical, economic, scientific, and environmental. Thus, the higher the standard of university
education in a country, the more affluent and competitive are the people.

Higher Education in India was centralized under the DHE with different councils (e.g. AICTE, MCI etc.)
responsible for the regulation of different streams
The UGC has assigned a general finance of Rs. 5,244 crores for the year 2011-2012 to be dispensed under
eight broad categories.
• Private institutions in India are attracting more on professional courses likewise engineering, medical
and MBA
 • GER has enlarged to 15% in 2009-2010 from 11.5% in 2005-2006.GER for 2010-2011 has been
evaluated at 16%
• Faculty-wise the statistic of enlistment of greater education for the tear 2006-2007 & 2010-2011 has
been grown in definite streams. These include science, arts, management/commerce, medicine and
agriculture. It has rapidly grown 17.88%, 31.68%, 38.89%, 77.82% and 38.33% respectively.
• Evaluated population in 18-23 age group: 150 mn with GER of around 15%

2.7 Swot Analysis of Education Sector

SWOT ANALAYIS

Internal Factors External Factors

Strength Weakness Opportunities Threats

Help to achieve Its harmful to Help to achieve It is harmful to

Objectives achieve objectives Objectives achieve
Objectives

Figure 2: SWOT Analysis Factors

 • Responsible for the creation of large human resoursce
• New Education reforms has made education sector more lucrative
STRENGH • According to world bank 3.6 million teachers are working on full time basis
TS

• Heavy dependence government funding

• Political interference in the universities administration
WEAKNES • Little Scope of Curriculum activities
S

• Inflow of foriegn students resulting in huge revenues

• FDI in education helping the Indian students to get education a chaeper cost
OPPOTUN • More than 30 equity funds similarly to invest in Indian education system
ITIES

• Private institutions may not indulge in social responsibility

• High increase in foreign and Indian Colleges might focus on profit making rather
THREATS than quality education

Figure 3: Analysis of how education is dependent on

different factors
2.8 Porter`s Five Force Model for Competition

Competitive Rivalry

• Lower Competition among existing players because

of the supply gap
• However, with limited number of institutes offering
quality education institutes compete to attract best
students to their respective campuses

Threat of New Entrants Substitute Products

• Minimal infrastructure requirements allow • With many institutions offering specialized and
startups to venture into the pre school and skill-based courses, it’s easy for students to
vocational study sector. switch to courses that better meet their need.

Bargaining Power of Customers

Bargaining Power of Suppliers

• Bargaining power of quality education

institutes remain high • High demands-supply gap has weakened the
• Significant shortage of faculties has increased bargaining power of the students
the bargaining power

Figure 4
Competition in the industry
This is a greatly fragmented industry where developed players have high experiential advantage. In this
industry experience in running an institution and proven track read is of greatest important. It is what differs
wheat from chaff. Developed institutions are there which have a huge demand as the market is increasing
and will continue to increase. There is always a flight for supremacy as each institution wants to attract the
best talent but this is not such a powerful force which can put off new entrant as there is a consumer surplus
and supply restriction.
Potential of new entrants
As this industry is profit making for established players and numbers of buyers is ever growing, there are
some barriers to entry and government policy is also inspiring so there is a chance for new players to enter.
But a new player entering into the market should have deep pockets as existing customers will go only to the
progressing brand and also existing brands have the best assets to attract faculties. The existing players are
strengthening their positions by opening new branches. To get the best faculties new entrants will have to
hire experience personal as they are the ones who can make this progress profitable.

Power of Supplier
Supplier are a full and have little or no bargaining power, be it any kind educational institutions. But there is
one main factor which creates or break an institutional it`s the quality of teachers. What differs a good
institutional from an excellent institutional is the quality of faculties and their experience. Ability to attract
and hold on to the best available talent is what makes or breaks the institution’s reputation. A good
institution with great infrastructure will not be able to agitate out an excellent product if faculties is not
adorated enough.

Power of Customer
There are only few numbers of educational institution which are offering quality education whereas the
number of buyers who want to purchase this quality education is ever growing. There is a great upside
potential to increase the cost in this case fees. Nevertheless, there have been numerous perturbations but still
there is only single direction where fee is headed. This is the most attracting part of this industry. Expanding
middle class who have great disposable income and also willingness to pay. This is one of the main
important factors which creates industry attractive for a new comer.

Threat of Substitute Products

Lot of institutional are coming up. As the same time there are coaching centers which are proliferating but
these are all mandatory in nature. As the education industry frows number of substitutes will also continue to
increase along with the industry.
 3. LITERATURE REVIEW

3.1 What is work?

In 2003 Lewis in his term defined add work in terms of obligated time, whether it`s paid or unpaid doesn't
matter
Also, in 2004 Porter advised that the term work has varied across time and culture- an imprecation, a calling,
a social commitment, a natural pursuit, a method to a far better life, or just what they are doing because they
need to.
So, the definition of work is often as narrow as paid employment or as broad as an activity that involves
effort.

3.2 What is life?

In 2003 all over again Lewis briefed that the historic period is meant to bring an increased time for leisure
and also provide opportunities for people to pursue activities that gave them variety in their lives.
So, life and work should go hand in hand in terms of balancing from a female’s perspective so they'll have
growth in their professional life maintaining physiological state moreover as an honest psychological state.

3.3 Work Life Balance Awareness and Studies

Several studies are older that discourse the problem of work-life balance in numerous perspectives. The
reviewed papers associated with this subject is being briefed below

In 2003 Vittal stated in his studies that the attrition rates of women gradually started increasing with their
marriage as well as childbirth as housework and childcare by default fall in women`s responsibility bucket,
irrespective of her income, employment, and educational level. His study also reflected that there`s a high
impediment on women which as a result restrict her choices from the higher job opportunities perspective.

In 2004 spinks suggested that work-life balance has been an experiencing from decades.
In 2013 Wattis et al stated in their study that female employees who don’t have children were crucially
higher in occupational commitment compared to the female employees who have children; antithetical to the
current female employee who are having younger children do better than the female employees having older
children.

In 2000 Clark as well as Ungerson and Yeandle in 2005 briefed in their study that life adjusts of work is
elucidate as a lady’s worker's reasoning that few tenets of family mind, proficient, individual life, and work
which are preserved with a n low level of variance.
In 2008 Grady et al. briefed that work-life adjustment is critical for individuals' success, affiliations'
execution additionally, a working society.

In 2010 Doble and Supriya investigated that work-life balance across all the genders and what they observed
is that both males and females faced disparity within the family likewise as work life. After completing their
study, the came into conclusion that there are some factors that are directly related to work life balance and
those factors are flex-time, part time work, availability of child care

In 2007 Grzywacz and Carlson briefed that there are indubitable feelings on the way to function life adjust
should be related, should be sustained, and may be interrogated. In 2003 White et al briefed that employees
whether female or male are spending most of their time.

In 2010 Dasgupta founded out that how psychosocial and emotional intelligence of women employees
within the Informational Technology Industry are linked with each other where their study rendered
consequential endowment of the psychosocial variable likes Quality of work Life, Work-Family Role
Conflict and discern happiness in achieving a higher quality of work life.

In 2016 Anila and Krishnaveni briefed those employers recognize the importance of the work-life balance of
their employees and that they also recommended that 36% of the female employee s can manage their
personal lives without hampering their work lives.

In 2015 Meenakshi and Ravichandran foregrounded the problems that female teachers faced while
accomplishing Work-Life Balance and according to their studies they recommended some ways that would
benefit both individuals and organizations. Their also revealed in their study that female teacher are well
aware of the importance of work-life balance which they tried to reach it by organizing their pursuit by
proper time management.

In India, especially for female employees, their concern over work-life balance is day by day becoming a
standard topic of controversy. Work-life balance is a state of balance where there`s a requirement that career
and private life are equal.

In 2002 Crooker et al administrated a survey to find out the relationship between life complexity and
dynamism that which has direct impact on work-life balance, in 2003 Resch once stated that work-life
balance creates a one thin line between private life and work. And In 2015 Sharma and Dayal stated that
each character is has a different set of demands.
In 2012 Varatharaj and Vasantha administrated a survey where they tried to seek out that how work-life
balance and job satisfaction are related in women`s life. They used a questionnaire to gather data from 250
service sectors during which women were working in Chennai and that they explored the data using
Correlation, Chi-Square test, the Wallis Test, and Kruskal’s algorithm. The result that they got showed an
awfully positive relationship between job satisfaction and work-life balance.

In 2007 McDowell elaborated in his study that how organizations and institutions operate at a variety of
suspicious scales also as new sets of responsibilities towards co-workers, members of households, and the
public.

In 2012 Kuyal and Arora tried out to measured that how work pressure influence family life and also the
expectations of the family on the work commitments of 120 teachers of various educational institutes. The
study revealed that factors just like the negative attitude of family, family commitments, health issues, long
working hours, meetings, workload created an imbalance in their personal and professional lives.
So basically, employees’ attitude and status towards their organizations are plagued by the work-life balance
and for female employees, this balance became vital when it involves their personal life. Many studies have
shown that individuals who perceive that they need an honest balance between their work and their personal
lives tend to be more satisfied.

In 2007 Robert stated that from starting of World War 2 women started entering the workforce and started to
manage both the role of employees and homemaker whilst the men they were fighting. Even though this is
acknowledged as a crucial matter.

In 2007 Roberts all over again stated that some research showed that the UK and Europe over the last 30
years have not significantly increased the actual hour's work, but, due to work intensification, employees that
have a sense of

In 2006 Totheyrs et al. stated that before the world there was a clear definition of the activities of men and
women played in the society that women are strictly held responsible to do household duties and men are
responsible for earning the family income. This role of men a woman allowed people to allot their priorities
as throw one`s hat in the ring type of requirements from the boss and the family.

In 2005 Connell stated that as time moved ahead and roles started to became less distinct, individuals started
to become less well defined, people started to take on different levels of responsibility in both work and
family domains, thus creating stress between healthy requirements.
In 2007 Hughes stated that some research suggested that employees in the UK have the lowest productivity
with long working hours.

In 2007 Grzywacz and Carlson in their studies proposed that Work-Life balance is a wants-related
achievement that brings together and it is distributed between an individual and his/her part related assistants
in the family species as well work.

In 1990 Lambert and in 2000 Edwards and Rothbard both propose the same authorities that are called pay
theory which showed that workers attempt to find healthy satisfaction in one territory to compensate those
who are nonattendance in other space.

In 2000 Grzywacz along with Marks and in 2003 Frone all three explored the same hypothetical models
which illustrate that work-family and family work can measure work-life balance and how work-family and
family-work changes with any disbalance in work-life

In 1985 Greenhaus and Beutell it will describe work-family and family-work conflicts as a decomposition
type where parts weights from work and family spaces in a couple of respects they are opposite to each
other.

Also, once again Greenhaus and Beutell came with a proposal that there are three kinds of work-family
endeavour and family-work battle those are
Period-Based Conflict -> It arises when occupation related to business or activities which are linked with the
family battle with other roles.
Strain-Based Conflict -> It happens when there is a controversy between the weights and demands of one
section with the solicitation of another part
Direct Based Conflict -> It happens when the lead in one section gets overlapped with the lead of a typical
one.

