Research Problem Assignment

WORK-LIFE BALANCE CHALLENGES IN THE
BANKING INDUSTRY INSIDE KATHMANDU

VALLEY
MGT 514: Business Research Methodology
Submitted By: Swaraj Mathema

LIC-23031066
MBA March 2023 Intake
Submitted To:
Phul Prasad Subedi
IIMS College
Lincoln University
Hattisar, Kathmandu
I) Problem Definition:
Work-life balance has become a critical issue in the contemporary workplace,
impacting employee well-being and organizational productivity. In the context of
the banking industry in Nepal, there is a growing concern regarding the challenges
employees face in balancing their work and personal lives. This research aims to
explore and understand the factors influencing work-life balance in the Nepalese
banking sector and its implications for both employees and organizations.
II) Variable Identification:

Dependent Variable:
Overall Work-Life Balance Satisfaction:
Measured on a Likert scale, where respondents rate their overall satisfaction with
their work-life balance.
Job Satisfaction:
Examining the satisfaction level employees derive from their jobs in relation to the
balance it allows with their personal lives.
Stress Levels:
Measuring the perceived stress levels experienced by employees due to work
demands and how it affects their personal life.
Time Allocation:
Assessing the extent to which employees feel they can allocate sufficient time to
both work and personal activities.
Flexibility Perception:
Evaluating the perception of flexibility in work schedules and arrangements, and
how it contributes to work-life balance.
Health and Well-being:
Examining the impact of work-life balance on the physical and mental health of
employees.
Family and Social Relationships:

Assessing the effect of work demands on the quality of relationships with family
and friends.
Leisure and Personal Development:

Measuring the extent to which employees can engage in leisure activities and
personal development pursuits outside of work.
It's important to note that these variables can be measured using a combination of
quantitative methods (e.g., surveys with Likert scale questions) and qualitative
methods (e.g., open-ended questions, interviews) to provide a comprehensive
understanding of work-life balance satisfaction in the banking industry in Nepal.
Independent Variables:
Job Demands:
Workload: The volume and intensity of tasks and responsibilities assigned to
employees.
Job Stress: The level of stress experienced by employees due to job demands.
Organizational Support:
Workplace Policies: The existence and effectiveness of policies that support work-
life balance.
Organizational Culture: The cultural norms within the organization that either
facilitate or hinder work-life balance.
Personal Factors:
Family Responsibilities: The impact of family obligations and responsibilities on
work-life balance.
Individual Coping Strategies: The personal strategies and coping mechanisms
employees employ to manage work-life balance.
These independent variables can be measured using various quantitative and
qualitative methods, such as surveys, interviews, and content analysis. By
examining these factors, the study aims to understand their influence on the work-
life balance satisfaction of employees in the banking industry in Nepal.
III) Theoretical/Conceptual Framework:
The theoretical framework for the study on work-life balance in the banking
industry in Nepal will be based on the Job Demands-Resources (JD-R) model. The
JD-R model is a well-established theoretical framework in organizational
psychology that helps explain the relationship between job characteristics,
individual resources, and work-related outcomes. In the context of this study, the
JD-R model will guide the exploration of how job demands and resources
influence work-life balance satisfaction. Here's the theoretical framework:
Theoretical Framework: Job Demands-Resources (JD-R) Model

1. Job Demands:
a. Workload:
- The volume and intensity of tasks and responsibilities assigned to employees.
b. Job Stress:
- The psychological and emotional strain experienced by employees due to job
demands.
2. Job Resources:
a. Organizational Support:
- Workplace Policies: The existence and effectiveness of policies that support
work-life balance.
- Organizational Culture: The cultural norms within the organization that facilitate
or hinder work-life balance.
b. Personal Factors:
- Family Responsibilities: The impact of family obligations and responsibilities on
work-life balance.
- Individual Coping Strategies: The personal strategies and coping mechanisms
employees employ to manage work-life balance.
3. Work-Life Balance Satisfaction:
The overall satisfaction of employees with their ability to balance work and
personal life.
Relationships:
Job Demands → Work-Life Balance Satisfaction:
Hypothesized that higher job demands, such as increased workload and job stress,
will be negatively associated with work-life balance satisfaction.
Job Resources (Organizational Support) → Work-Life Balance Satisfaction:
Hypothesized that greater organizational support, in terms of effective policies and

