Work Life Balance of Employees working in Development Banks in Nepal

A Dissertation proposal submitted to the Office of the Dean, Faculty of

Management, in partial fulfilment of the requirements for the Degree of Masters of
Business Studies

by
Anuradha Subedi
Symbol No.: 18725/19
TU Reg. No.: 7-2-0479-0113-2013
Hetauda School of Management

Date: example; August 2024

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Contents
CHAPTER I...............................................................................................................................................1

INTRODUCTION......................................................................................................................................1

Introduction to Work Life Balance......................................................................................................................1

1.2 Background of the Study...............................................................................................................................3

1.3 Problem Statement.......................................................................................................................................4

1.4 Objectives of the study:................................................................................................................................8

1.5 Research Question:.......................................................................................................................................9

1.7 Significance & Scope of the study:................................................................................................................9

1.8 Definition of Terms:....................................................................................................................................10

1.9 Limitations of the Study:.............................................................................................................................10

1.10 Structure of the Study:..............................................................................................................................11

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 List of Abbreviations

WLB Work Life Balance

TU Tribhuwan University

NRB Nepal Rastra Bank

SPSS Statistical Package for Social Sciences

HRD Human Resource Department

CEO Chief Executive Officer

SA Strongly Agree

SDA Strongly Disagree

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 CHAPTER I

INTRODUCTION

Introduction to Work Life Balance

Maintaining work life balance in the present fast paced world is very difficult as the
individuals have to balance the job performance and provide adequate time to personal
life. Due to the different difficult situations as home including caring elderly parents,
grow the children, balance marital life and issues and then to provide effective and
productive performance in work is too tough (Pathak, R, 2018). The two important areas
of a person in life is work and family, it is recommended that commitment to work does
not mean a person needs to sacrifice everything to exchange from work (Greenhaus et al.,
2003). A successful person will bring and achieve mental, emotional and spiritual health
on balance by using the leisure time and all the activities conducted will keep balance
between work-family balance (WFB) as well as work-life balance (WLB). According to
Sthapit, A, et, al (2021) the increasing number of women employees in banking sector
along with other sectors and the development of advanced technology has resulted a huge
competition and demands in work place. The longing working hour culture in the private
sectors and the result oriented employment challenges has created multi-faced demands
that are making difficult for women employees to balance work and family
responsibilities. Work-life balance (WLB) is knotted in with distinguishing the right
balance among job and personal life, and regarding inclination alright with both family
and job duties. Work-life balance is basically the equivalence between three segments
including paid work, voluntarily work and personal life time. As explained by the writer
Guest (2002) the term Work-Life Balance also defined as controversial due to its nature.
The work life balance represents to maintain the solid and constant relation in workplace
and in personal relationship which diverts employees to perform well and increase in
workers efficiency. It can also be defined as the time we spend in the work place and the
time we provide it to our family. Due to the present scenario and competition in the
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global banking sector it is seeking extra performances from their employees to meet the
clients’ expectation and to increase the revenue of the organization. As per the different
journals and articles on the job satisfaction and work life balance the employees who are
maintaining work life balance are showing high performance and it has reduced the sick
leave, decrease the turnover and achieve the set target and outcomes in the job
responsibilities. Some of the factors affecting the work life balance are the long working
hours, less pay and no appreciation on work with proper appraisal and promotions
(Fapohunda, 2014).

Work Life balance is the successful management of different duties that are performed at
home and at work. According to the research conducted by Rakesh K. Yadav and Nishant
Dadhade (2014), women’s mental stress may lead to physical stress and cause headache,
feel dissatisfied, illness, low morale, feel unmotivated and etc. It may also result in
diabetes, heart issue, high blood pressure or various physiological disorders and poor
performance of the employees. Work life conflicts and dissatisfaction in work especially
in ladies staffs arise because of all these mentioned problems which further may result to:

 Frequent non-attendance in the job

 Higher staff turnover in the organization

 Lower employee productivity

 Lower satisfaction from job

 Higher Managerial Burden

 Damages both Family and social relations. (Yadav & Dadhade, 2014)