In 1995 Thomas and Ganster explained in their studies that Work-life balance activities are to explore for
raise representative supervision and work put.

In 1990 the theory of work-life concept explored along with that it came into recognition of the possibility
that work-family policies can be exclusive. This term work-life is more inclusive and gender-neutral.

In 2003 Lewis explained that whether it`s man or women who are with or without family are also engaged in
activities beneath the limits of the work area, and in 2007 Hughes and Bozionelos in 2007 make men stand
out of the box explaining that men also experience problems related to work-life balance, which is not
necessarily for the requirement to spend time on matters which are family-related but the reason being they
have their own personal activities to spends time with.

People who all experimented with work-life from there it can be said that policies of work-life balance are
always be prone to assumptions and perceptions that says work has not a positive implication whereas life is
something which is totally related with a positive feeling and caring. Therefore, the related policies are
targeted to the fact that employees should be provided with an opportunity where they will spend more time
in life rather in work.

In 2010 Delsen and Smith stated in their survey of studies that for the betterment of individual`s work-life
balance, trade unions, employer’s organization, government, and the European Commission market a life
course perspective in initiating labour market policies. In 2006 a scheme was introduced in the Netherlands
named the Life Corse Savings Scheme which targets to increase participation of labour and to refine the
work-life balance over the life course.

In 2009 Baral examined the extent and protection of work-life balance practices of some leading
organizations which are situated in India. On the basis of literature review pragmatic study and investigation
of new paper article`s reports, findings recommended that India Organization have to do a lot to treat work-
life balance practices as a strategic aspect of organizational performance. The organization put forward a lot
of interest in the name of work-life balance. But anyhow they do not appear fundamental part of the
organization policies. In an understanding centric organization like an educational institution where female
employee’s participation is comparatively very strong, statutory policies which include maternity leave and
some practices like work from home, flexi-time, and part-time work are still on yet to pick up the speed that
it should have. The organization conducted Stress Management workshops and training programs which are
a part of welfare provisions, but these programs are not followed as regular practices by the companies It is
found that employees did not recognize after having these training programs as well.
In 2008 According to Greenhouse et al work-life balance is explained by three interconnected components
which are: -
Time Balance -> It is an equilibrium state
Involvement Balance -> It is an equal level of psychological involvement in both family and work roles.
Satisfaction balance -> It is an equal level of mental happiness in both family and work roles

The symptom of work-life balance supports the attempt of employees to divide their time and energy
between family, work and the other notable aspects of their lives. Work-life balance is linked to the
formation and preservation of supportive and good work surroundings, where employees are allowed to
maintain an almost balance between personal and work accountabilities, thereby strengthening the loyalty,
commitment, satisfaction and productivity of employees.

In 2004 Hyman and Summers Categorized seven major problems which are linked with the current ongoing
process over work-life balance these are inconsistence of adoption across different sectors and organizations,
lack of endorsement of rules and regulations at the organizational level, Cramped employee voice over the
induction and execution of rules and regulations, rules and regulations are primarily to meet business
requirements rather than those of employees, there is no proof, of minimization of working hours, tangible
and intangible work encroachment onto domestic life, domestic responsibilities are motionless conducted
primarily by women irrespective of their employment status.

In 2002 Researcher Vloeberghs explored in his study that there`s a requirement for a real-life instrument to
compute these present situations of work-life balance. But in 2007 Eikhof et. Al. revealed in his study that
the present work-life balance`s rules and regulation lean in terms of addressing the requirements and
aspirations of employees but there is a requirement for its realization as portrayed in Beryl article Human
Resource Management International Digest, vol 12 Iss:7 (2004) which highlight that the employers are
realizing for its responsiveness and take innovative in trying to meet expectations of employees for flexible
benefits that will be helpful in their work-life balancing.

In 1978 Miller highlighted in his survey that earlier at the starting of age 16 the in-work life started to begin
and at the age of 70 it gets terminated. But in the current Scenario, the work-life begins at the age of 20 and
terminates at the age of 62. However, moderate effects of the increase in the standard length of life over the
last 80 years may be related to certain changes in work-life history as many people reach the older ages
along with their heath to permit them to have the leisure benefit and the image of the retirement years.

Despite that changing view of marriage likewise, the relationship also gives negative consequence in the
work-life balance as nowadays women are no longer preferring lifelong partners and therefore, they stress
the importance of receiving skills and qualifications as explained by a researcher Lewis et. Al. in 1999
whereas in opposition to that in 1999 only researcher named Milkie and Peltola explored in their study that
happier marriages are linked with the result of a high sense of success in balancing both family and work.

In 1993 Bem 2005 Haar and O’Driscoll explored in their search that women recognize their role in the
family area as a social identity because societal approaches differ from one individual to another individual.

In 1997 Betz and Hackett and Atkinson 1981 they explored that women's socialization of emotional
differences at a new-born age makes them perceive low self-confidence and less in perceived self-efficacy.
These problems are demonstrated within women and it led behind to identify the communal and ideological
issue.

In 2013 Nirmala stated that women who up to artifice the balance between work and personal life can give to
organizational success and focused towards their goals.
In 1999 Vinokur stated in his study that the family domain is reviewed as a central domain for men, so as
these two domains are facing rapid success in the economy, the role played between these two domains is
assumed to be the prospective sources of differences. On the other hand, Women who experience stress,
mental health, and physical well-being get affected when the role of female changes in her workforce, and an
overall study concluded that these changes are will not have a positive spill-over effect on her work as well
as family.

Women are compelled to take responsibility for both professional and personal lives, which is an arduous
task for the women professional. In past recent years, the bunch of responsibilities of women professionals
has changed gradually and they place increased prominence on their work roles rather than the familial
activities as well which unfocused the orthodox culture practiced by every woman.
In present-day women are more professionally qualified as the men and the financial independence they
grow equally remarkable. In 2010 a study gave learning that the working hours, as well as the stress and
shear of women in work, is in no way less than a man. In 2011 Batra along with Kumar stated that
economies all over the world have started to treat women as a valuable segment of human resource that
donates to growth in their professional life

In 2007 Shapiro et al. stated from his findings that as the number of working women and mother increases
the demographic discovery of the stay-at-home mothers get volatilize and in the next year 2008 a researcher
Bedi from his findings approved the statement given by Shapiro in 2007 stating in his way that now women
are equal bread winters and they work out of home as like men do, hence the working hours, stress, and
strain of work of women is no way less than man folk. Work-life balance is an effect of social, psychological
factors, the type of job they are doing, job satisfaction, working surroundings, home schedule, and phase of
life.

Work-life balance did not gain significant reflection until the initiation of the 21st century and was noticed
as less demanding for the organization to take into account about Work-Life Balance as disparity to present
perception. It is mainly due to two presumptions i.e., many employment performances are restricted to males
rather than females, and the conventional culture of women, basically known as caretakers who look after,
foster, and take responsibility for interior chores. Work-life balance is appraised to be less focused on by the
organizations. The creation of issues regarding work-life balance is originated in demographic tendency,
precisely low birth rates which reduce the workforce in the labour market. Research has shown precisely that
over the last three decades, Work-life balance has gained appreciable attention awareness, and concern
among employers, trade unions, and scholars due to the entry of female and twofold income earners into the
workforce. This increasing level of employment opportunities for women is not only a consequence but it
has also has brought up a drastic transformation in women`s behavior and worth.
In 2011 Chawla and Sondhi stated from their studies that Work-life balance is considered as the main area of
concern to many employees and scholars as they aim at the factors influencing work-life balance and may
affect employee’s achievement and job satisfaction. Work and family roles are crucial fragments in every
individual`s life whether it`s men or women and accordingly demand for a longer time and immeasurable
energy. Stabilizing these contradictory roles has a greater impact on the physical and mental well-being of
employees which bring in results in higher levels of stress and anxiety. Hence, collaborating right level of
estimate will give a positive effect on work, family, and life satisfaction.

In 2002 Guest depicted the major concern of work-life balance increases due to stress and dilation of work,
the standard of home and community life and attitude and people worth. Some researchers surveyed
different and boundless ways of how work and life roles have influenced each other.

According to some researchers in the work-life literature quoted that, countless studies appeared with factors
influencing work-life balance which is not a positive sign for the employees to have a right equilibrium.
Nonetheless, research on the positive side of outcomes of work-life balance is meagre, still, it obtains
reasonable awareness among employees to have appropriate balance. In 2011 Chawla and Sondhi once again
stated from their studies that it is relevant to add to this fact employee’s physical health and well-being
depend on the balance they usually maintain between work and personal life. Hence Work life is found to be
a prophet to find predecessor of this construct.

Women are required to take over the responsibilities of both professional and personal lives, which is a
grueling task for the women professional. In the last recent tears, the authority of women professional have
transferred distinctly and they place orthodox culture practiced by every woman. Some researchers are hold
up by the literature cited by many of the American families are dual incomes households and places a greater
impact on their professional lives rather than their personal lives. It is approved from any literature that;
American women are looked ahead to employ in the manpower for the maximum period of 30 years which
manufacture a negative sign in managing work and family roles that is work-life balance instead of
observing them in a positive aspect.

In 2010 Nath and Patra stated from their survey that the term work-life balance has totally replaced the
work-family balance term nowadays.
Work-life balance is a genuine prioritizing between career and ambition, on one hand, contrast with family,
spare-time, and spiritual development on the other. This connotation shift arises from an identification that
childcare is not at all the only non-work responsibility concern and the issue can be put into any non-paid
activities or loyalty and to a diverse range of employees like men, women, parents, and non-parents, singles,
and couples. Another life role that needs to be balanced with employment includes study, sport, travel,
voluntary work, personal growth, leisure, or eldercare. From the initial starting, it is crucial to understand
that work-life balance not only means to devote an equal amount of time to paid work and roles which are
non-paid, but it`s also an acceptable level of implication of fit between the multiple roles in a person`s life.
Although description and clarity may differ, Work-life balance generally collaborates with a balance
between the amount of time invested in work and personal activities, so that to maintain an overall
consonance.

Some researcher has aimed at work and family that has been documented since 1930`. The work society has
experienced quite a few transformations resulting in increasing the matter and facts related to the work-life
interface. These transformations in the work society are due to rising pressures at work, forge ahead in the
information technology like extensive use of the internet and constant demand of being connected,
knowledge overburden, pressure of transferring quality service. Such a transformation work environment
requires affects the non-work life negatively which is working in long-duration, working effectively, and
working in strict deadlines to meet the requirement causing a disbalance between work-life and personal life
both. In 2006 Geurts and Sonnentag stated that these transformations of work environment have also
influenced that vacations and spare time that have lost importance role in unrolling individual from work.
And in 2010 Rao and Indla further stated to these faces that these holidays have lost value when weighed
against the work. In 2002 Guest suggested from his studies that long working duration, time burden at work
consequence in high tension levels for individuals and rise the weekend and afternoon work results to less
time with the family members.

The transformation in working culture in Europe showed that there is a rapid increase in the strength of work
that is determined across working with a high speed and within a hard-core dead-end. In the power of work,
the UK stands at number one, at second Ireland comes and then comes France along with some other
European nation. From the Indian Perspective, very few lives have been overcome by work and there is a
requirement to allocate with the work-life imbalance.

