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IMPACT OF WORK LIFE BALANCE OF EMPLOYEES IN HOSPITAL

INDUSTRY IN INDIA- A CASE STUDY OF APOLLO HOSPITALS,
VISAKHAPATNAM
Dr. G Kanaka Mahalakshmi 1 and Shoba Rani Pilla 2
1
Professor & Principal, Visakha Institute for Professional Studies, Visakhapatnam,
Andhra Pradesh, Research Guide, AU-Trans-Disiplanary Research Hub (AU-TDR-HUB),
Andhra University. Email: [email protected]
2 Assistant Professor, Visakha Institute for Professional Studies, Visakhapatnam,

Andhra Pradesh, Research Scholar, AU-Trans-Disiplanary Research Hub

(AU-TDR-HUB), Andhra University. Email: [email protected]

DOI: 10.5281/zenodo.11545542

Abstract
Purpose: The main purpose of this study is to identifying Work Life Balance of Employees in Hospital
Industry in India- A Case Study of Apollo Hospitals, Visakhapatnam of Andhra Pradesh.
Design/Methodology/Approach: The researcher had focused his attention on aimed to explore the
role of perceived work-life balance and job satisfaction in developing commitment among hospital
employees. In addition to that, gender difference is also taken into consideration to draw concrete
conclusion. The study is quantitative in nature. Based on the literature review it is proposed that work-
life balance and satisfaction will be significantly contributing in developing commitment among the
chosen respondents. Results revealed a moderate level of work-life balance, job satisfaction and
organizational commitment among the chosen employees. Significant relationship is found between
work-life balance and job satisfaction. Originality/Value. In this study we used in Descriptive Research
tools to be used like ANOVA, for Work interfering family life and family interfering work life are found
positively related with organizational commitment. Male and female respondent are found significantly
different in their level of commitment, perceived work interfering family life and perceived family
interfering work life. Findings: Work-life balance is about finding the right balance between one’s work
and one’s life (i.e. life outside work) and about feeling comfortable with both work and non- work
commitments. Many people find it difficult to manage their time in a way that is healthy for their work as
well as for their personal life (Vlems, 2005). This may not be because they are poor at time
management, but largely because a good part of the time is not theirs. It belongs to the organization.
But do employees have to crowd out other activities that are important in their lives just to satisfy the
boss? Achieving the right balance is something very personal, because we all have different priorities
in life.
Keywords: Work-Life Balance, Job Satisfaction, Hospital, Relationship, Family.

1. INTRODUCTION
Work-life balance is about finding a way to manage the demands of your work or study
with your personal life and the things that 'top you up'. A good work-life balance means
you can be happy and productive at work and also have time for yourself and your
family. Man is a social animal, needs time for self, family and society to satisfy their
various needs. An individual spends more than eight hours a day in office, remaining
is spent in travel to and from office, and with family and friends. Very little time is
available for attending to his/her personal needs or grooming. In today’s highly
competitive environment people are giving more importance to their work, by working
hard, spending more time at the office, learning and adapting to the changing business
environment to stay relevant. The quality of the time spent by people with their family,
friends or for themselves would help the individuals to relax, refocus and perform
better in their jobs. This would automatically benefit the organizations in enhancing
the overall organizations performance. Work-life balance is a concept including proper

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prioritizing between “work” (career and ambition) and “lifestyle” (Health, pleasure,
leisure, family and spiritual development/meditation). This study aims at
understanding the current work– life balance scenario in health-care Industry. And the
efforts of organization in improving the work life balance. The descriptive study was
carried out in the city of Vishakhapatnam. At the present time all the companies are
trying to maintain standards, deliver quality goods on time and attain reputation and
recognition for their business organization along with maintaining customer
satisfaction.

Despite the resounding evidence that working long hours can be harmful to both
employees and employers, many professionals still struggle to overcome their
assumptions — and their deeply-ingrained habits — around work hours. What does it
take to free yourself from these unhealthy patterns and reach a more sustainable,
rewarding work-life balance? To explore this question, we conducted almost 200 in-
depth interviews with 78 professionals from the London offices of a global law firm and
an accounting firm.
We spoke with an equal number of men and women, and most of the interviewees
were between 30 and 50 years old, with at least one dependent child, and in either
middle or senior management roles. To with stand in the global market or competition
the companies are demanding and anticipating their employees acquire skills, to be
updated with latest technology and to work more in order to achieve their targets.
Similarly the employees are demanding more support from the employers in terms of
time and resource to enrich their social life. In most cases, while trying to attain the
targets, work schedule creates more burden and stress to the employees which lead
to imbalance of their work and personal life as a result it creates fear and frustration
to the employee. At a high level, our research showed that achieving better balance
between professional and personal priorities boils down to a combination of reflexivity
— or questioning assumptions to increase self-awareness — and intentional role
redefinition. Importantly, our research suggests that this is not a one-time fix, but
rather, a cycle that we must engage in continuously as our circumstances and
priorities evolve. This cycle is made up of five distinct steps.