The private sector of Nepal represents the company and organizations run by the
individual people or groups with the objective to generate revenue. There are public and
government sectors which are known as non-profit organization but due to the free
market economy of the country private sectors including developmnet banks and
financial institutions are creating more jobs and career opportunities to the people in
different positions. Banks are considered as the higher paying sectors with different
facilities that covers incentives, bonus, fixed working hours, paid and unpaid leave
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system etc. Globalization is also the other factor that is considered as one of the major
influencing features affecting banking sector to implement the global policies in Human
Resources Management that could include work life balance of the employees, job
satisfaction and rights of the employees. Due to the high demand and competition of
work and expectation of organization on performances it is very difficult for every
individual banking employees to keep balance between their proficiency and personal
life. The present world and the organizations are facing intense competition and
challenges where the participation of the employees and their performance could be one
of the critical factors to concern for the success of business organization (Pantha, S,
2020).

1.2 Background of the Study

The major objective and examination of this study is to find out the relation between
work life balance and satisfaction of employees working in the development banks in
Nepal. The high demand of banking services, competition and customers’ expectations
has created numerous challenges and opportunities for banks to perform well through the
effective and qualified workforce. The work nature and business aspects of development
banks has demanded more work from less employees that has created some challenges to
maintain work life balance which are connected with different factors like meeting target
and achievement and job enjoyment and satisfaction. As per Pathak, R (2018) the income
level of employee shall or shall not be the factor that is connected to work life balance.
The employees’ major focus remains towards the completion of diverse role especially
for women employee to balance family responsibility as this could lead misbalance in
work and life domains. However, the banking sector should try to address the
unanswered questions including working hours in the case of employees working in
development banks in Nepal. The personal relation and life of individual and their
working life are the most important two aspects of human life. The employment means to
generate some income to fulfill the basic needs and also to achieve the career
opportunity. All the people have dual responsibility and they have challenge to perform
effectively in work life as per the expectations of customers, clients and employers and
need to balance the personal and family life for the betterment of family.
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There are numerous researches done in past related to the world life balance and its
impact. However, there is still lacking on the sector of development banks with the
relationship between job satisfaction and factors that affect work life balance. This
research will also integrate the views of female employees as the increasing number of
women in the banking sector has some impact on working environment and this could be
more interesting as women have to balance their personal life with parents, husband and
children and have to perform well in the job. Similarly, the respondents of different ages,
different qualification and work experiences is participated to find out the reliable data
and fact of work life balance. In summary the main purpose of this study was to find out
the gap of previous studies and use this study as future reference to the employees and
banking sector to reduce the challenges and find out the possible remedies for work life
balance as employees plays the key role in the functioning and revenue generation of the
company and the factors like motivation, working environment, training and development
and regular appraisal have huge impact to balance work life (Pathak, 2018).

1.3 Problem Statement

Normally there is a fixed working hours and shift pattern in banking sectors of Nepal
however, due to the high demand of services from customers and clients the banking
sector expect employees flexibility on timings. Due to this factor employees are working
extra hours every day in their work as they have to complete their daily tasks and update
it to the superiors handover it to the colleagues before leaving the office. This condition
and situation of the employees in the development banks of Nepal has created a challenge
and pressure in work life relation. The increasing number of graduates in the field of
banking and management has got influenced toward the banking jobs as they expect
starting a job in banking sector is a prestige to them and their family as well (Neupane,
2019). But the hidden reality and work condition in the banking sector of Nepal is totally
different as this is due to high demand and global competition in the banking sector job
(Neupane, 2019).

The maximum number of female participation in the banking job has created a challenges

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to women to balance their family life and show the high level of performance in the work
and this is similar to other gender as the job responsibility is very tough and challenging
and they have to accomplish the tasks on allocated time that has reduced their family and
personal time (Pathak, 2018). This research will also find out the how the balanced work
life affect the job satisfaction and the factors affecting the work life balance and job
satisfaction of the employees. This study is conducted in the development banks of Nepal
and will find out the relationship between work life and job satisfaction either positive or
negative relation between work life and job satisfaction of the employees working in the
development banks (Pathak, 2018).