In the Indian circumstances, transformations in the family structure are relevant. The standard joint and
widen families are substituted by nuclear families nowadays. A nuclear family is a small family where the
only spouse along with children are considered and in joint family 4-5 generation of people’s lives together.
In 2004 Rajadhyaksha stated from their survey that all the transformation described above in work and life
circles and substantial attempt on how work and family are interlinked with each other.

In 2011 Bhalla and Kaur Stated from their research that from the Indian Perspective, the curiosity in work-
life balance accomplishes propel with the women`s rapid growth participation in paid work. The findings on
work-life balance have been given precedence in India nowadays, the reason being the Indian culture had
issuing of work and family role in according to the gender. Some researchers stated there is a compatible
growth in the women`s participation in the workforce in India which results in rapid growth in the number of
dual-earner couples giving rise to nuclear families. Therefore, growth in the needs of Indian employees to
balance work and family lives.

In 2002 Jain Evident that the role of Indian Women role in Indian Society goes through a change in the
1970s. At the time, Indian Women starting become more conscious about their personal needs, requirements
of equality, their standard at work and family. In 2001 Census of India stated that Indian women entered the
workforce in great numbers during the 1980s recording 40% growth and the numbers were persistently
growing until the 2000s. In 2012 Chandra a researcher from her survey stated that in subject to work-related
changes, with relevance to the impact of internationalization on work-life activities, constant innovation
associated with technology that allows employees to work 24 * 7 crossing the work and life boundaries
vividly has changed the work characteristics. In 2010 Rao and Indla stated from their studies that the vivid
change in the work characteristics doesn’t have a positive effect on time assigned for the family. In 2011
Baral and Bhargava stated from their studies that the Factories Act 1948 has authorized the working hours
for an adult employee not more than 48 hours in a week. In 2012 Chandra stated that most of the employees
work on Sundays as well showing a change in work schedule. India manifested the highest number of
worked hours, 2400 hours in a year. From this, it gets relevant that Indian employees tend to be hardworking
but this may be accomplished at the cost of their work-life balance. In 2010 Rao and Indla have observed the
concept of ‘ideal worker’ from the Indian Perspective that needs to be changed. According to the ideal
worker’s theory, it is the best scrutiny of an employee to work long hours, give it a go more than what is
presumed out of him/her, and bring about that employer`s expectations at all costs. A person who does not
go on long-term holidays and is available beyond office hours may be recognized as an ideal worker(Rao
and Indla, 2010).In 2011 Baral and Bhargava stated from their research that four types of leaves are
accessible for employees under the Factories Act, 1948: they obtained leave(mainly easily grabbed by
employees), casual leave (for family-related purpose), medical leave (with a medical health worker`s
certificate) and compensatory leave ( taken as compensation for extra work hours). If more than 30 female
employees are there in a work unit, under the Factories Act, 1948(Section 40) the work unit must have day-
care to look after their children. (Baral and Bhargava, 2011). In Indian Organizations, Paternity leave is not
so usual, but In India, Female employees are bound to get 12 weeks of maternity leave either before or after
childbirth under the Maternity Benefit Act, 1961(Chandra, 2012). If any employees are safeguarded by the
employer, a monetary benefit is conceded to the employees (and their equivalent) to cover the medical
expenses under the Employee State Insurance Act, 1948(Baral and Bhargava, 2011).

Research proclaims that Work-Life Balance programs provided in Indian Organizations are comparatively
lesser than those who offered in the Western nations (Buddhapriya, 2009; Research proclaims that work-life
balance program in the Indian Organization is comparatively less to those programs which are offered in a
western organization (Buddhapriya, 2009; Poster,2009). The family-friendly policies like flexibility with
working duration, work from home, and family counselling all are delineated to ease the work-life balance
process but regrettably, all these initiatives are mainly functional in the service organization in India. There
is a common impact of the Indian Employees that or global practice of such policies, benefits, and work-
family programs organizations are endorsed to create a more- family-friendly culture (Baral and Bhargava).
It is crucial to also take into acknowledgment the demographic changes in the Indian Family System. The
orthodox Indian family viewed a family in hierarchies. The Hierarchy applies to the age, gender, and ordinal
position of each member of the family (Chitnis, 1988). The noticeable work-life balance may be different for
Indian Men and Women as a man`s profession has a priority against the women`s profession (Chandra
2012). In the orthodox Indian Family man is the principle of the house and he had the concluding power of
decision making. In the present situation, the husbands, who have their upbringing from a traditional Indian
family, will have a different perspective in viewing their wife differently than the one who is brought up in a
nuclear family. Husbands from the nuclear families are very much sorted with the decision-making
parameter taken by their wives which are related any matter than the husbands who are from orthodox
family find a hell difficult to give the decision parameter authority to their wives (Ross,1997). The orthodox
family influences the family structure in India, but in urban India, nuclear families are very common
(Roy,2000). The families which are new that are turning up nowadays has a has received three notions. First,
they represent family relations in a more democratic form; second, they inscribed equal distribution of
household labour and finally in the same level in decision making and gender-free approaches. Despite new
families approach the traditional male breadwinner concept a fact in the Indian Context (Bharat, 2003)
Indian women are watched investing time in a dual role in propelling domestic responsibilities and
workplace responsibilities (Bharat 1992; Ramu, 1989; Taj, 2011). The Indian familial connections are
implanted in both traditional and modern gender role presumptions (Aryee et al., 2005). In the Indian
Context Institutional Support is not so strong, as family members precisely, parents, in-laws, other relatives
are seen as provenance of support in child care and breeding (Rajadhyaksha, 2004)

A major facet of work-family balance is the administration of domestic duties and for the Indian women is
not so easy to not get involved in the household labour as she sufficiently traditionally converses for two
reasons; firstly, to became a wife and secondly to become a mother (Ross, 1977). On this matter of fact,
Nath (2000) explained the role of the Indian wife as ‘being loyal’, faithful, amenable, supporting, and
responsible towards her family. There is no change in the picture of an orthodox Indian Woman, on the other
hand, women's education, financial dependency, and occupation of parents have played a major role in
women achieving positions in the workforce. Professional Women are more likely to have a positive
outcome on a woman's self ‘; that is recognition from remarkable others in the family and her social circle,
self-confidence, and high self-admiration (Liddle and Joshi, 1987). Gender differences concerning the
inspection of work-life balance for Indian male and Female employees disclosed that 95% of women against
83% of men trusted that part-time work would grow their balance. 92% of women against 74% of men
proclaimed the matter that their organization should give a child-care provision to improve work-life balance
(Doble and Supriya 2006). would grow their balance. 92% of women against 74% of men proclaimed the
matter that their organization should give a child-care provision to improve work life balance (Doble and
Supriya 2006).

3.4 Researches in Education Sector

Gururaja, Umesh Maiya, Elsa Sanatombi Devi, Anice Georgre (2013) organized illustrative survey among
67 nursing faculty towards their approach and behaviour towards quality of work-life. It showed that large
number of female employees, 58(86.57%) experienced well balanced work-life, 9(13.43%) revealed
moderately balanced work-life and under poor work-life balance no one is rated. Information reelevating job
satisfaction revealed majority 35(52.24%) had modest job satisfaction and 32(47.76%) had high job
satisfaction. The correlation among work-life balance and job satisfaction revealed positive correlation
which can be concluded stating that high quality of work life balance and job satisfaction are related to each
other directly. Satisfaction in one`s individual domain of work can result to a satisfying career.
The motive of Jaime X. Castillo and Jamie Cano`s (2004) study was to explain the quantity of dissimilarity
in faculty member`s overall level of job satisfaction described by Herzberg, Mausner, and Snyderman`s
(1959) job motivator and hygiene factors. Besides that, the study tried to find out the suitability one-item
contrary to multi-item evaluate of overall job satisfaction. This study summarized that the faculty was
usually satisfied with their jobs. Nonetheless, female faculty members were not satisfied like the male
faculties’ members. The factor “work itself” was the most prompting perspective for faculty. The least
inspiring perspective was “working conditions”. The factors “recognition”, “supervision” and
“relationships” explained the flexibility among faculty member overall level of job satisfaction. The one-
thing evaluate of overall job satisfaction is almost as same as a multi-item measure of overall job satisfaction
The surveyed done by Khalid Latif, Muhammad Naeem Shahid, Dr. Naeem Sohail, Muhammad Shahbaz
(2011) explored authoritative factors donating to job satisfaction and dissatisfaction of college teachers of
district Faisalabad, Pakistan. And they came to know the level of job satisfaction of teachers in public and
private sectors colleges. The end results came up showing that there were remarkable differences in job
satisfaction between public and private college/school teacher. Private College/School faculties are less
satisfied compared to Public College/Schools in terms of educational qualification, nature of work, pay, job
security, promotional opportunities and family and work-life balance. This study indicated that to increase
the satisfaction level of faculties of private colleges a right attention should be paid on salary, benefits and
promotions opportunities and by that private sector colleges will be able to hold on to teachers.

The purpose of research of V. Varatharaj, S. Vasantha was to study the work life balance of working women
in education sector. Work life balance demands attaining equilibrium between professional work and other
activities, so that it reduces abrasion equilibrium between official and household life. Work-life balance
intensifies organization and thus, the productivity of an employees grows. It magnifies satisfaction, in both
professional and personal lives. This study tries to find out the factors which helps to maintain work-life
balance among employees in education sector. The fact and figures of the study explained that the majority
of the women employees feel comfortable in their work environment regardless of their insignificant
personal and workplace annoyance.

3.5 Role of Women and Work-Life Balance

Women’s mostly into twenty-four-hour benefits are working 8 hours daily and 5 days in a week is minimal
and are gone up against by exploring workload ordinary. Hence, the greater part of them conveys work and
commitment to home yet adjusting between these two bewildering situations in the present-day quick life
compels ability, amiability, expertise, and alert. Women need to absorb up to high work achievements, office
duties, tight meeting schedules, and the obligations of life as well as home. Super indents ought to have their
focal point on enclosing different perspectives and plan to motivate work-life parity to authorize and draw in
women`s representatives (N. Gayathri, Dr.P. Karthikeyan, (2013).

Susi S and Jawaharrani.K. K (2011) agrees that in many well-founded societies increments workers try to
stay in the association. Work-life parity must be endorsed and supported at all levels of the organizations
considering senior administration, line chiefs, and all other employees.

Louise Heslop (2005) has investigated that the work and family results, like for assumptions part impedance,
anxiety strain, and life fulfilment are identified with a few procedures and initiation.

Vijaya Lakshmi et al (2013) not only investigated and located out the issues of women’s personnel working
in informative foundations additionally thereto discovered that female employees experienced genuine
anxiety during the time spent targeting the goal called work life equalization. Headed with work weight
brought about poor implementation. The result revealed their wellbeing during the time spent increasing the
life of their known ones and their understudies.
G. Shiva (2013) inspected that “Women experts in greater position in their office have return back from
office in proper time, cook, clean, and look after their family problems. This makes them shove and give rise
to some wellbeing problems. The main concern of anxiety appears in light of similarity with frequent”
Shahnaz and Jamie (2008) explored that work expansion and work life roughness resemblance with
compulsive worker, paying less mind to sexual intention. Men are nowadays coming out to be more family
situated approach than women.