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II. REVIEW OF LITERATURE

 Clark SC (2000) work life balance is important for psychological well-being, high
self-esteem, satisfaction and harmony between work and life indicates the work
life balance. Greenhaus et al. (2003) says that work family balance includes
involvement, time and satisfaction balance.
 Griffin, Hogan, Lambert, Tucker-Gail & Baker (2010) defines job stress as “a
worker’s feelings of job related tension, anxiety, frustration, worry, emotional
exhaustion, and distress.”
 R. Baral & S. Bhargava, (2011), Family well-being oriented welfare programmes
have been initiated by employers in India which was a matter of concern since
Industrialization. But the policies and practices are best put in use in software and
service sectors. Clark (2000) defines work life balance as “satisfaction and good
functioning at work and home, with a minimum of role conflict.” Voydanoff (2005)
defines it as “global assessment that work and family resources are sufficient to
meet work and family demands such that participation is effective in both
domains.”
 Abhishek Raj & Pushkar Singh (2019), the subsidy and profitability of
connotation put your faith in exhibition and duty of its representatives. Each
representative has an individual and skillful life expectancy; mutually these are
exceptionally inflexible to isolate. They must always be circulated and performed
on the off case that if an agency offers to oblige better productivity and higher
responsibility from members instead. An individual may do this while he or she
has a wonderful life into and out of the employment.
 Vasumathi.A (2018), the survey of writing on work life parity of ladies
representatives has stood illustrated in standpoint on its expanded prevalence
thru the momentous target to need for bourgeoning of society. WLB is a significant
worry for ladies representatives in the present situation, as broadened hours of
work in association pulls ladies representatives' efficiency and stint which they
really intended to commit to their kinfolk loop.
 Fathima Aroosiya (2013), as per paper the working ladies have double jobs to
be specific job in the working spot and job at home in the advanced economy.
This prompts face more troubles in the life of working ladies so as to be
increasingly powerful in their double life while the working men have less weight
contrasting and working ladies. In the example size was 100 working ladies
particularly the educators of government school and representatives in divisional
secretariat which comprise of 15 inquiries. Information was exposed to graphic
measurements. The consequences of the examination uncovered that the degree
of work life equalization of working ladies was low level.

III. OBJECTIVES OF THE STUDY

 To study and understand the concept of “work- life balance” in Apollo hospital,
health city, Vishakhapatnam.
 To assess the current work-life balance practices and policies in place at Apollo
hospitals and identify areas for improvement.

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 To gather and analyze data on the impact of work-life balance on employee

satisfaction, engagement and performance.
 To develop and implement strategies and initiatives that promote work-life balance
and support employee well-being, such as flexible work arrangements, stress
management programs and employee wellness initiatives.
 To evaluate the effectiveness of the strategies and initiatives implemented and
make recommendations for future improvements.
 To create awareness among employees about the importance of work-life balance
and encourage them to take steps to maintain a healthy work-life balance.
 To collaborate with various departments and stakeholders within Apollo hospitals
to create a holistic approach to work-life balance that addresses the needs of
employees at all levels of the organization.
1. Hypothesis of the Study:
Ho: There is no significance difference between quality time spent with family and
friends and satisfaction with activities.
H1: There is significance difference between quality time spent with family and
friends and satisfaction with activities.
Ho: There is no influence of work environment on employee fatigue.
H1: There is influence of work environment on employee fatigue.
2. Need For The Study
Work-life balance is all about creating, building and maintaining a perfect balance
between the professional and personal responsibilities. Work –life balance has been
identified as an important practice to develop a healthy work environment which
enables to retain the employees and increase their productivity.
The work-life conflicts have increased now-a-days comparing to the past and it may
be due to the competing/ challenging responsibilities of the workers such as work,
parents (elderly), children, household works, spouse which causes stress to an
employee. The work life conflict is a serious problem which can impact an individual,
his/ her family, the community they belong to and the company they are working in.
3. Methodology of the Study:
Methodology is a set of practices and rules from which specific methods or procedures
may be acquired to either solve or interpret problem relating to a specific field. The
methodology includes the respective methods of data collection, tools and various
sample procedures.
Data Collection: Data can be collected either through primary technique or secondary
data collection technique.
Primary Data: primary data is the first hand data collected directly by the researcher
to find the answers for his research problem. This kind of data is original in nature.
The tool or technique used for collecting primary data is in the form of structured
questionnaire.