Some Consequences of work life balance

(Hobson, et al., 2001) concluded about some of the individual, social and organizational
implications of imbalance in Work life balance. They are:

 Individual Consequences

 Higher stress and increase in mental illness.

 Higher level of dissatisfaction with work life.

 Family conflict rate increases, abuses and divorce cases increases (in case of
married employees)

 Increase in consumption of alcohol and drugs as well.

 Issues related with parenting and supervision of children increases i.e. due to
spending less quality time with children.

 Chances of being negative or criminal minded and increased violence rate.

 Organizational Consequences:

 Increase in rate of being absent and higher staff turnover.

 Productivity of the employee decreases.

 Dissatisfaction rate of employees with the job increases

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  Commitment and loyalty level towards the organization decreases.

 Cost for healthcare increases due to increase in health issues.

Outcomes of Work Life Balance

In the present context for drafting or implementing any business strategy, it is

unavoidable to have positive work life balance in the work station. For both employee
and employer WLB is equally beneficial as it helps to grow up the productivity level of
the organization and the satisfaction level of the employee also increases. WLB is
essential concept for the job holders as well as the job providers as the employees want a
balanced job and social life while the employer want to maximize the organizational
profit by increasing the productivity and reducing the cost. (Abbott & De Cieri, 2008).

Table 1 Factors of Work Life Balance

Work Related Factors Non Work Related Factors

 Satisfaction towards work increases  Increase in satisfaction of Marital

life
 Higher career satisfaction
 Higher rate of family satisfaction
 Organizational commitment
increases  Decrease in depression

 Employee turnover decreases  Health outcomes increases

 Reduction in Absenteeism rate  Better family performance

 Proper employee retention rate  Increase in satisfaction with quality

of life
 Enhanced job performance
 Increase in Leisure satisfaction

Source: (Poulose, 2014)

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Some of the outcomes of effective work life balance of the employees are listed below:

 The wellbeing of the employees increases which makes the employees happier
and motivated towards the organization.

 A satisfied employee will be able to maintain good relationship with its

management team.

 A satisfied employee shows positive response towards the organization in which

the employee is working which in return increases the self-esteem, better health,
higher concentration and confidence level of the employee.

 Balanced WLB aids to get higher marital satisfaction and there arises less
violence in the family and automatically increases the satisfaction in life.

 A satisfied employee is able to manage or handle the tasks in better way and
works in a better way.

 Balanced WLB automatically reduces the stress level of the employees and which
in return reduces the health issues. (Vlems,2005)

Important factors of Work Life Balance:

According to (Chandra, 2012), the increase in technological development and

globalization across the world leads to the changes occurred in workplace and the
characteristics of the workforce which are the reason for arise of the concept of work life
balance in any organizations. Some of the other factors affecting WLB of employees are
working hours at job, location of work place, family friendly policies of the
organizations, and deadlines for completion of task and work pressure. (Visser, 2016).

As per a study conducted about different factors of work life issues and has suggested
about some dimensions affecting WLB of the employees. These factors include
individual factor, organizational factor and societal factors (Poulose, 2014).

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Some of the factors after balanced work life balance are presented below:

Table 2 Some other Factors of Work Life Balance

Individual Factors of Organizational Societal Factors of Other Factors of

WLB Factors of WLB WLB WLB

- Greater personality - Better work - Proper childcare -Age of respondents

building preparations facilities
- Respondents
- Increased personal - Better WLB - Better support gender
benefits policies from family
- Marital status of
- Understanding - Increase in support -Increase in support respondents
sentiments of from organization from society
employees - Parental status of
-Increase in support - Fulfillment of all respondents
from co-workers individual and
family demands - Experience level
- Low level of job and level of
stress - Reduction in issue employment
related to
- No conflict about dependent care - Type of job of
role of employees employee
- Decrease in
- Use of advanced family conflict - Income generated
technology from job