Gunavathy (2007) in the study among wedded women’s representatives of BPO Organizations disbursed the
reason, results of work-life roughness arbitration for work life parity. The study revealed that not less than
two third of the respondents reported work-life asymmetrical primarily by morality of work barrier with
individual life. Additionally, winding up from this study, anxiety and burnout, sick comfort and poor
implementation in work area are the results that have come out from the unevenness of work life.

3.6 Movements of Findings on Work-life Balance

The composition of work-life balance is all about the absence of productive rules and regulations which are
under of work-life balance scheme, job satisfaction, performance management, organizational allegiance,
productivity, and all other stuff connected approaches.

The most crucial type of flexible work orchestration that was previously used by an organization is four days
a week, it supports mothers, nevertheless at a price reason being gendered presumptions. The androgynous
establishment of the ideal worker and ideas of proficiency amalgamate with leadership masculinity, remain
strong. This, altogether with a frequent “good mother” belief, erode both gender equity and workplace
efficacy Lewis and Humbert (2010) Indian organizations have to do a lot to act towards work-life
implementation as a strategic prospect of organizational performance and efficacious communication about
the accessibility of different work-life balance operation, the further family put up with broadly to work in
terms of intensifying performance and positive emotions at the workplace (Baral 2009). An enterprise that
adopts greater workplace rules and regulations can improve the level of job satisfaction and enlarge
organizational commitment among its employees (Bloom and Van Reenen 2006).

Professional observed flexible workplace timings as a key to employee withholding and put this working
circumstance at the top in sequence to dominant employee attrition (Burke & Collinson 2004). Absence of
formal rules and regulations, employees not been given the chance to indicate their perspective over the
induction and implementation of rules and regulations. Rules and regulations are discovered initially to meet
business requirements, rather than those of employees. These are some of the reasons for work-life
imbalance. Employees appear to be more efficacious and uplifted to take part and given a chance to speak
expecting their work-life balance concerns can be demonstrated and hopefully addressed (Pyman, Cooper,
Teacher and Holland 2006). Managers who held up and inspired employee`s attempts to synchronize work
and family requirements resulted in many positive outcomes. Such employee’s senseless work/family
conflict and at the same time evaluated less green and, burnout, absenteeism, and enlarged organizational
commitment (Ray and Miller 1994, Thomas and Ganster 1995 and Warren and Johnson 1995).

Researchers in the last few years explored that, work-life balance has expanded substantial attention and
covered among employees, trade unions, and scholars (CPID 2003; Dex and Bond, 2003; DTI, 2003;
Felstead et al, 2002; Taylor, 2001). Indian wealth is going through a vivid transformation in the role of
female from conventional society to recent rationalized culture reason being monetary stress that has a high
impact on women to enter into the workforce with the concept to support as assistance towards family with
financial benefits and to give their family a stress-free life and keep going a positive balance between work
as well as life. (Kapur 1979), in his study revealed the dual roles of women that create pressure and conflicts
reason being for her social status which is more dominant. In all these the married women faces a lot of
issues because they sometimes find it very difficult to maintain the work-life balances in an equilibrium
state.

3.7 Analysis of effect of Work-life balance in terms of performance

Maximum of the studies or research directed in different countries don’t show a positive relationship
between the personal life and performance of the employee. For example (Frone et al 1997) investigated the
consequences of work-life dispute on performance and it turned up to be an epoch-making relationship, to
evaluate the job performance he used a self-reported scale method. (Aryee 1992) got to know from her
evaluation that performance is linked to job-parent dispute but not to job-spouse dispute. (Blackhurst, Brandt
& Kalinowski 1998) explored in their study that the family life of an individual is being negatively getting
impacted by organizational commitment which results in a fall in performance rate and rises in work-life
conflict. (Jackson and Schuler 1985 and Aven 1988) stated that the personal life of an employee is being
affected by the job and vice-versa. It also came into notice that work-life conflicts do have a negative impact
from the perspective of commitment which finally results in the degradation of employee’s performance.
Lee and Hui 1999 stated that even though work to the family does not have a positive impact on one`s
performance but it is a good sign to evaluating one`s commitment towards her job. Work-family dispute id
excessively related to organizational commitment reason, the failure in performance is ultimately the result
of losing commitment but according to Ali and Baloch (1999, Netemeyer, Maxham and Pullig (2005)
explored from their on-customer service employees, customer and supervisor have direct and indirect
consequences between the work-family dispute and employee performance where supervisor rate the
employees. Brandt, Krawczyk, and Kalinowski (2008) discovered there does exist a dispute between the life
and performance of an employee in a job. The ratings of the relationship between work-life conflict and
performance allotted to men and women have also been investigated by Butler and Skattebo (2004). It is
being discovered that the overall performance ratings are different for the man who experienced work-family
dispute than men who didn`t experience, likewise there is a difference in the performance ratings for the
female employees who experience the work-life conflict than the female employees who didn`t. Work-life
dispute and job performance are computed by a deficient number of factual studies, and from there many
studies have manufactured conflicting outcomes regarding the connection between the two erects i.e. work-
life dispute and employee job performance. (Allen et al, 2000). In consideration of studies lead to support
the relationship between the work-family dispute and job performance which is not positive at all.

3.8 Relationship between work-life balance and Employee turnover

The turnover motive is the analytic process of thinking, planning, and desiring to quit a job (Mobley et. Al,
1979). As reported by (Mobley (1982); Stress and Mowday (1982); Black and Stevens (1989) motive to
remain is remarkably not positively correlated with turnover. Mitchell, et al., (2000) sharp out that it is not
so hard to evaluate turnover purpose than voluntary turnover as executive records may be not available, not
complete, or not accurate. Alessio, Silverman, and Schuck (1986) explained in their evaluation of
occupational turnover that more focus should be paid to the direct and indirect effects of factors on purpose
to exist as opposed to the real role of turnover. The motive to quit from the employer’s perspective is a most
important factor than the real act of turnover. If it could be understood better than what was the motive of
quitting of precursors, the employer then possibly established changes to affect this motive. Nevertheless,
there is no more the employer can do once they had quit their job except presuming the charge of hiring and
training the other employee. Clark,2000; Ungerson & Yeandle, 2005 defined work-life as a self-
contemplation, adequate incorporation of personal time, the family looks after and work not more of role
dispute. Greenhaus and Parasuraman, 1999 discovered from their study that an attached source of anxiety in
an employee’s life is the occurrence of work-family dispute. Skinner and Peacock, 2008 stated from their
findings that in the modern world. Maximum families (either with or without children) are in need to earn a
dual income so as to meet their financial goals so that both men are equally wage earners. (Barnett &
River,1996; Hoshchild,1997) explored from their stated that to maintain an equilibrium in work and family
dedication, a rising number of modern women and men are turned out be engaged in work and family
arrangements which are largely known to their parents’’ generation, that can turn out to be a leading factor in
creating work-family conflict.

3.9 Analysis of Work-Life Balance on Job Stress & Burnout

As per Employee Assistance Professionals Association in Arlington, Virginia. 75-90 percent of a physician
who comes are linked to stress and, according to the American Institute of Stress, in monetary terms its has
been evaluated at $200 billion - $300 billion a year. Steven L. Sauter, chief of the applied Psychology and
Ergonomics Branch of the National Institute for Occupational Safety and Health in Cincinnati, Ohio from
the evaluation of their study discovered that “the wok-place has turned into a single highest concern of
stress” (Paul,1963). It's very much understandable that the issues which are resulted from stress turned to be
a major concern to employees and employers both.

The manifestation of stress is demonstrated both physiologically and psychologically. Tenacious stress led to
major health consequences like cardiovascular diseases, sexual health issues, a weaker immune system and
persistent headache, rigid muscle, and backache. It also has a consequence of poor coping skills, irascibility,
edginess, self-doubt, worn-out, and difficulty focusing. Stress also immortalizes or consequences to binge
eating, smoking, and alcohol utilization. According to James Campbell Quick, there is a professor at the
University of Texas-Arlington of Organizational Behaviour who stated that the overall occupancy of
presidents at land-grant universities in the last few years has decreased from approximately seven to three
and a half years (Bostheyll,2007). The vibe that working hard is not sufficient anymore is what now
American Workers Perspective. A new standard, named seventy-hour workweek is formed. The little time
left after work is often bifurcated among relationships, kids, and sleep (Barker,1993). In the past two
decades, the increase in working duration has eventually led to the fall in a time that is needed to be spent
with family, friends, and society along with getting involved in those activities that one individual enjoys
and take time to increase personally and spiritually. Many individuals are becoming exhausted (Maslach &
Leiter,2003). Burnout has been explained as the level of physical, mental and emotional exhaustion which is
a result of chronic, relentless stress” (Laban). Burnout side-effects consist of a casual lack of enthusiasm,
loss of satisfaction, emotional exhaustion, not being able to focus, and apathy. The Individual burned-out
may feel that they are achieving little even though working hard. They may be irascible more than before in
general and discover that their sense of humor has been lost and also with that ability to have fun

3.10 Managerial Support in Work-Life Balance

Managers play a very vital role in the success of work/Life programs reason being they are in a position to
motivate or demotivate employees endeavour towards their balance between their work and family lives,
where superiors exuberantly support the unification of paid work and other responsibilities, employees will
be more presumably to take up available work/life programs. Even in ‘family-friendly’ organizations, it is
even observed that managers demotivate employees using the programs and benefits which are available
contributing to increased work/family dispute and vice-versa. Consequently, managers play a very major
role in employee’s decisions to use the benefits and programs that are available

The other highest related factor with the under-implementation of work/life rules and regulations of negative
career consequences. Employees who use family-friendly rules and regulations don’t have a positive
perspective reason being they tend to be less perpetrated towards work and the organization, failed to see for
training, promotions, periphery benefits etc. This makes us understood the deadapting of family-friendly
policies. Literally, the manager`s participation themselves in work/family programs lead to the provocation
of work/life rules and regulations utilization and career growth as being incongruous paths within the
organizations.

3.11 Work Life Balance effect in job commitment

Affectionately work life rules and regulations are needed to bring down negative affects of work life dispute
which is defined by (Greenhaus and Beutell, 1985) that it is an incongruous between the authorities from the
work and family. Not long ago many researchers have endeavour to enlightened consequence of work life
policies. Family-friendly rules and regulations should serve for the specific ‘family’ conditions of all
employees (Lilley,2004). In emerged and emerging countries, increasing proportions of dual earner families,
raised female labour force involvement of employees have family duties (Hall & Liddicoat 2005). In spite of
experiencing work-life dispute, employees may continue comparably high levels of organizational
commitment provided that they recognize the steps used to improvise and execute decisions related to
organization which should be fair enough (Siegel et al, 2005). Expending more time at work can be a
consequence of employee commitment as (lee & Hui,1999) asserts work intervention with family man can
be a sign of how much dedication one has for work. Few researchers assumed organizational rules and
regulations a source of work life disputes (Meyer, Stanley, Herscovitch & Topolnytsky, 2002) argue that it`s
not impossible having a feeling of dispute in house. (Roehling, Roehling & Moen, 2001) gave a advice that
pliable time benefits are correlated in growth of loyalty for men and women at all life stages. Dockel (2003)
in his study on greater technical employees, discovered that work life rules and regulations have a powerful
and remarkable relationship with organizational commitment.