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Questionnaire: A questionnaire consists of a set of questions relating to the research

which is filled by the respondents. A questionnaire helps in conducting the survey and
directly collects the information from respondents.
Secondary Data: secondary data is that kind of data which has already been collected
by some other researcher i.e. the data is readily available. The secondary data
collected for my study was obtained from company’s website, magazines, journals
and report books.
Population and Samplings: The sample for the study was chosen by means of
convenience sampling techniques. As the study was intended to know about the work-
life balance of the employees working at Apollo hospitals, health city, it was decided
not to restrict the study to a particular department. Hence the sample covers nurses
from all departments and administration staff.
Sampling Representation: The survey is conducted by considering respondents
based on following sample representation.
Sample from nurses–60
Sample from admin staff & Support Staff–40
Data Analysis: A careful analysis has been done on the data which has been
obtained through tabulations and graphical presentations.
Conclusions are drawn on the study to suggest the company, which can be
implemented for company’s betterment.
4. Limitations of the Study:
A good report describes and explains the results derived through the study. As a result
whatever limitations occur in the study also creeps into the report and become the
limitations of the report.
Every project has its own limitations and so did mine. I have listed a few of the
limitations of my study below:
 Study was limited to “Apollo hospitals, health city, Vishakhapatnam only.
Therefore, the results may not be capable for universal application.
 Interaction with nurses and other employees was very restricted because of their
busy work schedule.
 The study does not cover all the departments like, doctors, technicians,
consultants; it is only confined to nurses from various departments and
administration staff.
 The data collected cannot be asserted to be free from errors as majority of the
respondents being nurses and admin staff showed some biasness while providing
the relevant data relating my study.
 The sample size was confined to100 only. Out of 100, 60 are nurses and 40 are
admin staff as I have collected the information from only day shift employees i.e.
from 9:00AM to 6:00PM because of time constrains and their busy schedule in the
health care industry.

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IV. RESULT AND DISCUSSION

Table No 1: Demographic Information of Administration Staff
Variable Factors No. of Respondents Percent in total
Less than 30 years 35 35%
Age 31-45 years 55 55%
Above 45 years 20 20%
Male 65 65%
Gender Female 35 35%
Others 0 0
Ssc/Inter 0 0%
Education qualification Graduation 82 85%
Others 15 15%
Urban 75 75%
Location Rural 0 0%
Semi Urban 25 25%
Single 45 45%
Married 55 55%
Marital status
Others 0 0%
Less Than 3
40 40%
Members
Family size 4-6 Members 40 40%
More Than 6
20 20%
Members
1-2 Lakh 25 25%
Annual income 2-3 Lakh 35 35%
More Than 3 Lakh 40 40%
1 month–4 Years 25 25%
Experience 4-6 Years 15 15%
More Than 6 Years 60 60%

Interpretation:
From the above table and bar chart, it is analyzed that majority of the respondents are
below 30 years of age and this set of employees are to be retained as they can still
work for a longer time.

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It is analyzed that most of the respondents in admin department are male who have
completed their inter and are well educated in their field and more than 50% of
respondents belong to urban areas and 50% of respondents are from rural areas. It
is understood that majority of the employees in admin department are married and
therefore they have more responsibilities towards their family and it is important for
them to understand the importance of work life balance to give their whole as an
individual to the organization as well as to his family. The data suggests that a
significant portion of employees have family responsibilities that could affect their
work-life balance. 40% of employees have small families, 40% have moderate-sized
families, and 20% have large families, indicating varying levels of family-related
obligations. Employers may need to consider these family responsibilities when
designing work policies and benefits to support their employees 'work-life balance.
The majority of employees receive a salary of more than 2 lakh per annum, with 40%
of employees earning more than 3 lakh per annum. This may indicate that employees
have sufficient financial resources to support their work-life balance needs, such as
child care or leisure activities. However, it's important to note that the data does not
directly measure the extent to which employees' salaries affect their work-life balance.
It also analyzes that Apollo hospital consists of employees with a wide range of
experience, starting from a fresher to employees who have experience of working for
more than 10 years.
Administration Staff Perspective of Work Life Balance:
Variable Factors No. of Respondents Percent in total
More than 14 hours 0 0%
More than 12 hours 5 5%
More than 10 hours 20 20%
More than 8 hours 75 75%
Working hours Less than 8 hours 0 0%
Never 5 5%
Rarely 30 30%
Sometimes 50 50%
Often 0 0%
Intervals
Always 15 15%
Never 15 15%
Rarely 20 20%
Sometimes 55 55%
Often 5 5%
Quality time
Always 5 5%
Never 5 5%
Rarely 5 5%
Sometimes 5 5%
Often 20 20%
Work environment
Always 65 65%
Never 0 0%
Rarely 25 25%
Sometimes 55 55%
Often 0 0%
Initiatives
Always 20 20%
Strongly Dissatisfied 0 0%
Dissatisfied 10 10%
Moderately 15 15%
Satisfaction with activities Satisfied 55 55%
Strongly Satisfied 20 20%