- Low role -Type of family of

uncertainty employees

Source: (Poulose, 2014)

1.4 Objectives of the study:

The target of this research is to inspect the impact of work life balance on work
fulfillment of workers. This assessment can be valuable for banks to recognize the
segments which sway the employees work life balance.
The objectives of this research are:
 To study the relationship between working hour on work fulfillment among
employee in development bank.
 To study the relationship between working condition on job satisfaction among
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 employee in development bank.
 To study the relationship between work pressure on job satisfaction among
employee in development bank.
 To study the relationship between change of job on job satisfaction among
employee in development bank.
 To study the initiative taken by the organizations for effective work life balance
and its relation with the job satisfaction.

1.5 Research Question:

As per the objective of this research study the following research questions are allocated
to find out the conclusion.

 What is the relation and connection between work life balance and job satisfaction
of employees?
 What is the connotation between work pressure and job satisfaction?
 What is the connection between working condition and job satisfaction?
 What interconnect employment change and job satisfaction?
 What is the relationship between work life balance program of the company and
employees job satisfaction?

1.7 Significance & Scope of the study:

The banking and financial sector is the most attractive and employment demanded sector
in Nepal as it is attracting women, freshly graduates and the well experienced personnel.
This has also created challenges to the banking sector to assist employees to balance the
work life as this is connected with the performance and productivity of the employees
and has direct impact to achieve the organization's target and objectives. The following
points are highlighted as the significance and scope of this research study:
 To identify and establish a standard policy for work life balance in development
banks of Nepal.
 To find out the appropriate tools and methods that can adopt the current HR

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 policies of banks to get a balanced work life.
 To suggest latest and appropriate approaches for work life balance of employees
of banking sector in Nepal.

Likewise, the research study will also find out the numerous variables and factors that
affect work life balance including the age, job security, communication, payment and
incentives.

1.8 Definition of Terms:

 Work life balance:
Work is defined as a timing allocated to the people to complete the tasks of the
organization in return the people will get the money as per the level of work and
qualifications. In other hand personal life represent the time spends by the individuals
with their family, relatives or loved ones.
 Job Satisfaction:
Job satisfaction reflects the condition of the individual that represents the happiness or
the sadness as a result of the entire working environment including handsome pay, work
stress and pressure and job security within the organization.

 Developmnet banks:
The organization or company run by individual or group of people to provide financial
services and to earn profit by offering loans, deposits and other services within the set
rules and regulations of central bank of Nepal.

1.9 Limitations of the Study:

 This investigation will prioritize just on private sector’s development banks of

Nepal and it overlooks government banks and development banks of private
sector too.

 The topic is broad and it has tried to cover the development banks employees
work life balance which can be referred to other banking and financial
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 institutions as the population is bigger and the finding might be more
interesting.

 The examination will be done in the entire condition of Nepal won't be thought
of while there might be other various components therefore.

1.10 Structure of the Study:

This research is composed of five chapters.

 Chapter 1 deals with the Introduction and general terms about work life balance
and job satisfaction.

 Chapter 2 explains about the Literature Review, i.e. about the various past studies
done by different researchers and it can also be taken as secondary source of the
study. This chapter also discuss about different dependent and independent
variables and demographic factors which can impact WLB of employees.

 Chapter 3 explains about the Research Methodology which means the way of
solving research problem in a systematic way. Further this chapter also explains
about the methods used for the analysis. This chapter deals with research design,
population, sampling, data collection, data processing and analysis and testing
reliability of data.

 Chapter 4 is all about results obtained from the data analysis that are collected and
processed in research methodology part. The results are shown in diagrams,
tabular form, graphs, etc.

 Chapter 5 is about the summary and discussion about the results obtained from
previous chapter, conclusion and limitations of the study and future

recommendation of the study.

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