a supportive culture, will be positively associated with work-life balance
satisfaction.
Personal Factors → Work-Life Balance Satisfaction:
Hypothesized that personal factors, including family responsibilities and individual
coping strategies, will significantly influence work-life balance satisfaction.
Conclusion:
The JD-R model provides a comprehensive framework for understanding how job
demands and resources, both at the organizational and personal levels, interact to
impact work-life balance satisfaction. This theoretical foundation will guide the
research in investigating the nuanced dynamics within the banking industry in
Nepal, offering insights into strategies for enhancing work-life balance for
employees and contributing to the broader literature on organizational psychology
and well-being.
IV) Research Questions:

What are the key job demands faced by employees in the banking industry in
Nepal?
How does organizational support influence the work-life balance of employees?
What role do personal factors play in the work-life balance of banking
professionals in Nepal?
V) Research Hypotheses:
Hypothesis 1 (H1):
Null Hypothesis (H0): There is no significant relationship between job demands

(such as workload and job stress) and work-life balance satisfaction among
employees in the banking industry in Nepal.
Alternative Hypothesis (H1): There is a significant negative relationship between
job demands and work-life balance satisfaction among employees in the banking
industry in Nepal.
Hypothesis 2 (H2):
Null Hypothesis (H0): There is no significant correlation between organizational

support and work-life balance satisfaction among employees in the banking
industry in Nepal.
Alternative Hypothesis (H2): There is a significant positive correlation between
organizational support and work-life balance satisfaction among employees in the
banking industry in Nepal.
Hypothesis 3 (H3):
Null Hypothesis (H0): Personal factors do not significantly impact the work-life
balance of banking professionals in Nepal.
Alternative Hypothesis (H3): Personal factors significantly influence the work-life
balance of banking professionals in Nepal.
These hypotheses provide a clear framework for testing the relationships between
key variables in the study. The analysis of these hypotheses will contribute to a
nuanced understanding of the factors affecting work-life balance in the context of
the banking industry in Nepal.
VI) Research Objectives:
General Objective:
To examine and understand the dynamics of work-life balance in the banking
industry in Nepal.
Specific Objectives:
To identify the key job demands experienced by employees in Nepalese banks.

To assess the impact of organizational support on work-life balance satisfaction.
To explore the role of personal factors in influencing the work-life balance of
banking professionals.
VII) Research Model:

The research model will illustrate the relationships between the independent and
dependent variables based on the theoretical framework (JD-R model). It will
visually represent the pathways through which job demands, organizational
support, and personal factors interact to influence work-life balance satisfaction
among employees in the banking industry in Nepal.
Additional Consideration:
Pilot Study: Before the main data collection, a pilot study will be conducted to
refine the research instruments and ensure their reliability and validity.
Literature Survey: A comprehensive review of existing literature on work-life
balance, especially within the context of the banking industry and Nepal, will be
conducted to provide a strong theoretical foundation for the study.
Interviews: Interviews with knowledgeable individuals, such as HR professionals
and employees in the banking sector, will be conducted to gain qualitative insights
and a deeper understanding of the work-life balance challenges specific to Nepal.
This structured approach will contribute to a robust and well-designed research
study on work-life balance in the banking industry in Nepal.

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WORK-LIFE BALANCE CHALLENGES IN THE

BANKING INDUSTRY INSIDE KATHMANDU

MGT 514: Business Research Methodology

Submitted By: Swaraj Mathema

II) Variable Identification:

Family and Social Relationships:

Leisure and Personal Development:

III) Theoretical/Conceptual Framework:

Theoretical Framework: Job Demands-Resources (JD-R) Model

3. Work-Life Balance Satisfaction:

Hypothesized that greater organizational support, in terms of effective policies and

IV) Research Questions:

Null Hypothesis (H0): There is no significant relationship between job demands

Null Hypothesis (H0): There is no significant correlation between organizational

To identify the key job demands experienced by employees in Nepalese banks.

VII) Research Model:

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