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Never 10 10%
Rarely 10 10%
Sometimes 70 70%
Often 10 10%
Tired And Exhausted
Always 0 0%
Quality Time Spent with Family and Friends and Satisfaction with Activities:
Descriptives
SATISFACTION
95% Confidence
Between-
Std. Std. Interval for Mean
N Mean Minimum Maximum Component
Deviation Error Lower Upper
Variance
Bound Bound
1 15 2.33 .488 .126 2.06 2.60 2 3
2 20 3.50 .513 .115 3.26 3.74 3 4
3 55 4.18 .389 .052 4.08 4.29 4 5
4 5 5.00 .000 .000 5.00 5.00 5 5
5 5 5.00 .000 .000 5.00 5.00 5 5
Total 100 3.85 .857 .086 3.68 4.02 2 5
Fixed Effects .417 .042 3.77 3.93
Mode
Random
l .573 2.26 5.44 .882
Effects

Test of Homogeneity of Variances

SATISFACTION
Levene Statistic df1 df2 Sig.
12.388 4 95 .000

ANOVA
SATISFACTION
Sum of Squares df Mean Square F Sig.
Between Groups 56.235 4 14.059 80.870 .000
Within Groups 16.515 95 .174
Total 72.750 99
Interpretation:
The above table demonstrates ANOVA with respect to satisfaction with activities in
quality time. It is being observed that there is a significant impact of satisfaction with
activities on quality time.
(Sig. p = 0.000< 0.05)
Work Environment on Employee Fatigue:
Descriptives
FATIQUE
95% Confidence
Between-
Std. Std. Interval for Mean Mini Maxi
N Mean Component
Deviation Error Lower Upper mum mum
Variance
Bound Bound
1 5 1.00 .000 .000 1.00 1.00 1 1
2 5 1.00 .000 .000 1.00 1.00 1 1
3 5 2.00 .000 .000 2.00 2.00 2 2
4 20 2.75 .444 .099 2.54 2.96 2 3
5 65 3.15 .364 .045 3.06 3.24 3 4
Total 100 2.80 .752 .075 2.65 2.95 1 4
Fixed Effects .359 .036 2.73 2.87
Model
Random Effects .621 1.08 4.52 .816

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Test of Homogeneity of Variances

FATIQUE
Levene Statistic df1 df2 Sig.
5.963 4 95 .000

ANOVA
FATIQUE
Sum of Squares df Mean Square F Sig.
Between Groups 43.788 4 10.947 85.163 .000
Within Groups 12.212 95 .129
Total 56.000 99
Interpretation:
The above table demonstrates ANOVA with respect to tired and exhausted in work
environment.
It is being observed that there is a significant impact of tired and exhausted on work
environment.
(Sig. p = 0.000< 0.05)

CONCLUSION
Healthcare has become one of India’s largest sectors - both in terms of revenue and
employment. The Indian health care sector is growing at a brisk pace due to its
strengthening coverage, services and increasing expenditure by public as well private
players.
Indian healthcare delivery system is categorized into two major components - public
and private. The Government, i.e. public healthcare system comprises limited
secondary and tertiary care institutions in key cities and focuses on providing basic
healthcare facilities in the form of primary health care centers (PHCs) in rural areas.
The private sector provides majority of secondary, tertiary and quaternary care
institutions with a major concentration in metros, tier I and tier II cities.
The healthcare sector is at the epicenter of this unprecedented global pandemic
challenge, and the private sector has risen to the occasion, by offering to the
government all the support it needs, be it testing support preparing isolation beds for
the treatment of covid-19 positive patients or deploying equipment and staff in
identified nodal hospitals.
Apollo Hospitals was the forerunner of integrated healthcare in Asia, as well as
globally. Over the past three decades Apollo Hospitals' transformative journey has
forged a legacy of excellence in Indian healthcare. The Group has continuously set
the agenda and led by example in the blossoming private healthcare space and also
developed centers of excellence in Cardiac Sciences, Orthopedics, Neurosciences,
Emergency Care, Cancer and Organ Transplantation. Along with excellence the
Apollo philosophy rests on the pillars of technological superiority, awarm patent-
centric approach, a clear and distinct cost advantage and an edge in forward-looking
research.

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Work-life balance is about finding the right balance between one’s work and one’s life
(i.e. life outside work) and about feeling comfortable with both work and non- work
commitments. Many people find it difficult to manage their time in a way that is healthy
for their work as well as for their personal life (Vlems, 2005). This may not be because
they are poor at time management, but largely because a good part of the time is not
theirs. It belongs to the organization. But do employees have to crowd out other
activities that are important in their lives just to satisfy the boss? Achieving the right
balance is something very personal, because we all have different priorities in life.

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