3.12 Policies of Work-life balance

Morgan and Milliken (1992) put forward a piece of advice that there exist three types of work/family rules
and regulations to abet employees in balancing their work and family lives; that is, the supplying of careers`
positioning, alternative work ordering, and offsite working orientation.

Glass and Finely (2002) likewise recognized three classifications of policies. Precisely, parental leave,
alternative work positioning, and employer holding up child care.

Lobel and Kossek (1996) assembled rules and regulations into four types of classification where the time-
based label is used, information-based and direct service.

De Cieri et al. (2003) enlightened the thickness of rules and regulations which are present but unidentified
bunches or classification within these rules and regulations. The preceding clusters did not succeed in
distinct supple policies to recognize whether the policies are outlined to supply flexibility for time off or
supply flexibility to work half-time or give rise to job-sharing arrangements and supply a focus on the
provision of career requirements. Adding on these categories are not very much in the source because
flexible leave choice has been excluding from a few whilst employer-supported child care classification did
not succeed to include care for elders of those care which are disabled. This is the main fault as several
studies have revealed the satisfaction of leave arrangements. al.

Traditional Approach – While findings Work-Life Balance, one comes over some hypothesis that tries to
describe the idea of the work-life relationship. Edwards and Rothbard (2000), Zedeck and Mosier (1990),
and O’Driscoll (1996) have evaluated various writings on the work-life relationship and have put up to the
apprehension of this energetic association of work and family. These analysts have noted that five main
perspectives are also known as linking mechanisms (Edward and Rothbard, 2000) to describe the
relationship between work and family. The last two approaches have individual contributors.

Spillover - The spillover approaches suggested that the experiences in one part affect the experiences in the
other role. The Skills, behaviour, mood, and values from one role can Spillover to the other role. Spillover
may appear in two situations. First, when there is the resemblance between work and any other realm e.g., if
a single with quality of work done on a specific day may result in adequate experiences at home. Second,
Spillover happens as a consequence of conveyance e.g., stresses at the workplace spills over to the family
area, and the single exhibit an irascible mood in the family. Therefore, Spillover can be both positive and
negative (Edwards and Rothbard, 2000)

Congruence - The congruence approach is to an unquestionable extent alike to Spillover. Congruence is

attained through a positive linkage between work and family experiences; wherein it is a consequence of a
third factor that affects both work life and family life (Edwards and Rothbard, 2000). For an assumption, a
positive work-family society in the organization may influence both work life (e.g., pliability with working
time) and family life (child care benefits at work) positively and hence congruence between work and family
is easy (Frone et al.,1995) Compensation – The Compensation approach mentions an attempt of inventing
for imperfections in one role through greater participation in another role (Edwards and Rothbard, 2000;
Zedeck, 1992; Lambert, 1990). These shortcomings could be the requirements or satisfaction that can be
pleased in another role. The sense of doing something valuable and achieving energy in non-work should be
positive through greater involvement at the workplace (Guest,2002).

Segmentation – Segmentation approach studies that work and family are two individual domains and the two
domains have no relationship between them, which signify that that work and family to be unrelated spheres
that does not affect each other (Edwards and Rothbard, 2000; Zedeck, 1992; Zedeck and Mosier, 1990). The
untimely conceiving of this approach put forward a natural disconnection of work and family domains as
both the roles has different definition, tasks and behaviour and therefore consider a physical and a temporal
difference (Blood and Wolfe, 1960). As the theories emerged a new approach in relevance to segmentation
approach developed. This distinguishing is conceived as a partition between work and non-work that is
considered to be impassable (Nippert-Eng 1995). Segmentation is also observed as an proactive
psychological procedure that is used as controlling a boundary between work and family (Kossek et al.,
1999; Rothbard et al., 2005)

Integration – The integration perspective suggested that work and family domains can be desegregated as they
are very closely linked as if woven together. Hence, it is not easy to differentiate between the two areas.

Work-family Border theory – Another theory that fractionally shares the concept of the segmentation theory
is defined as the work-family theory. There is a slight difference between the work-family border theory and
segmentation approach i.e., the first one border theory, the individual crucifix this border between work and
non-work daily and they proceed in and out of the border. In the classical perspective of the segmentation
approach while the boundary of work and family is impenetrable (Clark,2000). The work-family border theory
suggested that the border between the work and family is penetrable and that they can affect each other
(Guest,2002).

3.13 Role Conflict versus Role Gathering

Work-family conflict consequences from the fact that workers have one single role as paid work role and
family role parallelly. These roles dispute with one another. As the need for work and family life rises, the
work-family balance of the worker is disrupted, and work-family conflict occurs (Barnett et al., 2009). Sieber
(1974) explains a role that is equivalence to that of Merton (1975) and Gross et al. (1958) as a “sequence of
expectations which appeal to a specific social position and which genuinely preserve independently of the
character inhabiting the position”. Teide et al. (1990) have suggested an assortment on role participation and
they discovered their assortment on role dispute (Goode,1960) and role inflation or role enhancement theory
(Marks, 1977; Sieber, 1974). Role dispute occurs if a particular get involves in different activities with
unlimited needs causing role shear and role dispute reason being the needs and expectations the particular has
to fulfil are scant and limited (Goode, 1960; Green et al., 2011). On the opposite side, the role improvement
or role inflation theory suggested that there are four natural types of benefits or rewards for involving in more
than one role, they are role-prerogative; security; resources for the status improvement and role performance;
enhancement of the personality and ego fulfilment (Sieber, 1974)

The conventional approaches to work-life balance have been explained for the motive of understanding the
implementations that operate within the relationship of work and non-work. It was observed and proved that
all these linkages exist and sometimes these mechanisms are into implementation parallelly (Lambert, 1990).
These perspectives are not enough to understand the work-life configuration completely. The current
approaches to a work-life interface may guide in future understanding of the work-family balance issue.
Lavanya and Thangavel (2013) recognized the effect of demographic variables in the usage of work-life
balance operation in the organizations. The research found that measure of management and annual income
that impact the take up of supple work implementation and age, number of dependents and measure of
management that effect the use of work-life balance practise related to career development practices.

All though definition and description may differ, work-life balance is generally related with balance between
the quantity of time and effort somebody invest in work and personal activities, in order to maintain an overall
sense of coherence in life (Clarke, et al 2004, 121), To appreciate the work the work life balance, it is important
to be aware of the various requirements upon us and our individual resources – our time and our energy – so
that we can arrange to address them. By means of responsiveness, we are able to give a sense of control on
our operation in order for change for the better accommodate other characteristics of our lives, though yet
profiting the organization. Re-examine and assess the option we have in circumstances of how we assign our
precious resources. Such determined decision making present a feeling of control on our working pursuit in
turn to receive better moderation with other perspective of our lives, although it stock-still benefit the
organization.

Work-family balance throw back an individual’s inclination across variant life roles, an inter-role situation
(Marks and MacDermid, 1996). Work-life balance is a success subject in all different kinds of employment as
dual career people have turn into a natural and high work needs by means of long working hours have
converted into a norm. The significance of helping employees in attaining a balance among the stress of their
work and their home live former highlight.

Female teachers are frequently overburdened due to their college/school workload, individual responsibility
and family everyday duty. These are proof to show that those female faculty/teachers mostly experience high
level of pressure (Brown et al., 1999; Bush et al. 1985) and these consequences in mental health problems
(Andrews et al., 2004)

Compulsion can also have positive outcome and after that an individual can take measure successfully in an
emergency (Schafer 1996). Though, when effective pressure converts into debilitated pressure or difficulty
owing to work-life imbalance, it will show the way to psychological, physical as well as emotional worsening.
This is injurious for the welfare of female faculties/teachers in general. A diversity of observed studies
proposed that the differences between full time and part time work does not perfectly duplicate the truth of the
female faculties/school lives. At the same time female faculties/teachers in colleges/schools revealed a range
of domestic responsibility. In some cases, substitute of jobs (full time or part time) is likely to have been set
on by some of the economics reasons, in that full time working female teachers get more monetary benefits as
contrast to part time workers.

Arthemis Chang, Paula McDonald, and Pauline Burton, the method of independent balance their work and
non-work lives is a region of academic inquiry that has received growing inspection over the past two decades.
Theoretical arrangements and the operationalization of their concerned constructs in observed findings have
developed and progressed in response to, or at least in aligned with, the incrementally greater profile of work-
life balance issues and concerns in the media, the oratory of political and business supervisor, and
organizational policy and human resources priorities.

R. Baral & S. Bhargava, family-friendliness of employers in India have been throwback in various welfare
providing which has been a matter of issue for employers since industrialization. With time, the extent and
coverage of such initiatives have widened and have become more individual growth and family well-being
oriented. Nevertheless, these policies and practices are more important in new economy organizations such as
software and services organizations.

A huge part of the research focuses on the suggestion of work-life imbalance or measuring the harmful effect
of work-life imbalance on various aspects such as job satisfaction, burnout, organizational commitment, health
issues, etc. However, very few studies have aimed at the work-life balance issues in the teaching profession

There is a powerful, unmet requirement among working parents for short abbreviate working hours, part-time
work, and flexible working time. Management must transmit their organization`s family-friendliness in such
a way that all employees perceive that they have an equal approach to alternative working time provisions
Another writer has disclosed the major factors affecting the work-life balance of women professionals in India
such as role dispute, lack of acknowledgment, organizational politics, gender intolerance, elderly and children
care issues, quality of health, problems in time management, and lack of proper social support. The
Educational Institutions should inscribe the Work-Life Balance concerned issues among their staff, especially
women, and take an integrated approach to design and execute the rules and regulations to support the teaching
staff to manage their Work-Life Balance

Other researchers and analyzed the important relationship between the demographic variables and study.
Quality of work is being used by the organizations as a calculative tool to attract and hold on to employees
and most importantly to help them to keep consistency at work life balance with equal attention on
performance and dedication at work.

Other authors advised that the individual harmony and its impact had progressed a new consonance based on
dispute and enhancement. Married women employees to be sure experience Work Family Dispute (WFD)
while trying to balance their work and family lives. Hence, organization needs to calculate guidelines for the
management of WFDs since they are connected to job satisfaction and performance of the employees.

The work-based variables and family related factors that are considered to contribute to work life balance.
Work based variables are flexi time, option to work part time and freedom to work from home and the family
concerned factors are child care facility and flexibility to take care of emergencies at home.

Ayesha Tabassum looks over the QWL of employees in the private universities of Bangladesh. She planned a
5-point Likert Scale organized questionnaire and collected the data from the 72 full-time faculty members
among 11 private universities. She inspected the dimensions of quality of work-life and its relationship with
job satisfaction. Her study deduced the factor that there is not a negative relationship between the dimension
of QWL and job satisfaction. This study proposed to the management of the institutions that the policies
sketched in such a way that QWL issues should be worried an improved QWL provides the next level of job
satisfaction which successively deduce educator ratio.

A literature review on quality of work in academics and explores earlier research in the academic area. The
analyst defines the quality of work-life on Walton`s eight factors. They demonstrated its relationship with
employee demographic variable, stress, satisfaction, commitment, performance, job satisfaction which portray
that the former is the set on of QWL

There are some researchers concentrated on the quality of work-life of private universities in Lahore, Pakistan.
They surveyed different measurements of quality of work-life which have an impact on the life and attitude
of teachers. This quantitative study took 360 members of the university and explored their perception of QWL.
This study explored the QWL effects on employee commitment, engagement, job involvement, and reputation
of the university. This research suggested that the recognized value of work, work climate, work-life balance,
and satisfaction are the main factors that formed the work attitude and also improve employees' work life.
Different variables that are responsible for employee satisfaction. The Study deduced the factor that an
organization should develop strategies that strengthen the work environment and increase employee morale
and employee satisfaction to increase employee performance and productivity, which ultimately results in high
profits. Affecting factors contributing to job satisfaction and dissatisfaction of the college teachers

So, work-life balance defines as people having a lot of time to have balance in their job and home life. Most
of the time it is found that the highest factor of psychological distress and job dissatisfaction is connected to
work-life conflict and along with that the demand from organizations to attain to the family duties of
employees has been growing due to an increase in the number of single parents’ households and dual earners.
Spending a good amount of time with family members, getting free time to relax for emotional wellbeing and
health of family members, having good communication and support from fellow colleagues, obtaining high-
quality child care and education; and being pleased with the workload. It is being also found that over half of
the academics explored complained that they have to regularly work at home throughout the evenings which
are the major reason for stress and for this only most of the employees are preoccupied having less operational
budgets usually pay low salaries and have poor working conditions, Individuals working in that type of
institutions, has an outcome of lower quality work life and this results to low productivity of the staff and high
turnover. The benefaction of the teaching staff takes part a significant role in the success of the institution.
The institution should recognize such issues which are important to enhance the quality of the institution. This
study is to evaluate and explore the work-life conflict among female faculties in the education sector.

3.14 Research Gaps

After going through the literature, there seems to be a very limited quantity of findings studies available in
perspective to work-life balance of female faculties

Along with that, different factors are still unexplored which are:

• Relationship between job satisfaction and Work life balance

• Work-Life Balance facilities and amenities given by educational institutes to female faculties
• Role of family of maintaining the balance of female faculties
 4. Research Methodology
4.1 Introduction
Research is a procedure consisting of a number of pursuits that could be performed out either in a parallel or
sequential manner. The Research depends on different variables like the person undertaking the research, his
ability, research topic time accessible, and budget dispensed. The Present research is tackled with the aim to
study the Work-Life Balance of faculties in the education sector.

The objective of this chapter is to aim at the methodology of the study, the process, and methods according
to which the research is accomplished. The profile of this chapter consists of the objectives of the study.

4.2 Problem Statement

Work-Life Balance is gradually becoming a global concern for organizations as they`ll as individuals in the
fast stride digital age that they inhabit. Growth in 365/24/7 Global Operations, coping with the time sector
with more and more businesses emphasizing on round the clock customer kindness the concern for work-life
balance for employees has become more essential. Absurdly technology has added to the pace of operation,
rather than alleviate the work practice. Employees are awaited to work long hours and manage with tougher
deadlines. Today`s world literally doesn`t go to sleep.

With all the above-declared concern in the perspective of works – life balance this research aims primarily
on female faculties of the education sector; besides this, this research will also aim at the relationship
between different factors. The variables taken up for this research are Level Of Stress, Work amenities &
Provisions provided by educational institutions (if any).

4.3 Research Design

Descriptive Research Studies are bothered with explaining the characteristics of a specific individual or a
group with particular assumptions, comparisons and explanation of facts. Being that the current research
aimed on level of stress and balance between professional and personal life of female faculties in education
sector.
4.4 Objectives of the study
The present analysis is a venture to understand the work-life schedules of Faculties of Engineering &
Management institutes in India. Also, the research will highlight the relation between the level of axiety
and the enumeration of an individual.
The current study is mapped out with the following objectives:
• To study the organizational support towards maintaining work-life balance among female Employees
 • To study the job satisfaction among the working women
• To understand female’s role in personal and professional life
• To study the impact of work life balance in performance
• To investigate the role of family in maintaining work life balance for female employee

4.5 Methodology of Research

Methodology states to plan of study which includes Data gathering, types of Questionnaire, Preparing of
data and finally analysis of data. Basically, the information is gathered from secondary as they`ll as primary
sources. These categorizations are made according to the objective of the research. The study in some cases
will fall into this category, but it will fall into other category in other cases.
4.6 Secondary Data:
Before going through the duration and expense of gathering primary data, one should check for secondary
day that previously may have been gathered for other motive but that can be used in the immediate study.
Secondary data may be internal to the resistant, such as Business Development Strategy. In-House Research
Team, Documented Papers or many are external to the resistant such as published information or
commercially available data. Secondary data has advantage of saving time and bring down data collecting
cost. The disadvantage is that the information may not fit the problem perfectly and that the precision may
be more difficult to verify for secondary information than for primary data.

Sources of secondary information for this research are: Websites, Articles, Magazines, Publications and
Annual Reports, Journals as well as Thesis & Dissertations and another project on the same or related topic.

4.7 Primary Data

Primary information gathering is necessary when a researcher cannot find the information needed in
secondary sources. Three main means of acquiring primary data are observations, surveys and experiments.
The alternative will be determined by the nature of the problem and by the availability of duration and
money.

In this research Sample survey approach is used for the purpose of Primary data collection. The information
for this study is gathered from female faculties of private schools, government schools, private institutions
and public institutions.

4.8 Research Instrument

For this, research, the survey -questionnaire instrument was used to achieve the actual objective of the study.
The questionnaire was designed after referring to extensive literature accessible on same as they`ll as related
topic. A self-governed questionnaire was broadcasted to the faculties. The questionnaire included 30
questions of open-ended, close-ended & Likert scale type of Questions. The research instrument id
bifurcated into three categories of Personal Information, Work related Information & Information on Work-
Life Balance

4.9 Sampling
Sampling refers to the method that observations are selected from a population to be in the sample for a
sample survey. The sample related to the present study will basically involve the entire population of Female
faculties from Management & Engineering institute all over the India. But the Prospective respondents
(element) are from two cities of West-Bengal i.e., Kolkata & Durgapur and one City from Maharashtra i.e.,
Mumbai. Judgmental Sampling was used for this study and the sample involved faculties from all genres like
Lecturer, asst. Professors, Associate Professors and Head of Departments

4.9.1 Sampling Method

A representative benefit was used in this study. With representative sampling methods, they don not know
the chances that each population element has a non-zero probability of being chosen. Non-Probability
sampling method offers two potential advantages convenience a cost. The actual disadvantage was that non-
probability sampling technique was it does not grant access to estimate the extent to which sample statistics
re likely to differ from population parameters. A satisfaction sample was nothing but, was made up of people
who are easy to reach.

4.9.2 Sample Size

The precision of a sample is based on its absolute size, not its amount of the total population. Larger
representative will always be more dependable than a smaller sample whatever the total size of the
population. As a extensive rule, 200 is regarded a minimum dependable sample size. Whatsoever the
dimensions of the Customer base a sample of 500 would provide a very authentic result at the overall level.
It is not a huge customer base that creates a requirement for a large sample but the number of segments that
the results require to be dilapidated into. As a rule of thumb of 50 is regarded as the minimal per segment,
and ideally 100. For the present study 80 samples is selected.

4.9.3 Potential Respondents

The sample related to the current study will basically incorporate the intact inhabitants of Female Faculties
from Management and Engineering institute all over the India. But the prospective respondents (element) are
primarily selected from two cities of two different States i.e., one city is Kolkata that is from West-Bengal
and another is Mumbai that is from Maharashtra. The possible respondents for this research they`re
academicians from all genres like Lecturer. Asst.Professors, Associate Professors, Professors, and Head of
departments.

4.10 Limitations of Study

The discern work-life balance remains a difficult changeable and idea to measure and understand within
certain conditions. This mostly because different researchers use different concepts to estimate the balance.
Aside from this the realm of “life of an individual” remains the most strenuous variable to compute.

The consequence of this study is a reflection of these defect. The study is constricted to understand the
perceptions of female faculties of education sector units of the Mumbai & Kolkata region. The research is
also confined only to Engineering & Management institutes of Kolkata & Mumbai region. The Study
findings cannot be generic as the attribute and work culture of institutes could be different from one female
employee to another female employee at the same level in the different parts of the country
 5. Data Analysis & Interpretation

5.1 Introduction
The current chapter is based on the survey of data and interpretation and discussion of results. Howsoever
valid, dependable and adequate the data may be, it does not give out and purposes unless the data is carefully
processed, consistently Classified, theoretically inspect, properly elucidate and rationally concluded.

After the information had been collected, it is processed tabulated using Microsoft Excel 2017 Software. The
purpose of the study was also to find out the relationship and impact between Level of Stress and Work –
Life Balance.

The researchers also planned to find out the differences in the demographic variables namely, age, education
course, location, marital status etc. of an individual female faculty.

5.2 Analysis of Factors

The size of current study is based on Descriptive type of Study, so certain factors have been found out which
may provide a base for conduction various analysis & interpreting outcomes. The following are the factors
drawn out through questionnaires:

5.2.1.1 Age Group of the Female Employees

Information about age group of respondents is collected and classified in to three classifications. The
surveyee of age below 30 years is categorized as ‘Young age’, surveyee of age 31 to 40 years is considered
as ‘Middle Age’ and surveyee of age above 40 years is categorized as ‘Elderly age’ group. Information of
classified data is presented in the following table
Age group Frequency Percent Valid Percent Cumulative
Percent
Young 36 43.4 43.4 38.55
Middle 31 37.3 37.3 75.90
Elderly 16 19.3 19.3 95.18

Above table specify that out of 83 respondents; maximum female faculties are 36 from ‘Young age Group’,
31 female faculties from ‘Middle age Group’ and 16 from elderly age group. Above information is presented
using Pie diagram as shown below.
The above pie-diagram indicates that, out of total sample size of 83, 43.4% belong to ‘Young age group ‘,
37.3% belong to ‘Middle age group’ and 19.3% are from ‘Elderly age group’.

5.2.1.2 Marital Status

To understand the changeable of Work-Life Balance in a superior manner, respondent`s marital status is
being surveyed. Information of categorized data is presented in the following table
Marital status Frequency Percent Valid Percent Cumulative
Percent
Yes 27 43.4 43.4 32.53
No 56 37.3 37.3 100

Above table indicate that out of 83 female faculties; maximum female faculties are unmarried and minimum
are unmarried.

The above pie-diagram indicates that, out of total sample size of 83, 32.5% are married and 67.5% are
unmarried.
5.2.1.3 Number of Children
Information about no of children of female faculties is collected and the categorized data is presented in the
following table:
No Of Children Frequency Percent Valid Percent Cumulative
Percent
Nil 60 72.3 72.3 72.28
One 11 13.3 13.3 85.54
Two 10 12 12 97.59
More than two 2 5 5 100

Above table indicates that out of total sample size 83, 60 female faculties don’t have children, 11 female
faculties have one child, 10 female faculties have two children and 2 female faculties have more than two 2
children.

Above diagram reflects about the no of children rate that woman which are working in education sector how
many nos of children depends upon them, highest ration reflects that 72.3% women responded they have no
children, 13.3% women responded they have one child, 12% women responded that they have 2 children and
5% women responded they have more than two children.
5.2.1.4 Nature of Employment of Respondents
Information about employment status of respondents is collected and classified in two classification one is
full time and part time. Information of categorized data is presented in the following table:
Nature of Frequency Percent Valid Percent Cumulative
Employment Percent
Full Time 66 79.5 43.4 79.51
Part-Time 17 20.5 37.3 100

Above table indicates that out of total sample size 83, 66 Women work full time in the organization and 17
of the women work half time in the organization.

Above pie chart indicates that out of total sample size 83, 79.5% of female faculties work in the education
sector for ‘Full-Time’ and 20.5% of them work ‘Part Time’.

5.2.1.5 Designation of Respondents

Information about the designation of the respondents is collected and classified into five categories
‘Lecturer’ ‘Asst Professor’, ‘Associate Professor’, ‘Professor’ and ‘Others’. Information of the categorized
data is presented in the following table:
Designation Frequency Percent Valid Percent Cumulative
Percent
Lecturer 30 36.1 36.1 36.14
Asst.Professor 19 22.9 22.9 59.03
Associate 12 14.5 14.5 73.49
 Professor
Professor 14 16.9 16.9 90.3
Other 8 9.6 9.6 100

5.2.1.6 Monthly Income Group

Information about Monthly Income Group of surveyee is collected and categorized in to four categories.
Respondent with Income group of Rs. 10,001-25,000 are categorized as ‘Low Income Group’, respondent
with Income group of Rs. 25,001-40,000 are categorized as ‘Middle Income Group’, respondent with
Income Group of Rs. 41,000-60,000 are categorized as ‘High-Income Group’ and respondent with Income
Group of Rs 60,001-80,000 are categorized as ‘Very High-Income Group. Information of classified data is
presented in the following table:
Income group Frequency Percent Valid Percent Cumulative
Percent
Low 9 10.8 10.8 10.84
Middle 38 45.8 45.8 56.62
High 21 25.3 25.3 81.92
Very High 19 18.1 8.1 104.81

Above table indicates that out total sample size 83, 9 female faculties belong to ‘Low Income Group’, 38
female faculties belong to ‘Middle income Group’, 21 female faculties belong to ‘High Income Group’ and
19 female faculties belong to ‘Very High-Income Group’. Above information is presented using Pie diagram
as shown below
Above diagram indicates that out of total sample size 83, 10.8% female faculties belong to ‘Low Income
Group’, 45.8% female faculties belong to ‘Middle Income Group’, 25.3% female faculties belong to ‘High
Income Group’ and 18.1% female faculties belong to ‘Very High-Income Group’
5.2.2 Work related Factors
5.2.2.1 Working hours per day
Total number of working hours in a day helps in calculating the level of Stress amongst female faculties, the
more the number of hours, the more the level of stress and vice-versa. Information of classified data is
presented in the following table:
Income group Frequency Percent Valid Percent Cumulative
Percent
3 Hours 29 34.9 10.8 34.9
4-6 Hours 14 16.9 45.8 51.80
6-8 Hours 27 15.7 25.3 84.33
8-10 Hours 13 32.5 8.1 100

Above table indicates that out of total sample size 83, 29 female faculties work for 3 hours, 14 female
faculties work for 4-6 hours, 27 female faculties work for 6-8 hours and 13 female faculties work for 8-10
hours.
The above pie chart indicates that out of total sample size 83, 34.9% women works for 3 hours, 16.9%
women works for 4-6 hours, 15.7% women works for 6-8 hours and 32.5% women works for 8-10 hours.

5.2.2.2 Working years in the organization

Total no of working year in the organization helps to evaluate the consistency of a female faculties and also
their loyalty towards the organization, the more the no of years they worked more they are loyal towards the
organization. Information of classified data is presented in the following table:

No of Years Frequency Percent Valid Percent Cumulative

Worked Percent
Less than 3 years 29 34.9 10.8 34.93
4 years 27 32.5 45.8 67.46
3-5 years 14 16.9 25.3 84.33
Above 5 years 13 15.7 8.1 100

The above table indicates that out of total sample size 83, 29 of the female faculties are working for less than
3 years, 27 of the respondents are working for 4 years, 14 of the respondents are working for 3-5 years and
13 of the respondents are working for more than 5 years.
The above pie chart depicts that out of total sample size 34.9% women work in a particular education
organization for less than 3 years, 32.5% of women worked for 4 years in a particular education
organization, 16.5% women worked for 3 to 5 years and 15.7% women worked for above 5 years in a
particular education.

5.2.2.3 Working Overtime

Working overtime reflects how much professionalism women are and also how much time they invest in
their personal time with their family. The overtime working is divided into two categories that is whether
‘Yes’ or ‘No’. Information of classified data is presented in the following table:
Working Frequency Percent Valid Percent Cumulative
Overtime Percent
Yes 58 69.9 69.9 69.87
No 25 30.1 30.1 100

The above table indicates that out of total sample size 83, 58 of the women work over time and 25 of the
women do not work over time.
The above pie chart depicts that out of total sample size 69.9% women work overtime and 30.1% of women
do not work overtime.

5.2.2.4 Overtime Premium

Overtime Premium reflects how much an organization is liable towards their employees that whether they
are giving any sort of monetary rewards to the women for their extra time or not. The Overtime Premium is
categorized in to two either ‘Yes’ or ‘No’. Information of the classified data is presented in the following
table:
Overtime Frequency Percent Valid Percent Cumulative
Premium Percent
Yes 10 12 12 12.04
No 73 88 88 100

The above table reflects that out of the total sample size 83, 10 of them are paid Overtime Premium for their
extra service rest 73 of them are not paid for their overtime service.
The pie chart deflects that out of the total sample size 83, 88% of the women are not paid overtime and
remaining 12% are paid for their overtime service.

5.2.2.5 Work Motivating Factors

Work Motivation factors reflects that what all the inside inspiration for a women that motivates them to
work in a college or university. The factors are categorized into four type ‘Personal Satisfaction’, ‘Financial
Independence’, ‘Single Earner in Family’ & ‘Family Pressure’. Information of the classified data is
presented in the following table:

Work Frequency Percent Valid Percent Cumulative

Motivating Percent
Factors
Personal 18 21.7 21.7 21.68
Satisfaction
Financial 27 75.9 75.9 54.21
Independence
Single Earner 2 2.4 2.4 56.62
Family Pressure 0 0 0 0

The above table depicts that out of the total sample size 83, 18 of the female faculties have the motivation of
‘Personal Satisfaction’ for their work, 27 of the female faculties have the motivation of ‘Financial
Independence’ for their work, 2 of the female faculties have the motivation of ‘Single Earner’ for their work
and none of them work under family pressure
The above pie chart depicts that out of total sample size 83, 21.7% of female faculties work for their
‘Personal Satisfaction’, 75.9% of female faculties works for their own ‘Financial Independence’ and 2.4% of
female faculties work as they are ‘Single Earner’ in the family and no one works under family pressure.

5.3 Analysis of Variable

For the motivation of research on current study, certain variables have been found out which would provide
a foundation for convection different analysis & Interpreting results with the help of factors explained above.
The following are the variables conducted from the survey done through questionnaires:

5.3.1 Work-Life Balance

Work-Life Balance variable helps the respondents to know the balance between their personal &
professional life.
For the context of current research, information of the level of work-life balance was collected by using
Likert Scale as a tool for 5 statements given below. Responses given for each statement were collected and
categorized. Information after Classification is presented in the following table:
Statements 1 2 3 4 5

I can devote sufficient time for 1 1 68 11 2

household responsibilities
I can manage my personal & 0 2 66 12 3
professional life well
I often complete my work within 1 0 62 16 4
 stipulated time
I feel I have sufficient ‘me time’ 1 6 67 7 2
I feel I am able to manage my 1 2 68 10 2
family and other relationship well
Pandemic has a negative impact 0 4 63 6 10
upon the disbalance mentally,
physically and mentally

The responses given were rated in the following manner

1 = Strongly Disagree
2 = Disagree
3 = Neutral
4 = Agree
5 = Strongly Agree
After rating the responses, mean and standard deviation of the same were computed, which are presented in
the following table
N Minimum Maximum Mean Std. Deviation
WLB Score 83 0 68 34 17

Above table indicates that mean score for WLB is 34 and Standard Deviation is 17. All 83 respondents are
classified into 3 groups according to the level of possessing WLB. Respondents of score below 17 are
classified as Low Level ‘. Respondents of score between 17 and 51 are classified as Medium Level ‘.
Respondents of score above 51 are classified as High Level:
Frequency Percent Valid Percent Cumulative
Percent
Low 21 25.30 25.30 25.30
Middle 0 0 0 0
High 6 7.31 7.31 32.53

5.3.2 Work Provisions

The purpose behind choosing this variable was to identify different organizational policies offered by
institutions on Work Life Balance. Organizational Policies enhance flexibility in working Style of an
employee, thus helping him to promote Work-Life-Balance. The more the number of these provision`s, the
better is Work-Life Balance.
 Work Provisions YES NO
Flexible Starting Time 39 44
Flexible Ending Time 43 40
Flexible hours in general 42 41
Paid time off 40 43
Job Sharing 45 38
Career Break/Sabbatical 50 27

For the purpose of this research, information on Organizational Policies was gathered by giving reasons
various Work Provisions options that an organization can offer. Responses given for each statement was
recorded and classified. Information after classified is presented in table:
N Minimum Maximum Mean Std. Deviation
WLB Score 83 27 50 38.5 5.75

Above table indicates that mean score of Organizational Policies is 38.5 and Standard Deviation is 5.75. All
83 responses are classified in to three groups. Respondents having score below 32.75 are classified into
“Low Level”. Respondents of score between 32.75 and 46.25 are classified into “Middle Level of Stress”.
Respondents of score above 46.25 are classified into “High level of Stress” The organizational Policies
provided by the organization has been tabulated in the following manner:

Frequency Percent Valid Percent Cumulative

Percent
Low 1 1.21 1.21 1.21
Middle 10 12.04 12.04 13.25
High 1 1.21 1.21 14.45

5.3.3 Aspects hindering balance in Work Life Balance

Apart from personal limitation, there are many constraints on Organizational front which hinder balance in
Work and Family Commitments. Many Organizational Factors such as Up gradation in Technology,
Superiors & Sub-ordinates have a huge influence on maintaining range on maintaining a balace between
professional & personal life

For the motive the study on Work-Life Balance, information on aspects hampering balance in Work &
Family commitments provided by the institutes was gathered by using Likert Scale as a tool for 4 statements
given below. Responses given for each statement were recorded and classified. Information after
classification is presented in table:
Factors hindering 1 2 3 4 5
Work Life Balance
Negative attitude of 0 4 55 14 10
management
Negative attitude of 0 5 55 14 9
colleagues
Technology such as 0 4 49 23 7
laptops/cells phones
Travelling away 0 4 47 24 8
from home

The responses given were rated in the following manner:

1= Strongly Agree
2 = Agree
3 = Neutral
4 = Disagree
5 = Strongly Disagree.

After rating the responses, mean and standard deviation of the same were computed, which are presented in
the following table:
N Minimum Maximum Mean Std.
Deviation
Factors hindering Work 83 0 55 16.6 19.21
Life Balance

Above table indicates that mean score of aspects hindering WLB is 16.6 and Standard Deviation is 19.21.
All 83 responses are classified in to three groups. Respondents having score below 16.6 are classified into
Low level. Respondents of score between 16.6 and 35.81 are classified into ― Medium level of Stress.
Respondents of score above 35.81 are classified into ―High level of Stress‖. The Levels of Aspects
hindering WLB provided by the organizations has been tabulated in the following manner:
Frequency Percent Valid Percent Cumulative
Percent
Low 10 12.5 12.5 12.19
Middle 2 2.43 2.43 14.63
High 4 4.87 4.87 19.51
5.3.4 Organizational Policies
Organizational Strategy involves various factors an employer offers to its employees with regards to overall
organizational and individual development. On the principal constituents of the factors offered, an employee
identifies the level of contentment he/she feels concerning their job. Primarily it isn’t always easy to
compute it, as the definition of satisfaction can be different for different people. Individual’s perceptiveness
about their institutions can also determine Job satisfaction thereby enhancing their Work-Life Balance.

For the purpose the study on Work-Life Balance, Female Faculties’ Contribution provided by them was
collected by using Likert Scale as a tool for 12 statements given below. Responses given for each statement
were recorded and classified. Information after classification is presented in table:
ORGANIZATIONAL 1 2 3 4 5
POLICIES
Work Policies 5 12 63 3 0
Work Environment 3 16 61 3 0
Employee Morale 5 14 62 2 0
Organizational Structure 6 13 62 2 0
Job Responsibilities 5 12 63 3 0
Managing employee- 4 13 65 1 0
employer relations
Regular meetings 5 10 65 3 0
Remuneration 3 10 64 4 2
Fringe Benefits 3 10 63 6 1
Social Events 4 11 65 3 0
Contribution towards family 4 14 61 4 0
welfare
Overall organization rating 4 11 65 3 0

The responses given were rated in the following manner:

1=Very Good
2 = Good
3 = Neutral
4 = Poor
5 = Very Poor.
After rating the responses, mean and standard deviation of the same were computed, which are presented in
the following table:
N Minimum Maximum Mean Std.
Deviation
Factors hindering 83 1 65 16.6 23.9
Work Life
Balance

Above table indicates that mean score of Female Faculties’ Contribution is 65 and Standard Deviation is
23.9. All 83 responses are classified in to three groups. Respondents having score below 41.0 are classified
into Low level‖. Respondents of score between 41.10 and 88.9 are classified into ―medium level of Stress‖.
Respondents of score above 88.9 are classified into ―High level of Stress‖. The Levels of Job Satisfaction of
an individual has been tabulated in the following manner:
Frequency Percent Valid Percent Cumulative
Percent
Low 38 45.78 45.78 46.34
Middle 12 14.45 14.45 60.97
High 0 0 0 0
 8. ANNEXURE
8.1 REFERENCES
• Ali, A. (1996), ‗‗Organizational development in the Arab world ‘‘, Journal of Management
Development, Vol. 15 No. 5, pp. 4-21 
• Allen T. D. (2001). Family-supportive work environments: The role of organizational perspectives,
Journal of Vocational Behavior, Vol.58, pp.414-435. 
• Aryee S., Srinivas E. S. and Tan, H.H. (2005). Rhythms of Life, Antecedents and Outcomes of
Work-Family Balance in Employed Parents, Journal of Applied Psychology, Vol.90, pp.32-146. 
• Baker, S. H. and Hansen, R. A. (1975). Job design and worker satisfaction: A challenge to
assumptions. Journal of Occupational Psychology, 48, 79-81.  Bharat S. (1995). Attitudes and sex-
role perceptions among working couples in India. Journal of Comparative Family Studies, Vol.26,
pp.371-388. 
• Bharat, S. (2003). Women, work, and family in urban India, Towards new families? in J. W. Berry,
R. C. Mishra, and R. C. Tripathi ed., Psychology in human and social development, Lessons from
diverse cultures pp.155-169 New Delhi, India, Sages
• https://www.researchgate.net/publication/322179442_Work_life_balance_of_women_employees_a_l
iterature_review.
• Bharathi, Umaselvi, Kumar (2011). Quality of Work Life: Perceptions of College Teachers. /Indian
Journal of Commerce and Management Studies. Vol.II Issue I, 47-65. 
• Blair-Loy, M. and Wharton, A.S. (2002). Employee’s use of work-family policies and the workplace
social context, Social Forces, Vol.80, pp.813-845. 
• Booth, A. L. and Van Ours, J. C. (2008), Job Satisfaction and Family Happiness: The Part-Time
Work Puzzle. The Economic Journal, 118: F77–F99. 
• Booth, A. L. and Van Ours, J. C. (2009), Hours of Work and Gender Identity: Does Part-time Work
Make the Family Happier? Economica, 76: 176–196. Page | 178 
• Brough, P., Holt, J., Bauld, R., Biggs, A. and Ryan C. (2008). ―The ability of work-life balance
policies to influence key social/organizational issues‖, Asia Pacific Journal of Human Resources,
Vol. 46. Issue 3, pp. 261-274. 
• Buddhapriya, S. (2009). Work-Family Challenges and Their Impact on Career Decisions: A Study of
Indian Women Professionals. The Journal for Decision Makers, Vol. 34, pp. 31-45. 
• Budhwar, P., Varma, A. (2010) "Emerging patterns of HRM in the new Indian economic
environment", Human Resource Management, Vol.49 No.3 pp343-572 
• C.B. Memoria, S.V. Gankar, Personnel Management Text and Cases, Twenty Second Edition (2002),
Himalaya Publishing House, Page (599 – 604) 
• Clark, S.C. (2000) Work/family border theory: a new theory of work/family balance. Human
Relations, 53,6, 747–70. 
• Crooker K., Smith, F. L., and Tabak, F. (2002). ―Creating work-life balance: A model of pluralism
across life domains‖, HRD Review. Vol. 1, pp. 387-419. 
• Delamotte, Y. and Walker, K. F., (1974) "Humanization of Work and the Quality of Working Life —
Trends and Issues", International Institute for Labour Studies Bulletin, Vol. 11, pp. 3-14 
• Deloitte (October, 2012), Indian Higher Education Sector: Opportunities aplenty, growth unlimited!

• Edwards, J.R., Rothbard, N.P. (2000), "Mechanism linking work and family: clarifying the
relationship between work and family constructs", Academy of Management Journal, Vol. 25
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Management, 18,3, 387–400. 
• Fred Luthans (2005) Organizational Behavior. McGraw Hill, 10th Ed. pp: 235.
8.2 QUESTIONNAIRE
QUESTIONNAIRE FOR FEMALE FACULTIES
A] PERSONAL INFORMATION
1. Name (optional): ______________________________________

2. Age Group
 Below 30 years
 31 to 40 years
 Above 40 years

3. Marital Status
 Married
 Unmarried
Others, please specify: ____________________

4.If married, is your spouse employed? 

 Yes
 No

5.No. Of children?
 Nil
 One
 Two More Than two

6.Age group of your children (you can tick more than one and skip the question if not applicable)
 Below 2 yrs.
 Between 2-5
 Between 5-10
 Between 10-15
 Above 15
B] WORK RELATED INFORMATION
1. What is the nature of your employment?
 Full Time
 Part-Time

2. Your income group (per month):

 Less than Rs. 10,000
 Rs. 10,001 – 20,000
 Rs. 20,001 – 30,000
 Rs. 30,001 – 40,000
 Above Rs. 40,000

3. Your Designation
 Lecturer
 Asst. Professor
 Associate Professor
 Professor
Other, please specify______________

4. How long have you been working in this organization?

 Less than 1 year
 1-3 years
 3-5 years
 Above 5 years

5. How many days in a week do you normally work?

 Less than 5 days
 5 days
 6 days
 7 days

6. How many hours do you normally work in a day?

  7-8 hours
 8-9 hours
 9-10 hours
 10-12 hours
 More than 12 hours

7. How many hours in a day do you spend travelling to work?

 Less than half an hour
 Nearly one hour
 Nearly two hours
 More than two hours

8. Do you work overtime?

 Yes
 No

9. If yes, you do overtime because of: (Select only one option)

 Too much work to do
 Understanding the nature of work
 Support colleagues and subordinates
 Prefer staying in office rather than home or leisure
 Do not want to be the first one to leave
 Meetings/Functions

10. Are you paid overtime premium?

 Yes
 No

C] INFORMATION ON WORK LIFE BALANCE

1. Which of the following factors motivate you to work?
 Personal Satisfaction
 Financial Independence
 Single earner in Family
  Family Pressure
Others, please specify: _____________________

2. Please mark the most appropriate option indicating

Work-Life Balance on the scale of 1-5 for the statements given below. (1=strongly disagree, 2=disagree,
3=neutral, 4=agree, 5=strongly agree)
Statements 1 2 3 4 5
I can devote sufficient time for household responsibilities     
I can manage my personal & professional life well     
I often complete my work within stipulated time     
I feel I have sufficient me time     
I feel I am able to manage my family and other relationships well     

3. Does your organization provide you with following work provisions?

Statements Yes No
Flexible starting time  
Flexible ending time  
Flexible hours in general  
Paid time  
Job sharing  
Career break/ Sabbatical  

4. Does your organization provide you with following facilities?

Statements Yes No
Telephone for personal use  
Counselling Services  
Health Programs  
Parenting or Family support  
programs
Recreation facilities and  
 choices
Transportation  

5. Do any of the following hinder you in balancing your work and family commitments?
Statements Strongly Disagree Neutral Agree Strongly
Disagree Agree
Negative attitude of management     
Negative attitude of colleague     
Technology such as laptops/cell phones     
Travelling away from home     

6. Do you ever miss out quality time with your family because of work pressure?
 Yes
 No

7. Have you taken advantage of any of the following policies in your organization?
 Maternity/Paternity Leave Policy
 Extended Leave/Sabbatical/Career Break (of more than 6 months)
 Part time working system
 Flexi time system
 Job sharing
Others, please specify______________

8. Do you suffer from any stress related diseases due to work pressure?
 Hypertension
 Blood Pressure
 Obesity
 Diabetes
 Headaches
Others, please specify______________

9. Does your organization encourage the involvement of your family members in work achievement reward
functions?
  Yes
 No

10. How do you rate company’s overall performance in the following areas?
Statements Very Good Neutral Poor Very
Good Poor
Work Practices     
Work Environment     
Employee Morale     
Organizational Structure     
Job Responsibilities     
Managing employee-employer relations     
Regular Meetings     
Fringe Benefits     
Social Events     
Contribution towards family welfare     
Overall organization rating     

11. Is there any committee making recommendation to the management in your organization relating to
Work Life Balance?
 Yes
 No

12. If yes, how seriously such recommendations are taken by the higher management? (Answer only if
response to previous question is ‘yes’)
 Very Seriously
 Seriously
 Don ‘t knows
 Lightly
 Indifferent
13. Can you offer any other ideas on what would help institutes and its people to develop new or improved
work-life balance practices or arrangements?
_______________________________________________________________________________________
_____________________________________________________________________________________